Final answer:
The statement 'Direct discrimination is much more common than indirect discrimination' is generally false as it is difficult to measure and compare prevalence without context. Both direct and indirect discrimination exist in various forms and are prevalent in different scenarios.
Step-by-step explanation:
The statement 'Direct discrimination is much more common than indirect discrimination' could be considered false, as it's not accurate to universally claim one is more common than the other without specific context. Both forms of discrimination occur, but they might be prevalent in different areas or under different circumstances. Direct discrimination involves actions that overtly treat an individual or group unfavorably because of certain characteristics such as race, ethnicity, gender, or religion. An example of this would be a hiring manager refusing to hire someone solely based on their race. Indirect discrimination, on the other hand, is not always intentional and happens when a seemingly neutral policy or action causes disadvantage to a particular group. For example, a company having a standard working hours policy that inadvertently affects those who need to leave early for religious reasons.
Additionally, some forms of discrimination may be analyzed under the rational basis test, which is a standard of review used by courts to evaluate laws that affect certain protected classes. For instance, A. A law that treats men differently from women would be subject to this test to determine if there's a legitimate interest for the differentiation.