Final answer:
Disparate impact employment discrimination refers to employment policies that, while appearing neutral, have a disproportionate negative impact on a protected group, contrary to the Civil Rights Act of 1964. Such policies can lead to legal challenges unless the employer can show they are necessary for the business. Option A is correct.
Step-by-step explanation:
Disparate impact employment discrimination occurs when an employment policy has a negative impact on a protected group.
Unlike direct discrimination, which is the differential treatment based on aspects such as race, gender, or religion, disparate impact refers to policies or practices that appear neutral but have a disproportionate impact on members of a protected group. It is one of the ways that discrimination manifests in the labor market.
Title VII of the Civil Rights Act of 1964 prohibits employment practices that discriminate on the basis of race, color, religion, sex, or national origin, both in direct and indirect ways.
An employment policy or practice that leads to a disparate impact may be deemed unlawful unless the employer can demonstrate that the policy is job-related and consistent with business necessity.
For example, a strength requirement for a job might eliminate more female applicants if it is higher than necessary for the performance of the job's duties.
The protection against disparate impact discrimination is crucial to ensure that all individuals have equal employment opportunities irrespective of their membership in particular groups and that compensation, job assignments, and other employment conditions are distributed based on capabilities, not preconceived notions about group characteristics.