Common Types of Workplace Discrimination to Watch For

Table Of Contents

What Types of Discrimination Occur?

The types of discrimination that occur in the workplace include direct discrimination, indirect discrimination, and harassment discrimination. Direct discrimination involves treating one person less favourably than another person due to a protected characteristic. Indirect discrimination happens when a policy or rule applies to everyone but disadvantages people with a particular protected characteristic. Harassment discrimination creates a hostile or offensive work environment for an individual.
Workplace discrimination can manifest in various forms. A person experiences discrimination regarding hiring, promotion, or termination decisions. Discrimination affects training opportunities and job assignments. Unfair pay or benefits also indicate discrimination. Employers must make sure fair treatment for all employees. Employees have rights under anti-discrimination laws.

What Are Workplace Direct Discrimination Examples?

Direct discrimination examples involve an employer explicitly stating a preference for a particular group of people. An employer might refuse to hire a qualified applicant because of the applicant's age. Another example involves denying a promotion to an employee due to the employee's gender. Direct discrimination is often easier to identify than other forms. The discriminatory intent is clear.
A manager making offensive remarks about an employee's religion constitutes direct discrimination. A company policy forbidding employees over 50 from attending professional development workshops also exemplifies direct discrimination. These actions directly target individuals based on a protected characteristic. Such practices are unlawful. Employees have legal recourse against direct discrimination.

What is Indirect Discrimination?

Indirect discrimination is a type of discrimination where a seemingly neutral policy or practice disproportionately affects a protected group. This discrimination occurs even without an explicit intention to discriminate. The policy applies to everyone. However, the policy creates a disadvantage for individuals sharing a protected characteristic. This type of discrimination is often more subtle.
An example of indirect discrimination involves a company requiring all employees to work on a specific religious holiday. This policy disadvantages employees whose religion observes that holiday. Another example is a height requirement for a job that is not important for the role. This requirement might exclude a disproportionate number of women or individuals from certain ethnic backgrounds.

Indirect Discrimination Manifestations

Indirect discrimination manifestations include dress codes that conflict with religious observances. A rule prohibiting head coverings might indirectly discriminate against individuals wearing religious headwear. Another manifestation is a requirement for continuous heavy lifting for a job. This requirement might indirectly discriminate against women or individuals with certain disabilities.
A company's recruitment process shows indirect discrimination. A preference for candidates from a particular university indirectly excludes applicants from diverse backgrounds. These policies appear neutral on the surface. The policies have a discriminatory impact on specific groups. Employers review policies for potential indirect discrimination.

Harassment Discrimination

Harassment discrimination involves unwelcome conduct based on a protected characteristic. This conduct creates an intimidating, hostile, or offensive work environment. The behaviour interferes with an individual's work performance. Harassment discrimination does not necessarily involve direct threats or physical harm. Verbal abuse or offensive jokes also constitute harassment.
A single isolated incident of harassment does not typically constitute discrimination. The conduct must be severe or pervasive. This means the conduct occurs frequently. The conduct is also very serious. Harassment discrimination can come from supervisors, co-workers, or even clients. Employers are responsible for preventing and addressing harassment.

Sexual Harassment as Discrimination

Sexual harassment as discrimination includes unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature. This conduct becomes harassment when submission to or rejection of the conduct affects employment decisions. Sexual harassment is a form of gender discrimination.
Examples of sexual harassment include offensive jokes, sexually suggestive comments, or displaying sexually explicit images. Unwanted touching or leering also constitutes sexual harassment. Both men and women experience sexual harassment. Employers must have clear policies against sexual harassment. Employers must investigate all complaints promptly.

FAQS

What is age discrimination?

What is age discrimination? Age discrimination involves treating an applicant or an employee less favourably because of the applicant's or employee's age. This discrimination applies to individuals over 40 years old. Age discrimination affects hiring decisions. Age discrimination affects promotion decisions. Age discrimination affects termination decisions. An employer cannot use age as a factor in employment.

How does race discrimination appear?

Race discrimination appears when an individual receives unfavourable treatment due to their race or ethnicity. This discrimination impacts job assignments, pay, and disciplinary actions. Race discrimination also includes discrimination based on ancestry or skin colour. Employers must make sure equal opportunities for all races.

Which characteristics are protected from discrimination?

Characteristics protected from discrimination include race, colour, religion, sex, national origin, age, and disability. These characteristics are safeguarded by anti-discrimination laws. Other protected characteristics vary by jurisdiction. Employers must respect all protected characteristics.

When does religious discrimination occur?

Religious discrimination occurs when an employer treats an employee unfavourably due to the employee's religious beliefs or practices. Religious discrimination also occurs when an employer treats an applicant unfavourably due to the applicant's religious beliefs or practices. Religious discrimination includes atheism. An employer must reasonably accommodate an employee's religious practices. An employer must reasonably accommodate an applicant's religious practices. This accommodation does not cause undue hardship to the business.

Why is disability discrimination unlawful?

Disability discrimination is unlawful because it treats a qualified individual with a disability unfavourably. This discrimination applies to all aspects of employment. Employers must provide reasonable accommodations for disabled employees. These accommodations allow disabled employees to perform important job functions.

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