What constitutes direct discrimination?

Direct discrimination occurs when an individual is treated less favorably than another person in a similar situation specifically due to a protected characteristic, such as race, gender, age, disability, sexual orientation, or religion. This means that the action or decision is intentional and explicitly linked to the characteristic in question, leading to unfair treatment of certain individuals or groups compared to others who do not share that characteristic.

In the context of the provided choices, it is clear that differential treatment based on a protected characteristic exemplifies direct discrimination because it highlights an explicit bias that affects how someone is treated. This can manifest in various forms, including hiring decisions, promotion opportunities, or service provision, where individuals are denied the same opportunities or benefits afforded to those without the characteristic in question.

Other options, such as a policy that unintentionally disadvantages a group, refer more to indirect discrimination, where the outcomes may not be consciously intended but still result in unequal treatment. Encouraging diversity in the workplace and fostering a climate of inclusion are proactive measures aimed at reducing discrimination and promoting equality, rather than examples of direct discrimination. Therefore, the definition provided by differential treatment due to a protected characteristic aligns perfectly with the concept of direct discrimination.