Employment discrimination takes two main forms: disparate treatment and disparate impact. Disparate treatment occurs when an employer intentionally treats someone differently based on a protected characteristic. It requires proving discriminatory intent.

Disparate impact happens when a seemingly neutral policy disproportionately affects a protected group. It focuses on the effects of policies rather than intent. Both are key concepts in understanding how discrimination manifests in the workplace.

Disparate treatment overview

• Disparate treatment is a form of employment discrimination that occurs when an employer intentionally treats an employee differently based on a protected characteristic (race, color, religion, sex, national origin, age, disability)
• Disparate treatment claims require proof that the employer acted with discriminatory intent or motive
• Disparate treatment can occur in various employment decisions, including hiring, promotion, compensation, discipline, and termination

Intentional discrimination

• Intentional discrimination is the key element of disparate treatment claims
• Employers engage in intentional discrimination when they make employment decisions based on an individual's protected characteristic
• Examples of intentional discrimination include refusing to hire someone due to their race or firing an employee because of their age

Proving disparate treatment

• Proving disparate treatment requires evidence that the employer's actions were motivated by discriminatory intent
• Plaintiffs can use direct evidence, such as discriminatory statements or policies, to prove disparate treatment
• Circumstantial evidence, such as differential treatment of similarly situated employees, can also be used to infer discriminatory intent

Burden of proof

• In disparate treatment cases, the plaintiff bears the initial burden of establishing a prima facie case of discrimination
• Once the prima facie case is established, the burden shifts to the employer to provide a legitimate, nondiscriminatory reason for the adverse employment action
• If the employer provides a legitimate reason, the burden shifts back to the plaintiff to demonstrate that the employer's reason is a pretext for discrimination

Role of comparators

• Comparators are similarly situated employees who are treated differently than the plaintiff
• Plaintiffs often use comparators to demonstrate that they were treated less favorably than employees outside their protected class
• Comparators should be similarly situated in terms of job duties, qualifications, and disciplinary history to be considered valid

Disparate impact overview

• Disparate impact is a theory of employment discrimination that focuses on the effects of an employer's policies or practices, rather than the intent behind them
• Disparate impact occurs when a facially neutral policy or practice has a disproportionately negative impact on a protected group
• Disparate impact claims do not require proof of discriminatory intent, making them distinct from disparate treatment claims

Unintentional discrimination

• Unintentional discrimination is the basis for disparate impact claims
• Employers may unintentionally discriminate when they implement policies or practices that appear neutral but have a disproportionate impact on a protected group
• Examples of unintentional discrimination include height and weight requirements that disproportionately exclude women or educational requirements that disproportionately impact certain racial groups

Facially neutral policies

• Facially neutral policies are employment practices that do not explicitly discriminate based on a protected characteristic
• These policies may include selection criteria, testing procedures, or job requirements that apply to all employees or applicants
• Despite their neutral appearance, facially neutral policies can still result in disparate impact if they disproportionately affect a protected group

Disproportionate effect

• Disproportionate effect is the key element of disparate impact claims
• A policy or practice has a disproportionate effect when it adversely affects a protected group at a significantly higher rate than other groups
• Statistical evidence is often used to demonstrate the disproportionate effect of a policy or practice on a protected group

Business necessity defense

• Employers can defend against disparate impact claims by demonstrating that the challenged policy or practice is job-related and consistent with business necessity
• The business necessity defense requires employers to show that the policy or practice is necessary for the safe and efficient operation of the business
• If an employer successfully establishes a business necessity defense, the plaintiff must then demonstrate that there is a less discriminatory alternative that would serve the employer's legitimate needs

Disparate treatment vs disparate impact

• Disparate treatment and disparate impact are two distinct theories of employment discrimination recognized under federal law
• Understanding the differences between these theories is crucial for employers seeking to comply with anti-discrimination laws and for employees seeking to protect their rights

Intent requirement

• Disparate treatment requires proof of discriminatory intent, while disparate impact does not
• In disparate treatment cases, plaintiffs must show that the employer acted with a discriminatory motive or purpose
• Disparate impact claims focus on the discriminatory effects of a policy or practice, regardless of the employer's intent

Proving discrimination

• Proving disparate treatment typically involves direct or circumstantial evidence of discriminatory intent, such as discriminatory statements or differential treatment of similarly situated employees
• Proving disparate impact relies on statistical evidence demonstrating the disproportionate effect of a policy or practice on a protected group
• Disparate impact claims often require more complex statistical analysis and expert testimony than disparate treatment claims

Employer defenses

• Employers have different defenses available in disparate treatment and disparate impact cases
• In disparate treatment cases, employers can defend by providing a legitimate, nondiscriminatory reason for the adverse employment action and showing that the reason is not a pretext for discrimination
• In disparate impact cases, employers can defend by demonstrating that the challenged policy or practice is job-related and consistent with business necessity

Remedies for violations

• Remedies for disparate treatment and disparate impact violations may include back pay, front pay, compensatory damages, and punitive damages
• In disparate treatment cases, plaintiffs may also be entitled to reinstatement or other equitable relief
• In disparate impact cases, courts may order employers to eliminate the discriminatory policy or practice and adopt less discriminatory alternatives

Disparate impact claims

• Disparate impact claims are a powerful tool for addressing unintentional discrimination in the workplace
• To succeed in a disparate impact claim, plaintiffs must establish a prima facie case and demonstrate that the challenged policy or practice has a disproportionate impact on a protected group

Prima facie case

• To establish a prima facie case of disparate impact, plaintiffs must identify a specific employment practice that causes a disproportionate impact on a protected group
• Plaintiffs must also demonstrate that the challenged practice is not job-related or consistent with business necessity
• The burden then shifts to the employer to prove that the practice is job-related and consistent with business necessity

