What requirement did the Civil Rights Act of 1991 impose on employers regarding practices with a disparate impact?

What requirement did the Civil Rights Act of 1991 impose on employers regarding practices with a disparate impact?

• A. Employers must provide a justification for the practice
• B. Employers must prove practices are job-related and consistent with business necessity
• C. Employers need to eliminate all forms of impact
• D. Employers can determine practices based solely on market competition

Answer: (B)

The Civil Rights Act of 1991 specifically addresses practices that have a disparate impact on protected groups under Title VII of the Civil Rights Act of 1964. The law requires that when an employment practice leads to a disproportionate impact on a particular group, employers must demonstrate that the affected practice is job-related and consistent with business necessity. This requirement acknowledges that while certain employment practices may be neutral on their face, they can still result in discrimination in their impact. By stipulating that employers must prove the job-relatedness and business necessity of such practices, the Act aims to ensure that employment decisions are fair and justified. This requirement helps to protect individuals from potential indirect discrimination and encourages employers to consider the implications of their employment policies and practices on all employees and applicants.

The Civil Rights Act of 1991 specifically addresses practices that have a disparate impact on protected groups under Title VII of the Civil Rights Act of 1964. The law requires that when an employment practice leads to a disproportionate impact on a particular group, employers must demonstrate that the affected practice is job-related and consistent with business necessity.

This requirement acknowledges that while certain employment practices may be neutral on their face, they can still result in discrimination in their impact. By stipulating that employers must prove the job-relatedness and business necessity of such practices, the Act aims to ensure that employment decisions are fair and justified. This requirement helps to protect individuals from potential indirect discrimination and encourages employers to consider the implications of their employment policies and practices on all employees and applicants.