Defending yourself from indirect discrimination
Let’s say you are applying for a job, you are seeking access to a public space, or seek to become a member of any association, but you belong to a minority group. In getting access to the required service or right, the law protects you not only from direct forms of discrimination – in which access is specifically restricted to your minority group – but also from indirect discrimination as well. The latter entails organizations intentionally setting up criteria for membership or service provision in such a way that would unrightfully prevent you from granting access. For example, a public institution published a job announcement for a position in a certain town or city. You might have all of the necessary qualifications and experience to perform the duties of this job, but the criteria set out in the announcement might set out language proficiency requirements that are not necessary to perform the tasks, or they might ask that the prospective employee live within a certain proximity from the workplace, even if proximity is objectively not necessary. These two criteria might be discriminating people from certain regions or ethnicities.