The adverse effect of a facially neutral practice that nonetheless discriminates against persons because of their race, sex, national origin, age, or disability and that has not been shown to be job related and consistent with business necessity. Discriminatory intent is irrelevant in a disparate-impact claim.
Within the civil rights debate, disparate impact describes employment policies or practices that result in an adverse effect on minorities or women. Such practices could be tests that are not germane to the job to be performed or height and weight requirements that exclude groups of people.
A theory of employment discrimination. Disparate impact discrimination may be found when an employer's use of a neutral selection standard disqualifies members of a particular race or gender group at a significantly higher rate than others and is not justified by business necessity or job relatedness.
A facially neutral employment policy or practice that has the effect of discriminating against a group based on a prohibited characteristic such as age, race, or gender.
is an employment policy or practice, while neutral on its face, adversely impacts against a particular racial, ethnic or sex group. A neutral policy or practice ma have an adverse effect on disabled individuals or religious groups.
Situation that exists when there is a substantial underrepresentation of protected-class members as a result of employment decisions that work to their disadvantage.