  In many cases, acts of discrimination are attributed to collective agents, rather than to natural persons acting in their individual capacities. Accordingly, corporations, universities, government agencies, religious bodies, and other collective agents can act in discriminatory ways. This kind of discrimination can be called “organizational,” and it cuts across the direct-indirect distinction. Confusion sometimes arises when it is mistakenly believed that organizations cannot have intentions and that only indirect discrimination is possible for them. As collective agents, organizations do have intentions, and those intentions are a function of who the officially authorized agents of the institution are and what they are trying to do when they act as their official powers enable them. Suppose that the Board of Trustees of a university votes to adopt an admissions policy that (implicitly or explicitly) excludes Jews, and the trustees vote that way precisely because they believe that Jews are inherently more dishonest and greedy than other people. In such a cases, the university is deliberately excluding Jews and is guilty of direct discrimination. Individual trustees acting in their private capacity might engage in other forms of discriminatory conduct; for example, they might refuse to join clubs that have Jewish members. Such a refusal would not count as organizational discrimination. But any discriminatory acts attributable to individual board members in virtue of some official power that they hold would count as organizational discrimination.