What type of employment discrimination involves unequal treatment based on race, gender, or religion?

What type of employment discrimination involves unequal treatment based on race, gender, or religion?

• A. Disparate impact discrimination
• B. Disparate treatment discrimination
• C. Systemic discrimination
• D. Permissible discrimination

Answer: (B)

Disparate treatment discrimination refers to the unequal treatment of individuals based on protected characteristics such as race, gender, or religion. This form of discrimination occurs when an employer intentionally treats an employee or job applicant less favorably due to these attributes. For instance, if a qualified candidate is not hired or promoted solely because of his or her race or gender, this demonstrates disparate treatment. In contrast, disparate impact discrimination focuses on policies or practices that are neutral on their face but have a disproportionate adverse effect on a protected group, regardless of intent. Systemic discrimination involves widespread discriminatory practices within an organization or industry that affect a group over time. Permissible discrimination typically refers to situations where certain distinctions are legally allowed, such as in cases where there may be a bona fide occupational qualification. Understanding these distinctions is crucial in identifying how discrimination manifests in the workplace and the legal implications it carries. Disparate treatment clearly highlights intentional biases in decision-making that are directly tied to an individual's protected characteristics.

Disparate treatment discrimination refers to the unequal treatment of individuals based on protected characteristics such as race, gender, or religion. This form of discrimination occurs when an employer intentionally treats an employee or job applicant less favorably due to these attributes. For instance, if a qualified candidate is not hired or promoted solely because of his or her race or gender, this demonstrates disparate treatment.

In contrast, disparate impact discrimination focuses on policies or practices that are neutral on their face but have a disproportionate adverse effect on a protected group, regardless of intent. Systemic discrimination involves widespread discriminatory practices within an organization or industry that affect a group over time. Permissible discrimination typically refers to situations where certain distinctions are legally allowed, such as in cases where there may be a bona fide occupational qualification.

Understanding these distinctions is crucial in identifying how discrimination manifests in the workplace and the legal implications it carries. Disparate treatment clearly highlights intentional biases in decision-making that are directly tied to an individual's protected characteristics.