Claims made regarding discrimination or disparate impact require statistical analysis when the discrimination isn't provable by statements or writings available. For cases of disparate impact in fair housing, the Department of Housing and Urban Development (HUD) states in their guidelines that the only way to prove disparate impact is through statistical analysis.
When we look at multiple events, multiple people, and the activities of a firm or a person, we can examine patterns of activity. Hiring, firing, promotions, awards, and opportunities for advancement can all be reviewed to examine whether a pattern exists that is discriminatory against women, minorities, or older workers in employment situations. There are also external sources of data available, like employment statistics from the Bureau of Labor Statistics or the Bureau of the Census.
If we are considering fair housing and fair lending, sales and rentals in the real estate market can also show patterns, especially when viewed in light of other characteristics that an individual has, like credit scores, past history in the housing market, and other quantifiable measures. We help examine whether a pattern exists in an employment situation or in market. External sources of data can include county tax appraisal data and information from the American Community Survey.
Claims were made of Disparate Impact for minorities and families under the Fair Housing Act.
Claims were made of Disparate Impact for minorities under the Fair Housing Act.
Claims were made of loss of jobs, loss of work hours, and lack of promotions for blacks working for a manufacturer.
cases filed against Dollar General involving claims for overtime not paid for store managers.
|Antitrust||Business Valuation & Lost Sales||Class Actions / Class Certification|
|Deceptive Sales Practices||Employment, Fair Housing/Lending||Environmental / Mass Tort|
|Insurance and Reinsurance||Intellectual Property||Mass Valuation|
|Product Liability||Claims & Damages Forecasting||Financial Litigation|