Distinguish between disparate-treatment and disparate-impact discrimination

What will be an ideal response?

Disparate-treatment discrimination occurs when an employer treats a specific individual less favorably than others because of that person's race, color, national origin, sex, or religion. In such situations, the complainant must prove that 1. he or she belongs to a Title VII protected class; 2. he or she applied for and was qualified for the employment position, 3 . he or she was rejected despite this, and 4. the employer kept the position open and sought applications from persons with the complainant's qualifications. Disparate-impact discrimination occurs when an employer discriminates against an entire protected class. Often, this type of discrimination is proven through statistical data about an employer's employment practices. The plaintiff must demonstrate a causal link between the challenged practice and the statistical imbalance. Showing a statistical disparity between the percentages of protected class employees and the percentage of the population that the protected class makes within the surrounding community is not enough, by itself, to prove discrimination. Disparate-impact discrimination can occur when an employer adopts a work rule that is neutral on its face but is shown to cause an adverse impact on a protected class.