A member of a minority race applies for a promotion to a position advertised as available at his company. The applicant, who is qualified for the position, is rejected by the company, which hires a nonminority applicant for the position. They minority applicant sues under Title VII. He has a prima facie case of illegal discrimination. That burden of proof shifts to the employer to prove a nondiscriminatory reason for its decision. If the employer offers a reason, such as saying that the minority applicants lacked sufficient experience, that burden shifts back to the minority applicant to prove that this was just a pretext for the employer's decision.

Race discrimination

Question

Social Studies

Amelie Roberson

31 January, 02:00

A member of a minority race applies for a promotion to a position advertised as available at his company. The applicant, who is qualified for the position, is rejected by the company, which hires a nonminority applicant for the position. They minority applicant sues under Title VII. He has a prima facie case of illegal discrimination. That burden of proof shifts to the employer to prove a nondiscriminatory reason for its decision. If the employer offers a reason, such as saying that the minority applicants lacked sufficient experience, that burden shifts back to the minority applicant to prove that this was just a pretext for the employer's decision.

Race discrimination

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Answers (1)

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Kaeden Davies · Answer 1

Disparate-treatment discrimination

Explanation:

Hi! This would be an example of disparate-treatment discrimination. This is because disparate treatment refers to a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees based on his ethnnicity and background.