TY - CHAP
T1 - Indirect discrimination
AU - Thornthwaite, Louise
PY - 2024/5/23
Y1 - 2024/5/23
N2 - Indirect discrimination is a form of discrimination that occurs when decisions or actions based on standards, policies or practices that are apparently neutral disadvantage members of a group with a particular characteristic or identity. Legal protections against indirect discrimination are now common in many jurisdictions, but they can pose heavy evidentiary burdens for employers and employees. Key implications for HRM are obligations to audit, identify and revise policies and practices which may lead to indirect discrimination and the accommodation of differences.
AB - Indirect discrimination is a form of discrimination that occurs when decisions or actions based on standards, policies or practices that are apparently neutral disadvantage members of a group with a particular characteristic or identity. Legal protections against indirect discrimination are now common in many jurisdictions, but they can pose heavy evidentiary burdens for employers and employees. Key implications for HRM are obligations to audit, identify and revise policies and practices which may lead to indirect discrimination and the accommodation of differences.
KW - Disparate impact
KW - Direct discrimination
KW - Apparently neutral
KW - Evidentiary burden
KW - Indirect discrimination
UR - http://www.scopus.com/inward/record.url?scp=85197142579&partnerID=8YFLogxK
UR - https://doi.org/10.4337/9781800886377
U2 - 10.4337/9781800886377.ch40
DO - 10.4337/9781800886377.ch40
M3 - Chapter
AN - SCOPUS:85197142579
SN - 9781800886360
T3 - Elgar Encyclopedias in Business and Management series
SP - 192
EP - 196
BT - Encyclopedia of equality, equity, diversity and inclusion
A2 - Klarsfeld, Alain
A2 - Nkomo, Stella
A2 - Taksa, Lucy
A2 - Bender, Anne-Françoise
A2 - Cachat-Rosset, Gaëlle
PB - Edward Elgar Publishing
CY - Cheltenham
ER -