indirect discrimination

On the claim for indirect discrimination, he said the following.

Disabled people experience direct and indirect discrimination in all areas of their daily lives.

However, it may be possible to justify indirect discrimination in certain circumstances.

Nor, strictly, does it allow indirect discrimination to be justified.

It also contains the test for indirect discrimination, based on statistical comparisons.

We put forward practical definitions of direct and indirect discrimination in the workplace.

Secondly it is important because we have at last secured a definition of indirect discrimination.

However there is still scope for indirect discrimination, such as requiring 10 years relevant work experience, which no one under age 26 can have.

The indirect discrimination claim was held to fail on the technical point of pleading.

For example, the Act replaced different definitions of indirect discrimination with a single definition, making the law easier to understand.

In order to eliminate any possible indirect discrimination against women it has organized general administration competitions at the lower level.

In any case, an alleged internal necessity cannot be allowed to justify indirect discrimination.

They are what is meant by indirect discrimination.

Direct and indirect discrimination, sexual harassment in the workplace, positive action - these are now all covered by the common position.

It represents indirect discrimination against women and young people, who thus risk becoming the cottage workers of the twentieth century.

There has been a trend of senior government officials showing support for those religious leaders who endorse them; this can lead to indirect discrimination.

Indirect discrimination would occur if, for example, an employer refused to employ people who could not write in English.

The creation of equal opportunities requires positive measures, as well, especially in order to combat indirect discrimination.

The higher payments make women a more expensive option for the employer and thus constitute indirect discrimination.

Thirdly, part-time workers must no longer be excluded, since this too represents indirect discrimination.

Common rules need to be agreed, and need to cover indirect discrimination as well as direct.

This directive introduced a general framework for any indirect discrimination, including on the grounds of religion or belief.

These Acts depend on the concepts of direct discrimination and indirect discrimination.

Indirect discrimination can be justified if there is "objective justification" for the rule, generally based on business necessity.

So denial of sick pay was prima facie indirect discrimination against women.