abuse because of race, religion etc.
-Getting sacked for because you are pregnant.
Indirect discrimination is not always intentional, it can be that a requirement or condition that was not thought through properly. (Many aspects of discrimination and prejudice are brought about though lack of knowledge) but that it has an adverse impact on a particular group or it is in fact impossible for them to adhere to. For example:
-Employees being expected to work unexpected extra hours, this could be a problem for those with children or other dependants.
-Requiring an employee to wear a skirt. This indirectly discriminates against women with a particular religious dress code.
This is not intentional but is still not acceptable and can be extremely offensive and hurtful to the person or persons it is directed towards. It can be present in our use of language. There are many derogatory terms, derived from negative images of women, ethnic minorities, those with disabilities and the elderly etc. These stereotypical assumptions are often used by people who are unaware of how negative these remarks are until it is pointed out to them.
This is evident when discriminatory treatment of a group is within the law or is accepted practice with groups, societies or organisations. Where person or persons of a particular group's access to rights and resources are affected to their detriment. Where those in other groups can expect access to them. For example:
-Lack of adaptations to buildings for disabled peoples access.
-There is a higher age of consent for male homosexuals than for heterosexuals.
The law aside, there are ways in which we can tackle discrimination: Increasing peoples self awareness of the problem and encouraging them to think about how negative their own attitudes are, also what effects they will have on people who are on the receiving end. The prejudice, which leads to discrimination cannot be, erased overnight. It t...