UCP2.04 Bad Blood Practice Test

Indirect discrimination occurs when a policy or practice is neutral in wording but its impact falls more heavily on a protected group, leading to fewer promotions for them. The key is the effect, not intent: a rule might seem fair, yet because of how it interacts with factors like caregiving responsibilities, part-time work, or unequal access to opportunities, it disproportionately disadvantages one group. In promotions, this means the criteria are not inherently about job ability but end up blocking advancement for that group more than others, even though the policy itself isn’t aimed at anyone specifically. Direct discrimination would involve explicit bias in the policy itself, harassment is unwelcome conduct, and retaliation is punishing someone for asserting rights. That alignment makes indirect discrimination the best fit for the scenario.