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Title VII of the Civil Rights Act of 19642 makes it unlawful for an employer to discriminate on the basis of race, color, religion, sex, or national origin.3 The interpretation of the statute by the Supreme Court has led to the development of two distinct types of hiring discrimination claims: disparate treatment4 and disparate impact. The disparate impact claim evolved out of the need to eradicate the less obvious forms of discrimination, perpetrated by "employment practices that are facially neutral in their treatment of different groups but that in fact fall more harshly on one group than another and cannot be justified by business necessity."5 In

Legal Standards and Statistical Proof in Title VII Litigation: In Search of a Coherent Disparate Impact Model