What type of discrimination occurs when reasonable adjustments are not made for disabled employees?

The situation where reasonable adjustments are not made for disabled employees falls under direct discrimination. This concept is rooted in the idea that when a disabled person is treated less favorably than someone who is not disabled due to their disability, it constitutes direct discrimination.

In many jurisdictions, laws require employers to make reasonable adjustments to accommodate the needs of disabled employees, enabling them to perform their roles effectively. When these adjustments are not made, it directly impacts the individual’s ability to work and may result in differential treatment based on their disability. Thus, it demonstrates a failure to treat the disabled employee equally compared to their non-disabled counterparts.

Other forms of discrimination, such as indirect discrimination, usually involve policies or practices that apply to everyone but disproportionately disadvantage disabled individuals. Victimization refers to treating someone unfairly because they have made a complaint or supported someone else's complaint about discrimination. Harassment is unwanted behavior linked to a protected characteristic that creates an intimidating or hostile environment. While these forms of discrimination are important to understand, they do not specifically address the failure to make necessary adjustments for disabled employees in the way that direct discrimination does.