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If we take the 80% rule to apply via the odds ratio, this implies that the threshold odds ratio for assuming discrimination is 1.25 – the other measures of effect size are therefore: =, =, =, (>) = This implies that discrimination is presumed to exist if 0.4% of the variation in outcomes is explained and there is a 0.123 standard deviation ...
Most age discrimination occurs among the older workers when employers hold negative stereotypes about them. Though evidence on declines in productivity is inconsistent, "other evidence points to declines in acuteness of vision or hearing, ease of memorization, computational speed, etc.".
[3] [4] If an employer met its burden by showing that its practice was job-related, the plaintiff was required to show a legitimate alternative that would have resulted in less discrimination. [5] Twenty years after Griggs, the Civil Rights Act of 1991 was enacted. The Act included a provision codifying the prohibition on disparate-impact ...
Institutional discrimination is discriminatory treatment of an individual or group of individuals by institutions, through unequal consideration of members of subordinate groups. Societal discrimination is discrimination by society. These unfair and indirect methods of discrimination are often embedded in an institution's policies, procedures ...
London Underground Ltd v Edwards (No 2) [1997] IRLR 157 is a leading discrimination case relevant for UK labour law, concerning objective justification of indirect discrimination. Facts [ edit ]
For example, indirect discrimination may occur in the workforce when employees are expected to comply with a condition or requirement of the job (i.e. height restrictions) but are unable to meet them because they are unreasonable or unfair.
In recent weeks, there have been efforts to outlaw what's known as "caste discrimination" in the U.S. Seattle became the first city to ban caste discrimination in February. Now California may add ...
In 2010, existing anti-discrimination law was combined into a single Act of Parliament, the Equality Act 2010. The Equality Act contains provisions forbidding direct, indirect, perceptive and associative discrimination on the basis of sex, race, ethnicity, religion and belief, age, disability, sexual orientation and gender reassignment.