The U.S. Equal Employment Opportunity Commission (EEOC) is reportedly ceasing investigations into disparate impact discrimination claims.
Disparate impact claims address employment practices that, while appearing neutral, disproportionately harm a protected group. Unlike disparate treatment, intent to discriminate is not required.
Disparate impact claims often rely on statistical analysis and complex evidence to demonstrate that a facially neutral employment practice disproportionately affects members of a protected group.
The law has not changed. Title VII of the Civil Rights Act of 1964 still prohibits employment practices that cause a disparate impact. Employers must continue to self-monitor to ensure policies do not unintentionally create discriminatory outcomes.
The EEOC's stepping back from disparate impact investigations is only one recent workplace compliance development. Here are other compliance trends and news.
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