Final answer:
In a Title VII disparate-treatment discrimination case, Sarah must prove various elements related to her rejection by the employer based on race, except the existence of other employees of her race in similar positions with other employers.
Step-by-step explanation:
If Sarah is filing suit against Trekking Travel Agency under Title VII for disparate-treatment discrimination on the basis of race, she must demonstrate several elements, but not that other people of her race hold similar positions with other employers. Under the principles of Title VII from the Civil Rights Act of 1964, Sarah's obligation is to prove that she is a member of a protected class, she was qualified and applied for the job, she was rejected, and that the employer continued to seek applicants or filled the position with someone not in the protected class.
In disparate-treatment cases, unlike disparate impact cases, the focus is on whether the employer discriminated against an individual because of that person's race, color, religion, sex, or national origin. It's not necessary for Sarah to show that other people of her race are employed in similar positions elsewhere; that element is more relevant in cases dealing with systemic or policy-level discrimination.
It is important to note, however, that if someone wants to sue on the grounds of racial discrimination, evidence that the employer pays an employee less than another of a different race for a similar job, with similar educational attainment and expertise, can be crucial. Additionally, the employer is required to accommodate religious practices unless doing so would result in undue hardship for the business, as demonstrated in the case where Abercrombie & Fitch violated Title VII by not hiring a woman because she wore a hijab.