Looking for just a few paragraphs to start off a discussion based on the following:
The definitions of discrimination under Title 7 include both disparate treatment and disparate impact. Of the two, disparate impact has had a much larger impact on recruiting and selection activities because it applies to groups not just individuals. To determine whether there is evidence of disparate impact, we rely heavily on the use of statistics. What are the strengths and the limitations of using statistics in determining staffing discrimination?
