Relevant bibliographies by topics / Indirect discrimination

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Indirect discrimination'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 January 2023

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Journal articles on the topic "Indirect discrimination"

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Manoj Ashok Wakchaure, Mr, and Prof Dr.S.S.Sane. "An Empirical Evaluation of various Discrimination Measures for Discrimination Prevention." International Journal of Engineering & Technology 7, no. 4.19 (November 27, 2018): 1025. http://dx.doi.org/10.14419/ijet.v7i4.19.28280.

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Discrimination prevention in Data mining has been studied by researchers. Several methods have been devised to take care of both direct and indirect discrimination prevention. In order to prevent discrimination, each of these methods tries to minimize the impact of discriminating attributes by modifying certain discriminating rules. The discriminating rules are identified using certain threshold and discrimination measure such as elift for direct discrimination and elb for indirect discrimination. Performance of these methods are measured and compared in terms discrimination removal using DDPD, DDPP for direct discrimination and IDPD, IDPP for indirect discrimination as well as resultant data quality using MC and GC for both kinds of discrimination.This paper deals with study of use of discrimination measures other than elift such as slift, clift and olift. The empirical evaluation presented here shows that slift provides best overall performance.
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Doyle, O. "Direct Discrimination, Indirect Discrimination and Autonomy." Oxford Journal of Legal Studies 27, no. 3 (February 14, 2007): 537–53. http://dx.doi.org/10.1093/ojls/gqm008.

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WINTEMUTE, R. "When is Pregnancy Discrimination Indirect Sex Discrimination?" Industrial Law Journal 27, no. 1 (March 1, 1998): 23–36. http://dx.doi.org/10.1093/ilj/27.1.23.

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Cossette-Lefebvre. "DIRECT AND INDIRECT DISCRIMINATION." Public Affairs Quarterly 34, no. 4 (2020): 340. http://dx.doi.org/10.2307/26965777.

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Cossette-Lefebvre. "DIRECT AND INDIRECT DISCRIMINATION." Public Affairs Quarterly 34, no. 4 (2020): 340. http://dx.doi.org/10.2307/26965777.

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Borgesius, Frederik Zuiderveen. "Price Discrimination, Algorithmic Decision-Making, and European Non-Discrimination Law." European Business Law Review 31, Issue 3 (May 1, 2020): 401–22. http://dx.doi.org/10.54648/eulr2020017.

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Our society can benefit immensely from algorithmic decision-making and similar types of artificial intelligence. But algorithmic decision-making can also have discriminatory effects. This paper examines that problem, using online price differentiation as an example of algorithmic decision-making. With online price differentiation, a company charges different people different prices for identical products, based on information the company has about those people. The main question in this paper is: to what extent can non-discrimination law protect people against online price differentiation? The paper shows that online price differentiation and algorithmic decision-making could lead to indirect discrimination, for instance harming people with a certain ethnicity. Indirect discrimination occurs when a practice is neutral at first glance, but ends up discriminating against people with a protected characteristic, such as ethnicity. In principle, non-discrimination law prohibits indirect discrimination. The paper also shows, however, that non-discrimination law has flaws when applied to algorithmic decision-making. For instance, algorithmic discrimination can remain hidden: people may not realise that they are being discriminated against. And many types of unfair – some might say discriminatory – algorithmic decisions are outside the scope of current non-discrimination law. price discrimination, price differentiation, personalised pricing, dynamic pricing, algorithmic decision-making, big data, artificial intelligence, fairness, law, equality, non-discrimination law, human rights, fundamental rights.
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Hocking, Barbara. "Indirect Discrimination: A Comparative Overview." International Journal of Comparative Labour Law and Industrial Relations 8, Issue 3 (September 1, 1992): 232–56. http://dx.doi.org/10.54648/ijcl1992024.

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Cordner, Stephen. ""Indirect" discrimination in Australian medicine." Lancet 346, no. 8974 (August 1995): 565. http://dx.doi.org/10.1016/s0140-6736(95)91395-5.

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Barnard, Catherine, and Bob Hepple. "Indirect Discrimination: Interpreting Seymour-Smith." Cambridge Law Journal 58, no. 2 (July 1999): 399–412. http://dx.doi.org/10.1017/s0008197399002068.

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THE preliminary ruling by the European Court of Justice in the Seymour-Smith and Perez case about the scope and meaning of indirect discrimination has done little to clarify this perplexing concept. The ruling does not tell the thousands of short-service employees whose claims were stayed pending the litigation whether the qualifying period of two years’ continuous service for the right not to be unfairly dismissed is contrary to Community law. Nor does it provide clear standards by which disparate impact is to be tested, nor the relevant time for assessing the legality of an allegedly discriminatory measure, nor the conditions for establishing objective justification. More generally, these proceedings under Article 177 (now Article 234) of the EC Treaty reveal a failure by the Court to perform its function of facilitating the national court in interpreting and applying Community equality law in a way which would be consistent and uniform throughout the Union.
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Mavromaras, Kostas G. "Indirect Re-employment Wage Discrimination." Bulletin of Economic Research 55, no. 1 (January 2003): 53–89. http://dx.doi.org/10.1111/1467-8586.00162.

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Dissertations / Theses on the topic "Indirect discrimination"

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Aps, William John Steven. "Indirect discrimination, the individual and the gender equality duty." Thesis, University of Leeds, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.550435.

