 The answer is that in evaluating discrimination, what often matters are path-specific effects, rather than the net effect along all paths (Pearl 2000 [2009: 4.5.3]; Zhang &amp; Bareinboim 2018). To give a different example (Pearl 2001), consider whether a hypothetical black job candidate was discriminated against based on her race. It is possible that as a result of prior racial discrimination, the candidate was denied opportunities to develop job-relevant qualifications, and as a result of lacking these qualifications was denied the job. This indirect effect of race hiring would not be relevant for determining whether an employer discriminated against the candidate. Rather, what matters is whether the employee would have been more likely to get the position had she been white, but had the same qualifications that she does as a result of being black. This is called the natural direct effect (Pearl 2001; Weinberger 2019). In determining whether the employer discriminated, what matters is not whether being black made any difference in the person’s being hired, but rather whether their being black had a direct influence not via their job-relevant qualifications.