What is indirect discrimination?

Indirect discrimination occurs when an organization implements policies or practices that, while seemingly neutral on the surface, disproportionately disadvantage a particular group of individuals. This type of discrimination is not about intentional hostility or direct targeting of individuals based on their characteristics, but rather indicates that the broader policies may inadvertently lead to unequal outcomes for certain demographic groups.

For example, a workplace policy that only allows employees to work from the office during certain hours might appear fair at first glance, but it could disproportionately affect individuals with caregiving responsibilities or disabilities that require flexible arrangements. This illustrates how indirect discrimination can arise from policies that do not take into account the diverse needs of all employees, leading to systemic inequality.

The other options offered distinct concepts not aligned with the definition of indirect discrimination. While specific hostility toward a group describes outright prejudice, and uneven treatment based on merit does not capture the broader implications of policy impact, a direct attack on a person's rights refers to overt actions against an individual rather than systemic factors affecting multiple individuals.