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Institutional discrimination is discriminatory treatment of an individual or group of individuals by institutions, through unequal consideration of members of subordinate groups. Societal discrimination is discrimination by society. These unfair and indirect methods of discrimination are often embedded in an institution's policies, procedures ...
For example, if an hypothetical fire department used a 100-pound test, that policy might disproportionately exclude female job applicants from employment. Under the 80% rule mentioned above, unsuccessful female job applicants would have a prima facie case of disparate impact "discrimination" against the department if they passed the 100-pound ...
Examples include discrimination against Chinese people who were born in regions of the countryside that are far away from cities that are located within China, and discrimination against Americans who are from the southern or northern regions of the United States. It is often accompanied by discrimination that is based on accent, dialect, or ...
London Underground Ltd v Edwards (No 2) [1997] IRLR 157 is a leading discrimination case relevant for UK labour law, concerning objective justification of indirect discrimination. Facts [ edit ]
However, the article covers an open-ended list of prohibited grounds for discrimination and has been expanded over time to include such grounds as sexual orientation and gender identity. [1] [2] In the case law of the European Court of Human Rights, the interpretation of the article has expanded over time to include indirect discrimination. [3]
Institutional racism, also known as systemic racism, is a form of institutional discrimination based on race or ethnic group and can include policies and practices that exist throughout a whole society or organization that result in and support a continued unfair advantage to some people and unfair or harmful treatment of others.
One recent example of employment discrimination is the inequality in higher positions. For instance, while 62% of accountants and auditors in the US are women, only 9% of Chief Financial Officers (CFOs) in the US are women. According to the research, not only are women underrepresented in their profession, but they are also underpaid, 16% less ...
The law of indirect discrimination is an attempt to level the playing field by subjecting to scrutiny requirements which look neutral on their face but in reality work to the comparative disadvantage of people with a particular protected characteristic.