What factors determine whether an employment practice is discriminatory?

The correct choice encompasses a comprehensive view of discrimination in employment practices, acknowledging that a variety of factors are essential to determine whether such practices are discriminatory.

First, the intent behind the practice plays a critical role. If an employer intentionally applies policies or makes decisions that adversely affect individuals based on protected characteristics—such as race, gender, age, disability, or religion—it can be classified as discrimination. This intent reveals the mindset and approach that guide the employer's actions.

Second, the effects on a protected group are equally important. An employment practice may not have been formulated with malicious intent, but if it disproportionately impacts a protected group and creates adverse outcomes, it could still be deemed discriminatory. This aspect looks at the outcomes and impacts of the policy, emphasizing that the result is just as crucial as the intention behind it.

Lastly, justification for the practice is a significant factor as well. Employers may sometimes need to argue that a certain practice serves a legitimate business purpose and does not unfairly discriminate against individuals based on protected characteristics. This justification can be a key defense in discrimination claims, particularly in situations where a practice appears to be neutral on its face but has discriminatory effects in practice.

By considering intent, effect, and justification, the correct choice reflects a holistic