What type of discrimination is defined by employer actions that disproportionately affect one group over another?

The definition of discrimination characterized by employer actions that disproportionately affect one group over another aligns with the concept of Disparate Impact. This type of discrimination focuses on the outcomes of employment practices rather than the intent behind them. A policy or practice may be neutral on its face yet still produce significant adverse effects on a particular group when applied, indicating a form of systemic inequality.

For example, if a hiring test is implemented that unintentionally screens out a higher percentage of applicants from a specific demographic group, that would exemplify Disparate Impact. The key factor is the outcome of the action rather than the intentions of the employer, which highlights the importance of evaluating the broader effects of employment practices on different demographic groups. This concept plays a crucial role in civil rights law, as it helps to identify and rectify practices that may perpetuate inequality without overt discriminatory intent.