Indirect discrimination is the legal term that describes situations which occur when an organisation, like the University, or a member of staff at the University, makes a decision, or puts in place a particular policy, practice or procedure, which appears to treat everyone equally, but which in practice leads to people from a particular protected group being treated less favourably than others.
An example of indirect discrimination, may be a minimum height requirement for a job where height is not relevant to carry out the role. Such a requirement would likely discriminate disproportionately against women (and some minority ethnic groups) as they are generally shorter than men.
As indirect discrimination is often not obvious, the University has developed an Equality Assurance Assessments process, which reviews policies and their implementation, in order to avoid indirect discrimination. Additional information, advice and guidance is available from the Equality and Diversity section.