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This aim of this thesis is to establish a conceptual link between the Gender Equality Duty (GED) and the mechanism of indirect discrimination. The method employed in this exercise is to reconceptualise the Gender Equality Duty as a technique of government that further reconfigures power relations in decision-making. By encouraging, rather than requiring, a gendered approach to decision-making that involves empirical analyses of target populations, and in making this a requirement of uncertain application, the principle effect of the GED is to create indeterminacy in the public sphere. Moreover, this uncertainty surrounds the operation not simply as a negative duty, but as a positive duty to act. This work looks at the relationship between the two methods of addressing discrimination, based upon the locating the individual within the UK equalities framework. The method is to subject the GED to a Foucaultian analysis of govemmentality and power relations. It is suggested that this methodology opens up the possibilities for a new conception of the GED which, further, has implications for indirect discrimination law. The main implication of the interaction between indirect discrimination and the GED is their mutual support based upon the indeterminacy of the GED's extent of application. Further, the interplay between the two legislative provisions gives rise to questions of the conceptualisation of indirect discrimination as a mechanism of impact.
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Lundberg, Emma. "Automated decision-making vs indirect discrimination : Solution or aggravation?" Thesis, Umeå universitet, Juridiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161110.

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The usage of automated decision making-systems by public institutions letting the system decide on the approval, determination or denial of individuals benefits as an example, is an effective measure in making more amount of work done in a shorter time period and to a lower cost than if it would have been done by humans. But still, although the technology has developed into being able to help us in this way, so has also the potential problems that these systems can cause while they are operating. The ones primarily affected here will be the individuals that are denied their benefits, health care, or pensions. The systems can maintain hidden, historical stigmatizations and prejudices, disproportionally affecting members of a certain historically marginalized group in a negative way through its decisions, simply because the systems have learned to do so. There is also a risk that the actual programmer includes her or his own bias, as well as incorrect translation of applicable legislations or policies causing the finalized system to make decisions on unknown bases, demanding more, less or completely other things than those requirements that are set up by the public and written laws. The language in which these systems works are in mathematical algorithms, which most ordinary individuals, public employees or courts will not understand. If suspecting that you could have been discriminated against by an automated decision, the requirements for successfully claim a violation of discrimination in US-, Canadian- and Swedish courts, ECtHR and ECJ demands you to show on which of your characteristics you were discriminated, and in comparison to which other group, a group that instead has been advantaged. Still, without any reasons or explanations to why the decision has been taken available for you as an applicant or for the court responsible, the inability to identify such comparator can lead to several cases of actual indirect discriminations being denied. A solution to this could be to follow the advice of Sophia Moreau’s theory, focusing on the actual harm that the individual claim to have suffered instead of on categorizing her or him due to certain traits, or on finding a suitable comparator. This is similar to a ruling of the Swedish Court of Appeal, where a comparator was not necessary in order to establish that the applicant had been indirectly discriminated by a public institution. Instead, the biggest focus in this case was on the harm that the applicant claimed to have suffered, and then on investigating whether this difference in treatment could be objectively justified. In order for Swedish and European legislation to be able to meet the challenges that can arise through the usage of automated decision making-systems, this model of the Swedish Court of Appeal could be a better suited model to help individuals being affected by an automated decision of a public institution, being potentially indirectly discriminative.
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Muñoz, Alejandro Matus. "Carbon isotope discrimination and indirect selection for grain yield in lentil, spring wheat and canola." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq25213.pdf.

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Tanner, Emily E. "Racial Discrimination and the Indirect Effects of Forgiveness on Well-Being Among Emerging Polynesian Americans." BYU ScholarsArchive, 2021. https://scholarsarchive.byu.edu/etd/9231.

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There is a lack of research on the effects of racial discrimination on the mental health of emerging Polynesian American adults (ages 17-29). This study examines the effects of racial discrimination and the indirect effects of forgiveness on mental health among 423 Polynesian American emerging adults. Correlations were conducted in preliminary analysis then data was further analyzed through multiple regressions to determine if racial discrimination predicts psychological outcomes. A mediation analyses with Hayes PROCESS macro bootstrapping was conducted to examine the indirect effects of forgiveness. Lastly, a point-biserial correlation was conducted to examine the effects of education level on perception of racial discrimination. Elevated experiences of racial discrimination were linked to increase of negative psychological outcomes including depression, anxiety, stress. In addition, experiences of racial discrimination were inversely correlated with anger and self-esteem. Participants with a high school education or less were more likely to report experiences of racial discrimination. Forgiveness mediated the relationship between racial discrimination and depression, anxiety, stress, and satisfaction with life. Implications are included regarding the necessity of mental health professionals to be aware of the psychological impacts of racial discrimination among Polynesian emerging adults. Additional results are provided, and implications of these findings are outlined.
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Larsson, Mikael. "The Misleading Debate." Thesis, Malmö högskola, Fakulteten för kultur och samhälle (KS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22657.

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In the year of 2013, Swedish media accused the Swedish police for the implementation of discriminatory internal controls of foreigners, in Malmö, Stockholm and other places across Sweden. The controls were soon to be linked to project REVA. In this thesis, I examine how the internal controls of foreigners measure up to the Swedish Aliens act and whether or not the accusations of discriminatory controls against individuals with a perceived foreign appearance, are correct. The examination includes a legal approach, where I use practical legal method to analyze the provisions of the Aliens act, as well as an evolving conceptual approach, where I evolve the concept of discrimination in order to apply it to the controls. I found that it is possible to link project REVA to the external work with the internal controls of foreigners, despite the denial from people involved. I also found that, because of unclear regulations regarding the implementation of the internal controls of foreigners, it is not possible to assess how the controls measure up to the Swedish Aliens act. Some of the controls, most probably, can be identified as directly and indirectly discriminatory. The problem with this statement is the difficulty to measure police officers decision-making in order to confirm the discriminatory behavior. However, I argue that it is possible to claim that the Aliens act might be indirectly discriminatory. The results of this thesis indicate that the Swedish police should review their practices regarding internal controls of foreigners.
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de, Plevitz Loretta R. "The failure of Australian legislation on indirect discrimination to detect the systemic racism which prevents Aboriginal people from fully participating in the workforce." Thesis, Queensland University of Technology, 2000. https://eprints.qut.edu.au/29025/1/Loretta_de_Plevitz_Thesis.pdf.

