Indirect Discrimination Definition
Indirect discrimination occurs when an organisation has a policy or way of working that puts people with a particular characteristic at a disadvantage.
There are four main types of indirect discrimination:
– Neutral policies: these are policies which seem fair on the surface but which have a disproportionate effect on people with a particular characteristic. For example, a requirement that all employees must have five years’ experience could indirectly discriminate against younger workers.
– Discretionary practices: these involve giving people with a particular characteristic less favourable treatment than others in similar circumstances. For example, denying flexible working requests from carers more often than other employees.
– Harassment: this is behaviour which creates an intimidating, hostile, degrading, humiliating or offensive environment for someone because of their characteristic. For example, making lewd comments about someone’s appearance.
– Victimisation: this is when someone suffers detriment because they have made or intend to make a complaint of discrimination or help someone else do so. For example, being passed over for promotion after raising concerns about discriminatory practices in the workplace.
