Define: Absolute Disparity

Absolute disparity refers to the difference in outcomes or representation between different groups, such as racial or ethnic groups, in a particular context, such as employment or education.

Absolute disparity itself is not illegal. However, if it is a result of discriminatory practices or policies, it may be considered unlawful.

Absolute disparity is typically measured by comparing the actual outcomes or representation of different groups to an ideal or desired benchmark. This can be done through statistical analysis and data comparison.

Yes, absolute disparity can be used as evidence in a discrimination lawsuit to demonstrate unequal treatment or opportunities for certain groups.

Absolute disparity focuses on the actual difference in outcomes between groups, while relative disparity compares the difference in outcomes to the overall average or majority group’s outcomes.

Absolute disparity alone may not be sufficient to prove intentional discrimination. Additional evidence, such as discriminatory intent or policies, may be required to establish a case of intentional discrimination.

If absolute disparity is found to be a result of unlawful discrimination, legal remedies may include monetary damages, injunctive relief, or affirmative action measures to address the disparities.

Employers can be held liable for absolute disparity in employment practices if it can be proven that their policies or practices disproportionately impact certain groups and are not based on legitimate business reasons.

Absolute disparity alone is generally not a valid defence in a discrimination lawsuit. Employers or defendants would need to provide evidence of legitimate business reasons or non-discriminatory factors to justify the disparities.

To prevent or reduce absolute disparity, organisations can implement fair and inclusive policies, conduct regular diversity and inclusion training, and ensure equal opportunities for all individuals, regardless of their background or characteristics.