Reverse discrimination refers to policies or practices that favor individuals belonging to historically marginalized or disadvantaged groups in an effort to rectify past inequalities. This concept often arises in discussions surrounding affirmative action, where institutions may make targeted efforts to promote diversity by giving preference to candidates from these groups during hiring, admissions, or other selection processes.
By understanding this definition, it's clear why favoring individuals from groups known to have been discriminated against is an accurate representation of reverse discrimination. The intent behind such practices is to create a more equitable environment by acknowledging and compensating for the systemic disadvantages those groups faced.
Other options do not define reverse discrimination. Favoring majority candidates does not align with the concept, as it implies an advantage to those historically in power rather than supporting underrepresented groups. Discrimination against minorities describes traditional discrimination and does not account for the complexities of reverse discrimination. Equal treatment of all candidates signifies a non-discriminatory approach, which is not the central concern of reverse discrimination discussions.