A substantially different rate of selection in hiring, promotion or other employment decision that works to the disadvantage of a race, sex or ethnic group.
A form of illegal discrimination which occurs when a neutral policy or practice that is applied uniformly to all applicants or employees (e.g., word-of mouth recruiting, diploma requirements, intelligence tests, minimum height requirements) has the effect of denying employment or advancement to members of protected classes. Business necessity is the only justifiable reason for adverse impact.
Practices or policies that result in the selection of members of a protected class at a rate lower than that of other groups. Enforcement agencies look for a selection rate for a race, sex or ethnic group that is less than four-fifths (80 percent) of the group with the highest rate as evidence of adverse impact.
When there is a disproportionate rate of rejection in any one sub-group in comparison with the rest of the individuals being assessed for selection purposes.
A substantially different rate of selection in hiring, promotion, transfer, training, or other employment related decisions for any race, sex, or ethnic group from which an inference can be made that the employment selection process is discriminatory.
A negative effect, especially work rules that have an adverse impact on a protected group.
The extent to which policies, procedures, and practices exclude certain groups disproportionately.
a term used to describe a substantially different rate of selection in hiring, promotion, transfer, training or in other employment decisions which works to the disadvantage of the members of the protected group or gender.
This is a significant difference in patterns of representation or outcomes between racial groups, with the difference amounting to a detriment for one or more racial groups.
The numerical impact of employment practices that disproportionately exclude designated groups. This is a signpost to investigate possible discrimination. It is not a measure of discrimination.
Adverse impact refers to the rejection for employment, placement, or promotion of a significantly higher percentage of a protected class, when compared with a non-protected class.