Proving Discrimination: Back to Basics
I’m writing a series of monthly columns for Kennedy Information’s newish online publication, Recruiting Trends.
The first installment, logically enough, was “Can Recruiters Be Liable for Employment Discrimination?” (if you don’t know the answer, read it!)
Today Recruiting Trends published my second installment online. It is entitled “What Does Climbing the St. Louis Arch have to do with Proving Discrimination?”
In it, I outline the basics of proving discrimination through disparate treatment evidence, discussing McDonnell-Douglas Corp. v. Green, the race discrimination case in which the Supreme Court first articulated the disparate treatment method of proof.
Even if you think you’re well beyond the basics and know all about disparate treatment, you may want to take a quick look, for I have emphasized the facts of the McDonnell-Douglas case, putting them in a historical context that you may appreciate, while also offering practical observations.
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