What does the Civil Rights Act of 1964 state regarding adverse impact in hiring practices?

The statement regarding adverse impact as outlined in the Civil Rights Act of 1964 is clear and aligns with the established guidelines under the Uniform Guidelines on Employee Selection Procedures. Adverse impact is identified when the selection rate for any protected group is less than 80% of the selection rate for the highest-scoring group. This principle is designed to ensure that hiring practices do not disproportionately disadvantage any group based on race, color, religion, sex, or national origin.

This 80% rule serves as a guideline for assessing whether hiring practices are fair and equitable across different demographic groups, helping to identify potential discrimination in employment practices. It emphasizes the importance of equality in the workplace and is a critical aspect of assessing compliance with anti-discrimination laws.

The other choices do not accurately capture the legal framework surrounding adverse impact. While an applicant selection rate of less than 70% may be a consideration in some analyses, it does not specifically pertain to the standards set forth in the Civil Rights Act. Adverse impact is applicable to all employers, not limited to government entities, and while the law does address discrimination, it is not entirely devoid of specified percentages, as the 80% figure is widely recognized in legal contexts related to employment practices.