Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.

Name: Under the Civil Rights Act of 1991, disparate impact claims require proof of discriminatory intent.
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Disparate impact means that an employer engages in an employment practice or policy that has a greater adverse impact (effect)on the members of a protected group under Title VII than on other employees, regardless of intent.

Under the Civil Rights Act of 1991, Disparate Impact Claims