Overt discrimination is the most obvious and direct form of discrimination, where someone is treated unfairly based on specific written policies or procedures. It is intentional and blatant, and examples include physically assaulting someone based on their race, religion, or sexual orientation, perpetrating verbal or sexual harassment against a colleague to demean them in the workplace, or vandalizing property belonging to a member of a minority group. Overt discrimination is the most common form of discrimination. It is easy to catch and punish, but it still happens every day, either overtly or covertly.
In contrast, covert discrimination is subtle, often unintentional, and rooted in unconscious biases, making it harder to identify and address. It involves subtle acts of preconception or prejudice, such as offering more favorable terms to one group versus another based solely on a prohibited factor, such as gender. Covert discrimination can be difficult to prove because there are often rational or nondiscriminatory reasons that cloak a perpetrator’s specific actions. Additionally, a person committing covert discrimination may not realize their indiscretion because of subconscious beliefs or social norms.
Understanding the distinction between overt and covert discrimination is essential for fostering a more inclusive society. Only by recognizing and addressing both forms can we begin to dismantle systemic barriers and create equal opportunities for all.
