Selection practices that result in adverse impact are not illegal if the employer can prove they are job related.

Question

Quizplus · Accepted Answer

This statement is based on the concept of "business necessity" under Title VII of the Civil Rights Act. If an employer can prove that their selection practices are necessary for the job and there are no alternative practices that would be less discriminatory, then the adverse impact may be considered legal. However, the burden of proof is on the employer, and if they cannot make a compelling case, they may still be found liable for discrimination.

Selection Practices That Result in Adverse Impact Are Not Illegal