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Government figures put the current indigenous unemployment rate at around 23%, 3 times the unemployment rate for other Australians. This thesis aims to assess whether Australian indirect discrimination legislation can provide a remedy for one of the causes of indigenous unemployment - the systemic discrimination which can result from the mere operation of established procedures of recruitment and hiring. The impact of those practices on indigenous people is examined in the context of an analysis of anti-discrimination legislation and cases from all Australian jurisdictions from the time of the passing of the Racial Discrimination Act by the Commonwealth in 1975 to the present. The thesis finds a number of reasons why the legislation fails to provide equality of opportunity for indigenous people seeking to enter the workforce. In nearly all jurisdictions it is obscurely drafted, used mainly by educated middle class white women, and provides remedies which tend to be compensatory damages rather than change to recruitment policy. White dominance of the legal process has produced legislative and judicial definitions of "race" and "Aboriginality" which focus on biology rather than cultural difference. In the commissions and tribunals complaints of racial discrimination are often rejected on the grounds of being "vexatious" or "frivolous", not reaching the required standard of proof, or not showing a causal connection between race and the conduct complained of. In all jurisdictions the cornerstone of liability is whether a particular employment term, condition or practice is reasonable. The thesis evaluates the approaches taken by appellate courts, including the High Court, and concludes that there is a trend towards an interpretation of reasonableness which favours employer arguments such as economic rationalism, the maintenance of good industrial relations, managerial prerogative to hire and fire, and the protection of majority rights. The thesis recommends that separate, clearly drafted legislation should be passed to address indigenous disadvantage and that indigenous people should be involved in all stages of the process.
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de, Plevitz Loretta R. "The failure of Australian legislation on indirect discrimination to detect the systemic racism which prevents Aboriginal people from fully participating in the workforce." Queensland University of Technology, 2000. http://eprints.qut.edu.au/29025/.

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Government figures put the current indigenous unemployment rate at around 23%, 3 times the unemployment rate for other Australians. This thesis aims to assess whether Australian indirect discrimination legislation can provide a remedy for one of the causes of indigenous unemployment - the systemic discrimination which can result from the mere operation of established procedures of recruitment and hiring. The impact of those practices on indigenous people is examined in the context of an analysis of anti-discrimination legislation and cases from all Australian jurisdictions from the time of the passing of the Racial Discrimination Act by the Commonwealth in 1975 to the present. The thesis finds a number of reasons why the legislation fails to provide equality of opportunity for indigenous people seeking to enter the workforce. In nearly all jurisdictions it is obscurely drafted, used mainly by educated middle class white women, and provides remedies which tend to be compensatory damages rather than change to recruitment policy. White dominance of the legal process has produced legislative and judicial definitions of "race" and "Aboriginality" which focus on biology rather than cultural difference. In the commissions and tribunals complaints of racial discrimination are often rejected on the grounds of being "vexatious" or "frivolous", not reaching the required standard of proof, or not showing a causal connection between race and the conduct complained of. In all jurisdictions the cornerstone of liability is whether a particular employment term, condition or practice is reasonable. The thesis evaluates the approaches taken by appellate courts, including the High Court, and concludes that there is a trend towards an interpretation of reasonableness which favours employer arguments such as economic rationalism, the maintenance of good industrial relations, managerial prerogative to hire and fire, and the protection of majority rights. The thesis recommends that separate, clearly drafted legislation should be passed to address indigenous disadvantage and that indigenous people should be involved in all stages of the process.
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Jasukaitytė, Raimonda. "Ar darbo subjektų lytis gali būti teisėta priežastimi darbo santykiams kurti ar juos nutraukti?" Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20140616_161349-31118.

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Šiame darbe yra analizuojami darbo teisiniai santykiai ir teisės normos reguliuojančios diskriminacijos dėl lyties draudimą sudarant ar nutraukiant darbo santykius. Siekiant kuo išsamiau atskleisti šią temą pirmiausiai yra nagrinėjamas lygybės principas, iš kurio yra kildinamas diskriminacijos draudimo (nediskriminacinis) principas, kuris yra įtvirtintas tiek Lietuvos, tiek tarptautiniuose teisės aktuose. Lygybės ir diskriminacijos draudimo principais draudžiama taikyti skirtingus įdarbinimo kriterijus, skirtingas darbo sąlygas, atleidimo iš darbo pagrindus, tokius pat santykius vertinti skirtingai dėl aplinkybių, kurios nesusijusios su darbuotojo dalykinėmis savybėmis. Diskriminacija darbo teisinių santykių srityje yra suprantama kaip bet koks lygias darbo ir profesinės veiklos galimybes ir lygiateisius santykius pažeidžiantis arba panaikinantis išskyrimas, apribojimas ar pranašumo teikimas. Kitaip tariant, bet koks skirtingas darbuotojų traktavimas dėl jų lyties, kurio pasekmės – nelygios teisės darbo santykiuose, pvz. : tam tikros darbo sąlygos, paaukštinimas pareigose, kvalifikacijos kėlimas yra laikomas diskriminacija. Toliau aptariami nacionaliniai ir tarptautiniai antidiskriminaciniai įstatymai. Diskriminacijos dėl lyties draudimą Lietuvoje numato 1998 m. gruodžio 1 d. įsigaliojęs Moterų ir vyrų lygių galimybių įstatymas kuris buvo priimtas, siekiant įgyvendinti 2006 m. liepos 5 d. Europos Parlamento ir Tarybos direktyvą 2006/54/EB dėl... [toliau žr. visą tekstą]
This paper analyzes the legal labour relations and the laws, regulating the prohibition of gender discrimination in establishing or terminating the labour relations. In order to reveal this theme in as more details as possible, first the principle of equality is examined, where the prohibition of discrimination (discriminatory) principle is derived from. The latter is established in both Lithuanian and international law. The principles of equality and non-discrimination allows the application of different employment criteria, different working conditions, bases of dismissal from work, to treat the same relations differently due to the circumstances, unrelated with employee’s professional characteristics. Discrimination in the field of legal labour relations is understood as any exclusion, restriction or superiority, violating or voiding the equal employment and career opportunities, and the equal relations. In other words, any different treatment of employees because of their gender, the consequences of which include unequal rights in labour relations, for example, certain working conditions, promotion, training, is considered as discrimination. The paper also discusses a number of persons, who are subject to protection against gender discrimination, in legal labour relations. It should be noted that it includes all the persons, belonging to the following groups of labour relations category: employees, self-employed persons, persons, who wish to occupy a vacancy... [to full text]
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Ibrahim, Abdulhadi. "Social, human and job characteristics as the determinants of wages and gender discrimination in Syria : direct and indirect effects." Thesis, Brunel University, 2017. http://bura.brunel.ac.uk/handle/2438/14767.

