sec.11Meaning of indirect discrimination

### sec.11 Meaning of indirect discrimination Indirect discrimination on the basis of an attribute happens if a person imposes, or proposes to impose, a term— with which a person with an attribute does not or is not able to comply; and with which a higher proportion of people without the attribute comply or are able to comply; and that is not reasonable. Whether a term is reasonable depends on all the relevant circumstances of the case, including, for example— the consequences of failure to comply with the term; and the cost of alternative terms; and the financial circumstances of the person who imposes, or proposes to impose, the term. It is not necessary that the person imposing, or proposing to impose, the term is aware of the indirect discrimination. In this section— term includes condition, requirement or practice, whether or not written. An employer decides to employ people who are over 190cm tall, although height is not pertinent to effective performance of the work. This disadvantages women and people of Asian origin, as there are more men of non-Asian origin who can comply. The discrimination is unlawful because the height requirement is unreasonable, there being no genuine occupational reason to justify it. An employer requires employees to wear a uniform, including a cap, for appearance reasons, not for hygiene or safety reasons. The requirement is not directly discriminatory, but it has a discriminatory effect against people who are required by religious or cultural beliefs to wear particular headdress. s 11 sub 2024 No. 47 s 7B (uncommenced amendment) _____ s 11A ins 2024 No. 47 s 7B (uncommenced amendment) (sec.11-ssec.1) Indirect discrimination on the basis of an attribute happens if a person imposes, or proposes to impose, a term— with which a person with an attribute does not or is not able to comply; and with which a higher proportion of people without the attribute comply or are able to comply; and that is not reasonable. (sec.11-ssec.2) Whether a term is reasonable depends on all the relevant circumstances of the case, including, for example— the consequences of failure to comply with the term; and the cost of alternative terms; and the financial circumstances of the person who imposes, or proposes to impose, the term. (sec.11-ssec.3) It is not necessary that the person imposing, or proposing to impose, the term is aware of the indirect discrimination. (sec.11-ssec.4) In this section— term includes condition, requirement or practice, whether or not written. An employer decides to employ people who are over 190cm tall, although height is not pertinent to effective performance of the work. This disadvantages women and people of Asian origin, as there are more men of non-Asian origin who can comply. The discrimination is unlawful because the height requirement is unreasonable, there being no genuine occupational reason to justify it. An employer requires employees to wear a uniform, including a cap, for appearance reasons, not for hygiene or safety reasons. The requirement is not directly discriminatory, but it has a discriminatory effect against people who are required by religious or cultural beliefs to wear particular headdress. - (a) with which a person with an attribute does not or is not able to comply; and - (b) with which a higher proportion of people without the attribute comply or are able to comply; and - (c) that is not reasonable. - (a) the consequences of failure to comply with the term; and - (b) the cost of alternative terms; and - (c) the financial circumstances of the person who imposes, or proposes to impose, the term.