Describe how disparate impact differs from overt discrimination in the hiring process.
What will be an ideal response?
Unlike overt or direct discrimination of a protected class, disparate impact is not an
intentional occurrence. Something has occurred in the articulation of the hiring requirements or the way the process occurs that results, unintentionally, that causes
members of a protected class to rarely make it through. Also, unlike overt
discrimination, which is always illegal, disparate-impact discrimination may only
sometimes be illegal. To determine whether or not it violates the Civil Rights Act, the EEOC recommends the four fifths rule, a specific calculation that assesses whether or not the hiring method is discriminatory and causes disparate impact.
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Blast sells portable CD players and each player carries a one-year replacement warranty. 10 percent of the units sold typically need to be replaced over the warranty period. Blast's cost to replace a CD player is $25 per unit. During May, Blast sold 650 units for $50 each. For what amount would Blast debit Product Warrant Expense in May?
a. $3,250 b. $1,625 c. $650 d. $1,300
What is the fundamental concept behind the rule of least access? Explain why this is a potential problem in an ERP environment
A bailment for a fixed term cannot be terminated before the end of the term by either party
Indicate whether the statement is true or false
The trial balance is also known as the balance sheet
Indicate whether the statement is true or false