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The issue of gender wage differentials has long been of interest not only to economists, but also to governments and policy makers. In the last few decades, the labour market outcomes for females seem to be improving; however, the gender pay gap persists globally and females still earn significantly less than males. However, labour market discrimination has not received the research attention it deserves in developing countries in general, and in Syria in particular. A wide variety of factors could influence the gender pay gap, such as human capital, job characteristics and social factors. In the Syrian context, social and cultural factors play an important role in determining the position of females in the labour market. However, most previous studies have ignored the effects of social factors on other variables. Therefore, this research investigates the indirect effect of social factors on wages through human capital and job characteristics. This thesis has two main aims: to examine the main determinants of earnings for men and women in Syria, and to investigate the existence and extent of discrimination in the observed gender wage differentials there. To achieve this, two methods were used. Firstly, the Mincerian wage equations were used to analyse gender wage determinants, then discrimination was estimated using Oaxaca’s decomposition. Secondly, General Linear Modelling (GLM) Univariate ANOVA was tested to reveal the main and interaction effects of the factors specified in the theoretical model. The data used in this research came from the Syrian Labour Force Survey (LFS) 2010 conducted by the Government through the Central Bureau of Statistics. The results indicated that human capital variables were vital in explaining individuals’ earnings. Also, job characteristics and social variables explained wages to different degrees. Rates of return to education were, on average, around 5%, with women’s returns being better for higher educational levels. All three groups of variables explained only 17.19% of the earning gap between men and women, leaving 82.81% that could be considered as labour market discrimination. The GLM models revealed that social factors have significant indirect effects on wages as, when adding these indirect effects to the model, the explained variance in wages increased from 35% to 55%. This research makes significant contributions to the field of gender wage differentials and discrimination in Syria. The results of this study could help the Syrian government to develop tailored policies for the Syrian labour market to narrow the gender pay gap as decreasing gender inequality would enhance productivity and foster economic growth.
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Manigot, Vincent. "La discrimination en entreprise, réflexions sur un risque." Thesis, Paris 2, 2011. http://www.theses.fr/2011PA020067.

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La gestion d’une entreprise expose l’employeur au risque de discrimination. Dans son acception originelle, la notion de discrimination vise les distinctions reposant sur un critère illicite. La mise en oeuvre effective de la prohibition des discriminations amène le juge à exiger de l’employeur qu’il justifie de façon pertinente ses décisions. L’entreprise est sommée de développer des outils lui permettant d’apprécier de manière objective les compétences de ses salariés. Au-delà de cet objectif initial, la lutte contre les discriminations doit dorénavant faciliter l’intégration d’un public défavorisé. Les notions d’égalité professionnelle, de diversité, d’actions positives et de discriminations indirectes font aujourd’hui parti du vocabulaire des entreprises. Bien qu’elles ne disposent pas toujours de leviers d’action efficaces pour agir, les pouvoirs publics les contraignent à négocier sur certains thèmes pour résorber les inégalités. L’employeur responsable ne peut ignorer cette métamorphose du concept de discrimination. Il doit déterminer les nouvelles frontières de ce risque afin de mettre en oeuvre les dispositifs adéquats pour faire obstacle à sa réalisation
Managing a company incurs a risk of discrimination for the employer. In its original meaning, the notion of discrimination refers to distinctions based on an illegal criterion. To be effective, the prohibition of discriminations brings the judge to require that the employer give pertinent justifications of his/her decisions. The company is compelled to develop means of assessing in an objective manner employees’ professional skills. Beyond this initial objective, the fight against discriminations must now ease the integration of disadvantaged populations. The notions of equal access to employment, diversity, affirmative action and indirect discrimination are now part of companies’ vocabulary. Though companies do not always have effective leverage for action, public authorities force them to negotiate on certain subjects in order to reduce inequalities. A responsible employer cannot ignore this radical change in the concept of discrimination. He/she must now setthe new boundaries to this risk so as to implement adequate means to prevent its materializing
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Books on the topic "Indirect discrimination"

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Hunter, Rosemary. Indirect discrimination in the workplace. Annandale, NSW: Federation Press, 1992.

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Byre, Angela. Indirect discrimination: A report prepared for the Equal Opportunities Commission. London: EqualOpportunities Commission, 1987.

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Kerr, Linda Patricia. Flexibility does not equal fairness: An analysis of the cases on indirect sex discrimination. [s.l: TheAuthor], 1993.

