  However, one can understand indirect discrimination as involving process-based wrongs, although the wrongs do not necessarily occur at the retail level of the practical reasoning of specific agents. Consider the structural form of indirect discrimination. Disproportionately disadvantageous outcomes do not, by themselves, amount to structural discrimination, even when those outcomes fall on the shoulders of the members of a salient social group such as women or racial or religious minorities. There must also be a linkage between membership in the group and the disadvantageous outcomes: group membership must help explain why the disproportionately disadvantageous outcomes fall where they do. This explanation will proceed at the wholesale level of macro-social facts about the population and the various groups that constitute it. But the requirement of a linkage shows that how the disproportionate outcomes are brought about is essential to the existence of structural discrimination. There must be social processes at work that, as Sunstein puts its, “turn differences that are both highly visible and irrelevant from the moral point of view into systematic social disadvantages” (1994: 2429). It is true that the differences do not need to be literally visible; they need only be socially salient. But the main point is that there is something morally wrong with social processes that consistently but avoidably turn such differences into relative disadvantages for the members of salient groups, such as women or racial or religious groups. A parallel is thereby established with direct discrimination, in which there is something morally wrong with a practical-reasoning process that treats sex, race, or religion as grounds for treating persons as having a degraded or diminished moral status.