Employment Discrimination Research From our Canadian Human Resource Management textbook, discrimination is defined as: "a demonstration of bias or prejudice in treatment; specific actions or policies directed against well-being of minority groups". (Canadian Human Resource Management, p177). In today's business environment, it is very common to discriminate against employees against the law, either directly or indirectly. The Employment Discrimination Act is established to protect employees from discrimination based on race, national origin, religion, age, sex, sexual orientation, marital status, family status, disability, pardoned offenders, harassment, employer retaliation work and application. Normally, intentional direct discrimination against groups specified in human rights legislation is illegal. However, in certain circumstances intentional direct discrimination is acceptable. A fashion store aimed at women will be able to advertise for female models, and schools controlled by religious groups will be able to limit hiring to members of a specific faith. This legal discrimination is called a bona fide professional qualification (BFOQ) (Canadian Human Resource Management, p177). BFOQ discrimination is a common thing that happened in the company where the employee thought they might be treated unfairly. However, it is an exception to discrimination if some jobs or workplaces have restrictions on hiring staff. For example, a blind person cannot be hired to drive a truck and a deaf person cannot be a company operator. Indirect, inadvertent or systemic discrimination occurs if there is no intention to discriminate, but the system, provisions or policies allow it to happen. Such employment practices may appear neutral and may be implemented impartially, but they exclude specific groups of people for reasons that are not job-related or required for safe or efficient business operations (Canadian Human Resource Management, p177). It is a less obvious form of discrimination that always happens internally. With indirect discrimination, the employer may argue that there may be some type of discrimination, but that it is necessary for the job. It is complicated to define indirect discrimination because it is more difficult to detect and combat since it is often hidden and requires a specific effort to address it effectively. Indirect discrimination does not occur frequently, but some conditions, such as minimum height and length requirements, minimum employment test scores, internal hiring policies, and so on, are typical examples of indirect discrimination that employers they can exercise on their employees. This research paper will discuss six different types of discrimination occurred in various types of HR practices, such as hiring, promotions, job assignments, firing, compensation, and various types of harassment.