HR Glossary
Indirect discrimination

Indirect discrimination

Updated on:
August 22, 2022


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Table of Content

What is Indirect discrimination?

Employers can legally discriminate against employees without violating the Civil Rights Act of 1964. This law legally protects people from discrimination, harassment and victimization based on nine different, These are:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity*
  • Race
  • Religion or belief
  • Sex (gender)
  • Sexual orientation.

While a company cannot be legally penalized for following this regulation, it can still be considered unethical. Depending on the company, this direct or indirect discrimination could be disastrous to them. For example, a company may choose to hire based on the applicant’s age within the wage and hour rules. If the company then decides to hire an employee who’s under

Indirect discrimination is necessary in order to ensure that everyone is treated equally. It is used to protect people from being treated unfairly because of their race, gender, age, or other personal characteristics. Indirect discrimination is also necessary in order to prevent people from being treated unfairly because of their association with someone who has a protected characteristic.