Status of Disparate Impact Theory of Discrimination – Hiring Procedures Disproportionately Affecting One Racial or Sexual Group Over Another

The May webinar will be led by Jim Wimberly, and the subject is the current status of the disparate impact theory of discrimination. The EEOC is currently not processing discriminatory impact cases, but employers cannot assume this theory of bringing discrimination cases, particularly class action, is over. This webinar will discuss the current status and how employers can best avoid being defendants in class actions involving disparate impact theories.