Which term best describes denying a promotion solely because of an employee's religion?

Which term best describes denying a promotion solely because of an employee's religion?

• A. Indirect discrimination
• B. Equal opportunity
• C. Direct discrimination
• D. Performance-based criteria

Answer: (C)

Denying a promotion solely because of an employee’s religion is direct discrimination. Here’s why: the decision rests on a protected characteristic rather than on qualifications, performance, or merit. When the basis for a promotion decision is a person’s religion, it targets a protected trait and treats the individual unfavorably for that reason, which is the essence of direct discrimination. Indirect discrimination would involve a policy that’s neutral on its face but ends up harming a protected group more, unless it’s justified by a legitimate aim and proportionate means. That doesn’t fit this scenario, since there isn’t a neutral policy at play that just happens to disadvantage religious employees. Equal opportunity speaks to fair access and non-discriminatory treatment across the board, but the specific action described—promoting someone or not based on religion—fits the definition of direct discrimination rather than the broader idea of equal opportunity. Performance-based criteria would be legitimate only if applied without regard to religion; using religion as the deciding factor would override merit and still be direct discrimination.

Denying a promotion solely because of an employee’s religion is direct discrimination. Here’s why: the decision rests on a protected characteristic rather than on qualifications, performance, or merit. When the basis for a promotion decision is a person’s religion, it targets a protected trait and treats the individual unfavorably for that reason, which is the essence of direct discrimination.

Indirect discrimination would involve a policy that’s neutral on its face but ends up harming a protected group more, unless it’s justified by a legitimate aim and proportionate means. That doesn’t fit this scenario, since there isn’t a neutral policy at play that just happens to disadvantage religious employees.

Equal opportunity speaks to fair access and non-discriminatory treatment across the board, but the specific action described—promoting someone or not based on religion—fits the definition of direct discrimination rather than the broader idea of equal opportunity. Performance-based criteria would be legitimate only if applied without regard to religion; using religion as the deciding factor would override merit and still be direct discrimination.