Disparate Impact Analyses
Overview
We are leaders in EEO analysis and in the statistical analysis of employment discrimination.
Since 1997, we have worked on hundreds of statistical analysis projects and testified in many employment discrimination lawsuits. In these cases, we analyze discrimination allegations by constructing statistical models of the employer’s particular compensation and/or selection process at issue in the lawsuit.
Statistical evidence often plays a big role in employment class action lawsuits, EEOC investigations, and OFCCP audits.
Reduction in Force
We perform statistical analyses of disparate impact allegations in reduction in force (RIF) actions. In these types of cases, it is alleged that some employee groups are terminated at a higher rate than other similarly situated groups.
We perform statistical analyses that provide insights into the statistical significance of the alleged termination rate disparity between groups of employees.
We have extensive experience performing research and providing expert witness testimony on the statistical analysis of disparate impact allegations in RIFs.
Read:
Case examples:
- Bearly et al. v. First National Bank
- Dade et al. v. Gra Gar
- EEOC v. Mercantile Thrift
- Blankenship et al. v. Marathon Oil Company
- Cooke et al. v. Texas Department of Criminal Justice
- Alcatel USA, Inc.. v. Cisco Systems, Inc
- EEOC v. Von Maur Stores
- Deborah Osborn v. Computer Sciences Corporation
- Coleman et al. V. Exxon Chemical Company
Promotion Policies
We perform statistical analyses of disparate impact allegations in failure to promote class action lawsuits. In these types of employment lawsuits, it is alleged that some employee groups are promoted at a lower rate than other similarly situated employee groups within the company.
We perform statistical analyses that provide insights into the statistical significance of the alleged promotion rate disparity between groups of employees. The degree of similarity between groups of employees is often a factor in these types of cases.
We have extensive experience performing research and providing expert witness testimony on the statistical analysis of disparate impact allegations in promotion cases.
Read:
Case examples:
- Bearly et al. v. First National Bank
- Dade et al. v. Gra Gar
- EEOC v. Mercantile Thrift
- Blankenship et al. v. Marathon Oil Company
- Cooke et al. v. Texas Department of Criminal Justice
- Alcatel USA, Inc.. v. Cisco Systems, Inc
- EEOC v. Von Maur Stores
- Deborah Osborn v. Computer Sciences Corporation
- Coleman et al. V. Exxon Chemical Company
Salary Disparities
We perform statistical analyses of disparate impact allegations in salary discrimination lawsuits. In these types of employment lawsuits, it is alleged that some employee groups are paid less than other similarly situated employee groups within the company.
We perform statistical analyses that provide insights into the statistical significance of the alleged salary disparities between groups of employees. The underlying salary determination process and the degree of similarity between groups of employees are often factors in these types of cases.
We have extensive experience performing research and providing expert witness testimony on the statistical analysis of disparate impact allegations in salary discrimination cases.
Read:
Case examples:
- Bearly et al. v. First National Bank
- Dade et al. v. Gra Gar
- EEOC v. Mercantile Thrift
- Blankenship et al. v. Marathon Oil Company
- Cooke et al. v. Texas Department of Criminal Justice
- Alcatel USA, Inc.. v. Cisco Systems, Inc
- EEOC v. Von Maur Stores
- Deborah Osborn v. Computer Sciences Corporation
- Coleman et al. V. Exxon Chemical Company
Failure to Hire
We perform statistical analyses of disparate impact allegations in failure to hire class action lawsuits. In these types of employment lawsuits, it is alleged that some job candidate groups are hired at a lower rate than other similarly situated job candidate groups.
We perform statistical analyses that provide insights into the statistical significance of the alleged hiring disparities between groups of job candidates. The underlying hiring process and the degree of similarity between groups of job candidates are often factors in these types of cases.
We have extensive experience performing research and providing expert witness testimony on the statistical analysis of disparate impact allegations in failure to hire cases.
Read:
Case examples:
- Bearly et al. v. First National Bank
- Dade et al. v. Gra Gar
- EEOC v. Mercantile Thrift
- Blankenship et al. v. Marathon Oil Company
- Cooke et al. v. Texas Department of Criminal Justice
- Alcatel USA, Inc.. v. Cisco Systems, Inc
- EEOC v. Von Maur Stores
- Deborah Osborn v. Computer Sciences Corporation
- Coleman et al. V. Exxon Chemical Company