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Bosset, Pierre. La discrimination indirecte dans le domaine de l'emploi: Aspects juridiques. Cowansville [Québec]: Éditions Y. Blais, 1989.

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Prunes, José Luiz Ferreira. Justa causa e despedida indireta. Curitiba: Juruá Editora, 1995.

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Direito da antidiscriminação: Discriminação direta, indireta e ações afirmativas. Porto Alegre: Livraria do Advogado Editora, 2008.

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Lara, Carmen Sáez. Mujeres y mercado de trabajo: Las discriminaciones directas e indirectas. Madrid, España: Consejo Económico y Social, 1994.

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Indirect Discrimination. Intersentia Uitgevers N V, 2005.

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Indirect Discrimination in Employment. Commission for Racial Equality, 1989.

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Hunter, Rosemary. Indirect Discrimination in the Workplace. Federation Press, 1992.

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Book chapters on the topic "Indirect discrimination"

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Khaitan, Tarunabh. "Indirect Discrimination." In The Routledge Handbook of the Ethics of Discrimination, 30–41. New York : Routledge, 2017. | Series: Routledge handbooks in applied ethics: Routledge, 2017. http://dx.doi.org/10.4324/9781315681634-4.

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Connolly, Michael. "Problems with indirect discrimination." In The English Judiciary, Discrimination Law and Statutory Interpretation, 154–209. New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9780429450808-8.

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Connolly, Michael. "The outer margins of indirect discrimination." In Equality, Discrimination and the Law, 50–79. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003187547-4.

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Hajian, Sara, and Josep Domingo-Ferrer. "Direct and Indirect Discrimination Prevention Methods." In Studies in Applied Philosophy, Epistemology and Rational Ethics, 241–54. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-30487-3_13.

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Du, Peng, Yanmei Li, and Weixuan Xu. "Cooperation Evolution of Indirect Reciprocity by Discrimination." In Lecture Notes in Computer Science, 768–76. Berlin, Heidelberg: Springer Berlin Heidelberg, 2005. http://dx.doi.org/10.1007/11600930_77.

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Fibbi, Rosita, Arnfinn H. Midtbøen, and Patrick Simon. "Concepts of Discrimination." In IMISCOE Research Series, 13–20. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67281-2_2.

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AbstractThis chapter gives an overview of some of the key concepts in the field of discrimination. It starts by distinguishing between direct and indirect discrimination in legal definitions. Next, we define the interrelated concepts of multiple discrimination and intersectionality, which increasingly are used in both legal studies and the social sciences, before giving an account of the interrelated concepts of organizational, institutional, and systemic discrimination. The chapter ends by reflecting on the complex relationship between discrimination and the endurance of categorical inequalities in societies where all members formally enjoy the principle of equality.
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Yamaguchi, Kazuo. "Statistical and Indirect Discrimination: Revisiting the Incentive Problem." In Advances in Japanese Business and Economics, 193–228. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-7681-8_7.

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Hajian, Sara, Josep Domingo-Ferrer, and Antoni Martínez-Ballesté. "Rule Protection for Indirect Discrimination Prevention in Data Mining." In Lecture Notes in Computer Science, 211–22. Berlin, Heidelberg: Springer Berlin Heidelberg, 2011. http://dx.doi.org/10.1007/978-3-642-22589-5_20.

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Sjerps, Ina. "Indirect Discrimination in Social Security in the Netherlands: Demands of the Dutch Women’s Movement." In Women, Equality and Europe, 95–106. London: Palgrave Macmillan UK, 1988. http://dx.doi.org/10.1007/978-1-349-19187-1_7.

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Blandino, Amalia, Gabriele Carapezza Figlia, Letizia Coppo, Snežana Dabić Nikićević, and Katarina Dolović Bojić. "Gender Equality in the Different Fields of Private Law." In Gender-Competent Legal Education, 505–40. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-14360-1_15.

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AbstractIn the field of private law, gender inequality takes many different shapes. It may at times be easily noticed from the text of the legal rules, for instance, when certain legal rights are reserved for members of a certain gender (i.e. independency to enter a marriage) or when they are available to both genders but in a discriminatory manner (i.e. men inherit twice as much as women). However, in many legal systems equality is guaranteed by law, but inequality still appears in practice. This may be seen from the fact that, on average, land assets are much more often owned by men or that a higher percentage of men run a business. Various social factors may induce gender inequality, like stereotypical division of gender roles in society (i.e. men as breadwinners and women as caregivers) or the persistence of patriarchal customs and practices (i.e. women should renounce their inheritance rights in favour of male inheritors). The consequences of such factors may also be felt in the field of tort law, especially when it comes to damages suffered by women performing unpaid domestic work or indirect damages suffered by women who have to provide the “informal support” for the person who suffered serious bodily harm that resulted in a situation of dependency. Finally, in the field of contract law, the most difficult tasks seem to be to reconcile the prohibition of discrimination with the freedom of contract and to determine the most suitable legal consequence in case of discrimination.
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Conference papers on the topic "Indirect discrimination"

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Zhang, Lu, Yongkai Wu, and Xintao Wu. "A Causal Framework for Discovering and Removing Direct and Indirect Discrimination." In Twenty-Sixth International Joint Conference on Artificial Intelligence. California: International Joint Conferences on Artificial Intelligence Organization, 2017. http://dx.doi.org/10.24963/ijcai.2017/549.

