-
In United States employment law, the doctrine of disparate impact holds that employment practices may be considered discriminatory and illegal if they have a disproportionate "adverse impact" on members of a minority group. Under the doctrine, a violation of Title VII of the 1964 Civil Rights Act may be proven by showing that an employment practice or policy has a disproportionately adverse effect on members of the protected class as compared with non-members of the protected class.
One of the great advocates of the doctrine of disparate impact is Thomas Perez, who currently serves as the Assistant Attorney General for the Civil Rights Division of the Department of Justice and earlier this year was nominated by President Obama to be Secretary of Labor. Of him, WSJ writes:
-
Mr. Perez is a champion of disparate-impact theory, which purports to prove racial discrimination by examining statistics rather than intent or specific cases.
Expect disparate impact doctrine to be used by the Justice and Labor Departments and by trial lawyers to extort large settlements from Silicon Valley companies and to strong arm them into hiring more blacks, Hispanics, and women. The fact that the distribution of these groups in the high-tech industry is not the same as their distribution in the general population will be used as evidence that these companies engage in discriminatory employment practices. Yes, high-tech CEO's, despite the fact that you employ the most diverse workforce in the world, you are just a bunch of racist and sexist bigots.
As I have warned elsewhere, I fully expect that soon Jesse Jackson and Al Sharpton will descend on Silicon Valley to "work with" CEO's of high-tech companies to establish racial quotas for African-Americans and Hispanics in the engineering workforces of these companies.
No comments:
Post a Comment