Indirect discrimination is less obvious. It can happen when employers or service providers put in place conditions, requirements or practices that appear to treat everyone the same but which actually disadvantage some people because of their disability. For example, requiring a Deaf employee to attend meetings where no sign-language interpreter is provided to enable them to understand being said could be indirect discrimination. Although they could attend the meeting without an interpreter, they would suffer a serious disadvantage as they would have difficulty participating.
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