ABSTRACT
This chapter distinguishes between generic discrimination, i.e., differential treatment, on the one hand, and meritocratic discrimination, group discrimination, and discrimination in a moralised sense on the other. It argues that discrimination (in recruitment) is neither narrowly tied to not selecting the best qualified applicant, nor wrong because it wrongs the best qualified applicant who is not selected because of discrimination. It also distinguishes between harm- and disrespect-based accounts of the wrong of discrimination, and direct and indirect discrimination. In closing, the chapter reviews how anti-discrimination policies might or might not promote diversity and equality of opportunity, and how this affects the justification for anti-discrimination policies.