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In this paper, we investigate the problem of discovering both direct and indirect discrimination from the historical data, and removing the discriminatory effects before the data is used for predictive analysis (e.g., building classifiers). The main drawback of existing methods is that they cannot distinguish the part of influence that is really caused by discrimination from all correlated influences. In our approach, we make use of the causal network to capture the causal structure of the data. Then we model direct and indirect discrimination as the path-specific effects, which accurately identify the two types of discrimination as the causal effects transmitted along different paths in the network. Based on that, we propose an effective algorithm for discovering direct and indirect discrimination, as well as an algorithm for precisely removing both types of discrimination while retaining good data utility. Experiments using the real dataset show the effectiveness of our approaches.
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Sonawane, Vaibhav P., and Prabhudev Irabashetti. "Method for Preventing Direct and Indirect Discrimination in Data Mining." In 2015 International Conference on Computing Communication Control and automation(ICCUBEA). IEEE, 2015. http://dx.doi.org/10.1109/iccubea.2015.74.

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Bhasker, Shailendra Kumar, Manoj Tripathy, and Vishal Kumar. "Wavelet transform based discrimination between inrush and internal fault of indirect symmetrical phase shift transformer." In 2014 IEEE Power & Energy Society General Meeting. IEEE, 2014. http://dx.doi.org/10.1109/pesgm.2014.6939437.

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Aksay, Zübeyde. "Indirect Sex Discrimination in the Working Life under the Framework of the Precedents of the European Court of Justice." In 7th International Conference on Gender Studies: Gender, Space, Place & Culture. Eastern Mediterranean University, 2019. http://dx.doi.org/10.33831/gspc19/724-741/44.

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Lin, Jianxin, Yingce Xia, Yijun Wang, Tao Qin, and Zhibo Chen. "Image-to-Image Translation with Multi-Path Consistency Regularization." In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. California: International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/413.

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Image translation across different domains has attracted much attention in both machine learning and computer vision communities. Taking the translation from a source domain to a target domain as an example, existing algorithms mainly rely on two kinds of loss for training: One is the discrimination loss, which is used to differentiate images generated by the models and natural images; the other is the reconstruction loss, which measures the difference between an original image and the reconstructed version. In this work, we introduce a new kind of loss, multi-path consistency loss, which evaluates the differences between direct translation from source domain to target domain and indirect translation from source domain to an auxiliary domain to target domain, to regularize training. For multi-domain translation (at least, three) which focuses on building translation models between any two domains, at each training iteration, we randomly select three domains, set them respectively as the source, auxiliary and target domains, build the multi-path consistency loss and optimize the network. For two-domain translation, we need to introduce an additional auxiliary domain and construct the multi-path consistency loss. We conduct various experiments to demonstrate the effectiveness of our proposed methods, including face-to-face translation, paint-to-photo translation, and de-raining/de-noising translation.
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Moghissi, Oliver, Deanna Burwell, Rick Eckert, Jose Vera, Narasi Sridhar, Laurie Perry, Garry Matocha, and David Adams. "Internal Corrosion Direct Assessment for Pipelines Carrying Wet Gas - Methodology." In 2004 International Pipeline Conference. ASMEDC, 2004. http://dx.doi.org/10.1115/ipc2004-0552.

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An Internal Corrosion Direct Assessment methodology is proposed for wet gas pipelines (WG-ICDA). Wet gas systems (i.e., those normally containing liquids) include storage and gathering systems with large gas-to-liquid volume ratios. Wet gas systems are not well represented by ICDA for normally dry gas, and existing corrosion models applied to wet gas systems are not sufficiently targeted at integrity verification. The essential focus of WG-ICDA compared to other internal corrosion models is the discrimination of conditions along the length of a pipeline so that possible local integrity threats with respect to internal corrosion are identified and mitigated. The basis of WG-ICDA is to prioritize locations along a pipeline segment by factors of traditional corrosion rate, flow effects, and other influencing factors. Corrosion rate depends on gas quality, liquid chemistry, pressure, and temperature. The corrosion rate can be normalized because WG-ICDA as integrity verification only concerns itself with corrosion distribution (i.e., the location along a pipeline segment where corrosion is more severe than other locations). Flow effects include possible flow regimes and the presence of water from condensation (at locations of heat loss). Expected possible flow regimes are stratified, slugging, and annular. The final term captures other factors influencing corrosion rate distribution. These factors include corrosion inhibition (batch and continuous, solubility and dispersibility in hydrocarbon and aqueous phases), biocide treatments, hydrocarbon condensates (including emulsion characteristics), maintenance pigging, bacteria, solids/scale, and other products. WG-ICDA follows the same four-step process as all other Direct Assessment (DA) methods: 1) Pre-Assessment: Data is collected, a feasibility analysis is performed, and the pipeline segment is divided into regions. 2) Indirect Inspections: Measurements are taken or calculations are performed to prioritize locations along a particular pipeline segment for susceptibility to corrosion. For WG-ICDA, the factors contributing to the distribution of corrosion will be included and an initial assumption about corrosion distribution will be made. WG-ICDA is sufficiently flexible to allow the use of existing wet gas models within the framework of the overall process. 3) Direct (or Detailed) Examinations: The pipe is excavated and examined at locations prioritized to have the highest likelihood of corrosion. The examination must have sufficient detail to determine the existence, extent, and severity of corrosion. Examination of the internal surface of a pipe can involve non-destructive examination methods sufficient to identify and characterize internal defects. 4) Post-Assessment: Analysis of the indirect and direct examination data is performed to determine overall pipeline integrity, prioritize repairs, and set the interval for the next assessment. If the results of excavations do not match the original assumption, the corrosion distribution model will be updated to guide the next excavations (i.e., the operator returns to step 2).
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إسماعيل جمعه, كويان, and محمد إسماعيل جمعه. ""Forced displacement and its consequences Khanaqin city as a model"." In Peacebuilding and Genocide Prevention. University of Human Development, 2021. http://dx.doi.org/10.21928/uhdicpgp/36.

