The burden of proof was thus shifted to employers, who are required to prove that the differential treatment was disconnected from any discriminatory intention or practice (for a full discussion, see OECD, 2008, Chapter 3). This is a desirable change in the institutional framework, since employers are typically better positioned and resourced to provide courts with the evidence that is necessary to judge the intent underlying differential treatment. However, such a measure should be coupled with reinforced assistance for workers, as even providing the necessary prima facie evidence to courts may be challenging. National equality bodies may play a crucial role in this respect.