What is indirect discrimination in a policy context?

Indirect discrimination in a policy context occurs when a policy or practice that appears neutral on the surface inadvertently disadvantages a particular group of people. This can happen even if the intention of the policy is not to discriminate. For instance, if a workplace policy requires all employees to work standard office hours, it may seemingly apply equally; however, this can disproportionately affect individuals with caregiving responsibilities, such as parents or those caring for elderly family members.

This distinction is important because the policy itself may not explicitly target a specific group; rather, it is the impact of the policy that leads to inequality. Recognizing indirect discrimination is crucial for developing inclusive policies that do not inadvertently marginalize any group, thereby ensuring fairness across diverse populations.

In contrast, directly favoring one group (the first choice) would be a clear example of direct discrimination, while promoting diversity and inclusion (the third choice) and evaluating individuals fairly (the fourth choice) both describe positive approaches that seek to eliminate discrimination rather than define it.