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"Humanity has known (forced displacement) as one of the inhuman phenomena, and international law considers it a war crime, and the forcibly displaced area is subjected to various types of psychological, physical, cultural and ethnic torture. Khanaqin has been subjected to more displacement compared to the rest of Iraq's cities, and forced displacement is a systematic practice carried out by governments or armed groups intolerant towards groups that differ from them in religion, sect, nationalism, belief, politics, or race, with the aim of evacuating lands and replacing groups other population instead. Forced displacement is either direct, i.e. forcibly removing residents from their areas of residence, or indirect, such as using means of intimidation, persecution, and sometimes murder. This phenomenon varies in the causes and motives that depend on conflicts and wars, and greed, as well as dependence on cruelty in dealing and a tendency to brutality and barbarism. With regard to forced displacement in Iraq before the year 2003 AD, it was a systematic phenomenon according to a presidential law away from punishment, and it does not constitute a crime, as evidenced by the absence of any legal text referring to it in the Iraqi Penal Code, but after the year 2003 AD, criminal judgments were issued against the perpetrators of forced displacement. For the period between 17/7/1967 to 1/5/2003 CE, displacement cases were considered a terrorist crime, and consideration of them would be the jurisdiction of the Iraqi Central Criminal Court. The deportations from the city of Khanaqin were included in the forced displacement, by forcibly transferring the civilian population from the area to which they belong and reside to a second area that differs culturally and socially from the city from which they left. Al-Anbar governorate identified a new home for the displaced residents of Khanaqin, first, and then some of the southern governorates. We find other cases of forced displacement, for example, what happened to the Faili Kurds. They were expelled by a presidential decision, and the decision stated: (They were transferred to Nakra Salman, and then they were deported to Iran). These cases of deportation or displacement have led to the emergence of psychological effects on the displaced, resulting from the feeling of persecution and cultural extermination of the traditions of these people, and the obliteration of their national identity, behavior and practices. After the year 2003 AD, the so-called office for the return of property appeared, and there was a headquarters in every governorate, Except in Diyala governorate, there were two offices, the first for the entire governorate, and the second for Khanaqin district alone, and this indicates the extent of injustice, displacement, deportation, tyranny, and extermination that this city was subjected to. The crimes of forced displacement differ from one case to another according to their causes, origins, goals and causes - as we mentioned - but there are expansive reasons, so that this reason is limited to greed, behavior, cruelty, brutality and barbarism. But if these ideas are impure and adopted by extremists, then they cause calamity, inequality and discrimination, forcing the owners of the land to leave. In modern times, the crime of forced displacement has accompanied colonial campaigns to control other countries, so that displacement has become part of the customs of war, whether in conflicts external or internal. Forced displacement has been criminalized and transformed from an acceptable means of war to a means that is legally and internationally rejected by virtue of international law in the twentieth century, especially after the emergence of the United Nations charter in 1945 AD And the two Additional Protocols attached to the Geneva Conventions of 1977 AD, as well as declarations, , conventions and international conferences that included explicit legal texts criminalizing forced displacement as a universal principle of genocide. My approach in this study is a field-analytical approach, as I present official data and documents issued by the competent authorities and higher government agencies before the year 2003 AD, and indicate the coordinates and modalities of the process of displacement and deportation, as well as an interview with the families of the displaced, taking some information and how to coexist with their new imposed situation. forcibly on them."
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Brett Talbot, Thomas, and Chinmay Chinara. "Open Medical Gesture: An Open-Source Experiment in Naturalistic Physical Interactions for Mixed and Virtual Reality Simulations." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002054.

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Mixed (MR) and Virtual Reality (VR) simulations are hampered by requirements for hand controllers or attempts to perseverate in use of two-dimensional computer interface paradigms from the 1980s. From our efforts to produce more naturalistic interactions for combat medic training for the military, we have developed an open-source toolkit that enables direct hand controlled responsive interactions that is sensor independent and can function with depth sensing cameras, webcams or sensory gloves. From this research and review of current literature, we have discerned several best approaches for hand-based human computer interactions which provide intuitive, responsive, useful, and low frustration experiences for VR users. The center of an effective gesture system is a universal hand model that can map to inputs from several different kinds of sensors rather than depending on a specific commercial product. Parts of the hand are effectors in simulation space with a physics-based model. Therefore, translational and rotational forces from the hands will impact physical objects in VR which varies based on the mass of the virtual objects. We incorporate computer code w/ objects, calling them “Smart Objects”, which allows such objects to have movement properties and collision detection for expected manipulation. Examples of smart objects include scissors, a ball, a turning knob, a moving lever, or a human figure with moving limbs. Articulation points contain collision detectors and code to assist in expected hand actions. We include a library of more than 40 Smart Objects in the toolkit. Thus, is it possible to throw a ball, hit that ball with a bat, cut a bandage, turn on a ventilator or to lift and inspect a human arm.We mediate the interaction of the hands with virtual objects. Hands often violate the rules of a virtual world simply by passing through objects. One must interpret user intent. This can be achieved by introducing stickiness of the hands to objects. If the human’s hands overshoot an object, we place the hand onto that object’s surface unless the hand passes the object by a significant distance. We also make hands and fingers contact an object according to the object’s contours and do not allow fingers to sink into the interior of an object. Haptics, or a sense of physical resistance and tactile sensation from contacting physical objects is a supremely difficult technical challenge and is an expensive pursuit. Our approach ignores true haptics, but we have experimented with an alternative approach, called audio tactile synesthesia where we substitute the sensation of touch for that of sound. The idea is to associate parts of each hand with a tone of a specific frequency upon contacting objects. The attack rate of the sound envelope varies with the velocity of contact and hardness of the object being ‘touched’. Such sounds can feel softer or harder depending on the nature of ‘touch’ being experienced. This substitution technique can provide tactile feedback through indirect, yet still naturalistic means. The artificial intelligence (AI) technique to determine discrete hand gestures and motions within the physical space is a special form of AI called Long Short Term Memory (LSTM). LSTM allows much faster and flexible recognition than other machine learning approaches. LSTM is particularly effective with points in motion. Latency of recognition is very low. In addition to LSTM, we employ other synthetic vision & object recognition AI to the discrimination of real-world objects. This allows for methods to conduct virtual simulations. For example, it is possible to pick up a virtual syringe and inject a medication into a virtual patient through hand motions. We track the hand points to contact with the virtual syringe. We also detect when the hand is compressing the syringe plunger. We could also use virtual medications & instruments on human actors or manikins, not just on virtual objects. With object recognition AI, we can place a syringe on a tray in the physical world. The human user can pick up the syringe and use it on a virtual patient. Thus, we are able to blend physical and virtual simulation together seamlessly in a highly intuitive and naturalistic manner.The techniques and technologies explained here represent a baseline capability whereby interacting in mixed and virtual reality can now be much more natural and intuitive than it has ever been. We have now passed a threshold where we can do away with game controllers and magnetic trackers for VR. This advancement will contribute to greater adoption of VR solutions. To foster this, our team has committed to freely sharing these technologies for all purposes and at no cost as an open-source tool. We encourage the scientific, research, educational and medical communities to adopt these resources and determine their effectiveness and utilize these tools and practices to grow the body of useful VR applications.
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Aleksandrova, E., Z. Verizhnikova, A. Novikov, T. Panafidina, and T. Popkova. "AB1018 Detection of ANTI-DFS70 antibodies by indirect immunofluorescence (IIF) on novel HEP-2/DFS70-KO substrate for discriminating antinuclear antibodies (ANA) – positive healthy individuals (HI) and patients with systemic lupus erythematosus (SLE)." In Annual European Congress of Rheumatology, 14–17 June, 2017. BMJ Publishing Group Ltd and European League Against Rheumatism, 2017. http://dx.doi.org/10.1136/annrheumdis-2017-eular.4008.

