After many employees of an organization go on maternity leave, the manager at the organization decides to stop interviewing female job candidates of childbearing age. What type of discrimination is this?

The scenario described illustrates direct discrimination, as it involves treating a specific group of individuals—women of childbearing age—less favorably based solely on a characteristic that is not related to their ability to perform the job. In this case, the manager's decision to stop interviewing female candidates of childbearing age reflects a clear bias against women who might potentially take maternity leave, which is a form of unequal treatment.

Direct discrimination occurs when there is a straightforward and intentional action that discriminates against a person or group. This situation does not involve a broader systemic issue or impact on a group; it is an explicit decision that targets a specific demographic.

In contrast, adverse effect discrimination refers to policies or practices that, while seemingly neutral, disproportionately impact a particular group. Bona fide discrimination would involve legitimate job requirements that necessitate such distinctions, while systemic discrimination pertains to deeply rooted practices within an organization that perpetuate inequality over time. In this case, the manager's choice demonstrates a direct, intentional act of discrimination against a specific group based on gender and potential motherhood.