Statistical evidence

• Statistical evidence is crucial in disparate impact cases to demonstrate the disproportionate effect of a policy or practice on a protected group
• Plaintiffs may use statistical comparisons between the protected group and other groups to show the adverse impact
• Courts often require statistically significant disparities to support a finding of disparate impact

Job-related and consistent with business necessity

• Employers can defend against disparate impact claims by showing that the challenged practice is job-related and consistent with business necessity
• To establish this defense, employers must demonstrate that the practice is necessary for the safe and efficient operation of the business
• Employers must also show that the practice accurately measures or predicts job performance

Alternative employment practices

• If an employer successfully establishes a business necessity defense, the plaintiff can still prevail by demonstrating that there is a less discriminatory alternative that would serve the employer's legitimate needs
• Alternative employment practices may include different selection criteria, modified testing procedures, or revised job requirements
• Plaintiffs must show that the alternative practice would be equally effective in meeting the employer's business needs while reducing the discriminatory impact

Disparate treatment claims

• Disparate treatment claims are the most common form of employment discrimination litigation
• To succeed in a disparate treatment claim, plaintiffs must prove that the employer acted with discriminatory intent or motive

Direct evidence

• Direct evidence is evidence that directly proves discriminatory intent without the need for inference or presumption
• Examples of direct evidence include discriminatory statements, policies, or admissions by the employer
• Direct evidence is often difficult to obtain, as employers rarely make overtly discriminatory statements or maintain explicitly discriminatory policies

Circumstantial evidence

• Circumstantial evidence is evidence that allows a factfinder to infer discriminatory intent based on the surrounding circumstances
• Examples of circumstantial evidence include differential treatment of similarly situated employees, statistical disparities, and deviations from standard procedures
• Circumstantial evidence is more common than direct evidence in disparate treatment cases

McDonnell Douglas framework

• The McDonnell Douglas framework is a burden-shifting analysis used in disparate treatment cases based on circumstantial evidence
• Under this framework, the plaintiff must first establish a prima facie case of discrimination
• The burden then shifts to the employer to articulate a legitimate, nondiscriminatory reason for the adverse employment action
• If the employer provides a legitimate reason, the burden shifts back to the plaintiff to demonstrate that the employer's reason is a pretext for discrimination

Pretext for discrimination

• Pretext is a false or misleading reason given by an employer to cover up discriminatory intent
• Plaintiffs can prove pretext by showing that the employer's stated reason is not credible, consistent, or sufficient to explain the adverse employment action
• Evidence of pretext may include inconsistencies in the employer's explanation, deviations from standard procedures, or more favorable treatment of similarly situated employees outside the protected class

Defenses to discrimination claims

• Employers have several defenses available in response to discrimination claims under federal law
• These defenses can help employers justify employment practices that would otherwise be considered discriminatory

Bona fide occupational qualification (BFOQ)

• The BFOQ defense allows employers to discriminate based on certain protected characteristics if the characteristic is reasonably necessary for the normal operation of the business
• The BFOQ defense is narrow and applies only to discrimination based on sex, religion, or national origin
• Examples of BFOQs include hiring only female guards for women's prisons or requiring that actors in a play be of a specific race or ethnicity

Seniority systems

• Employers can defend against discrimination claims by showing that the challenged practice is based on a bona fide seniority system
• Seniority systems must be based on length of service and applied consistently to all employees
• Seniority systems can have a disparate impact on protected groups, but they are generally lawful if they are not designed or used to discriminate

Affirmative action plans

• Affirmative action plans are programs designed to increase the representation of underrepresented groups in the workforce
• Employers can use affirmative action plans as a defense to reverse discrimination claims brought by members of the majority group
• Affirmative action plans must be narrowly tailored to address specific disparities and must not unnecessarily trammel the rights of the majority group

Retaliation and interference

• Employers are prohibited from retaliating against employees who engage in protected activities, such as filing discrimination complaints or participating in investigations
• Employers are also prohibited from interfering with an employee's exercise of rights under anti-discrimination laws
• Employers can defend against retaliation and interference claims by showing that the adverse action was based on a legitimate, non-retaliatory reason

Remedies for discrimination

• Employees who experience discrimination may be entitled to various remedies under federal law
• The availability and amount of remedies depend on the specific anti-discrimination statute and the facts of the case

Back pay and front pay

• Back pay is a remedy that compensates employees for lost wages and benefits resulting from discriminatory actions
• Front pay is a remedy that compensates employees for future lost wages and benefits when reinstatement is not feasible
• Back pay and front pay are available under Title VII, the ADEA, and the ADA

Compensatory and punitive damages

• Compensatory damages are a remedy that compensates employees for emotional distress, pain and suffering, and other non-economic losses resulting from discrimination
• Punitive damages are a remedy that punishes employers for malicious or reckless discrimination and deters future misconduct
• Compensatory and punitive damages are available under Title VII and the ADA, but not under the ADEA

Injunctive relief

• Injunctive relief is a remedy that orders employers to take specific actions or refrain from certain conduct
• Examples of injunctive relief include ordering an employer to reinstate a terminated employee, provide training on anti-discrimination policies, or modify discriminatory practices
• Injunctive relief is available under all federal anti-discrimination statutes

Attorneys' fees and costs

• Prevailing plaintiffs in discrimination cases may be entitled to recover reasonable attorneys' fees and costs from the employer
• The availability of attorneys' fees encourages private enforcement of anti-discrimination laws and helps level the playing field between employees and employers
• Attorneys' fees are available under Title VII, the ADEA, and the ADA