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Reports on the topic "Indirect discrimination"

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Durovic, Mateja, and Franciszek Lech. A Consumer Law Perspective on the Commercialization of Data. Universitätsbibliothek J. C. Senckenberg, Frankfurt am Main, 2021. http://dx.doi.org/10.21248/gups.64577.

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Commercialization of consumers’ personal data in the digital economy poses serious, both conceptual and practical, challenges to the traditional approach of European Union (EU) Consumer Law. This article argues that mass-spread, automated, algorithmic decision-making casts doubt on the foundational paradigm of EU consumer law: consent and autonomy. Moreover, it poses threats of discrimination and under- mining of consumer privacy. It is argued that the recent legislative reaction by the EU Commission, in the form of the ‘New Deal for Consumers’, was a step in the right direction, but fell short due to its continued reliance on consent, autonomy and failure to adequately protect consumers from indirect discrimination. It is posited that a focus on creating a contracting landscape where the consumer may be properly informed in material respects is required, which in turn necessitates blending the approaches of competition, consumer protection and data protection laws.
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Howard, Joanna. Vulnerability and Poverty During Covid-19: Religious Minorities in India. Institute of Development Studies (IDS), November 2021. http://dx.doi.org/10.19088/creid.2021.014.

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The Covid-19 pandemic has had direct and indirect effects on religiously marginalised groups, exacerbating existing inequities and undermining the ambitions of Sustainable Development Goals (SDGs) to reach (and include) those ‘furthest behind’. Religious inequalities intersect with other inequalities to compound vulnerabilities, particularly the convergence of low socioeconomic status, gender inequality, and location-specific discrimination and insecurity, to shape how people are experiencing the pandemic. This policy briefing, written by Dr Joanna Howard (IDS) and a co-author (who must remain anonymous for reasons of personal security), draws on research with religious minorities living in urban slums in Tamil Nadu and Karnataka states in India. Findings show that religiously motivated discrimination reduced their access to employment and statutory services during the pandemic. Harassment and violence experienced by Muslims worsened; and loss of livelihoods, distress, and despair were also acutely experienced by dalit Hindus. Government response and protection towards lower caste and religious minorities has been insufficient.
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Marshall, Katherine. Towards Enriching Understandings and Assessments of Freedom of Religion or Belief: Politics, Debates, Methodologies, and Practices. Institute of Development Studies, January 2021. http://dx.doi.org/10.19088/creid.2021.001.

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Promoting the right to freedom of religion or belief (FoRB) is a foreign policy priority for several countries, their concerns accentuated by considerable evidence of rising levels of violations of this right worldwide. This puts a premium on solid evidence and on clear assessment criteria to serve as objective guides for policy. This paper reviews the complex landscape of approaches to assessing and measuring both the status of FoRB and the degree to which this human right is being violated or protected. It introduces and describes various transnational methodologies, both qualitative and quantitative, which focus, in differing ways, on violations. Several are widely cited and have express policy applications, while others have more indirect application to FoRB. The analysis highlights the diversity of approaches, which both reflect and contribute to a tendency to politicise FoRB issues. Challenges include differing understandings of the nature and relative significance of violations and their comparability. Country analysis is crucial because the specific context has vital importance for a granular appreciation for causes and impact of FoRB violations. This granularity, however, is poorly reflected in broader quantitative transnational and time series indices that highlight trends and comparative impact. The review highlights the limited degree to which FoRB issues, specifically violations and religiously related discrimination, are integrated in the policies and practice of development approaches (including social change and progress towards wellbeing) internationally and nationally. Effective approaches to addressing violations are few and far between, especially at the international level. The review notes strengths and weaknesses of specific approaches to assessment and reflects on possible improvements focused on development challenges and better integration among aspects of human rights.
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