Human Resources Professionals Association (HRPA) Practice Exam

The type of discrimination that occurs when a policy inadvertently disadvantages a group is adverse effect discrimination. This form of discrimination arises when a seemingly neutral policy impacts a protected group negatively, even though there was no intention to discriminate. It highlights the importance of recognizing that not all discriminatory practices are overt or intentional; some can occur due to the structured nature of policies that fail to consider the diverse needs and circumstances of various groups.

In the context of workplace policies, adverse effect discrimination points to situations where an employer implements a rule that, while applied equally to all employees, disproportionately affects individuals based on their race, gender, age, or other protected characteristics. This notion underscores the necessity for organizations to evaluate their policies critically to ensure that they do not result in unintended harm to any group.

The other options represent different concepts that do not align with the conditions described in the question. Direct discrimination involves intentionally treating someone less favorably due to a protected characteristic. Bona fide discrimination refers to legitimate requirements for certain jobs that are essential to business operations. Systemic discrimination refers to ingrained institutional practices that perpetuate inequality, rather than the unintentional effects of a single policy. These distinctions are essential for understanding the varying facets of discrimination within organizations and their implications on diversity and inclusion