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Office of Human Resources

Equal Opportunity & Compliance


EOC Glossary

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Dating Violence/Intimate Partner Violence
  Violence between individuals who have or recently had a continuing and significant relationship of a romantic or intimate nature.
 
Disparate Impact
  A theory or category of employment discrimination. Disparate impact discrimination may be found when a contractor's use of a facially neutral selection standard (e.g., a test, an interview, a degree requirement) disqualifies members of a particular race or gender group at a significantly higher rate than others and is not justified by business necessity or job relatedness. An intent to discriminate is not necessary to this type of employment discrimination. The disparate impact theory may be used to analyze both objective and subjective selection standards. Same concept as adverse impact. See definition of adverse impact.
 
Disparate Treatment
  A theory or category of employment discrimination. Disparate treatment discrimination may be found when a contractor treats an individual or group differently because of its race, color, religion, sex, national origin, handicap or veteran status. An intent to discriminate is a necessary element in this type of employment discrimination, and may be shown by direct evidence or inferentially by statistical, anecdotal and/or comparative evidence.
 
Domestic Violence
  Assault, aggravated assault, battery, aggravated battery, sexual assault, sexual battery, stalking, aggravated stalking, kidnapping, false imprisonment, or any criminal offense resulting in physical injury or death of one family or household member by another. Family/household members: are spouses, former spouses, persons related by blood or marriage, persons who are presently residing together as if a family or who have resided together in the past as if a family, and persons who are parents of a child in common regardless of whether they have been married. With the exception of persons who have a child in common, the family or household members must be currently residing or have in the past resided together in the same single dwelling unit.
 


Related Items
 
Individual with a Disability
  Any person who:
  • has a physical or mental impairment which substantially limits one or more of such person's major life activities;
  • has a record of such an impairment; or
  • is regarded as having such an impairment.
This definition does not include an individual currently engaging in the illegal use of drugs, when the contractor acts on the basis of such use. This definition does not include an individual who is an alcoholic whose current abuse of alcohol prevents such individual from performing the duties of the job in question, or whose employment, by reason of such current alcohol abuse, would constitute a direct threat to property or safety of others.
 
Pattern or Practice Discrimination
  Employer actions constituting a pattern of conduct resulting in discriminatory treatment toward the members of a class. Pattern or practice discrimination generally is demonstrated in large measure through statistical evidence, and can be proven under either the disparate treatment or disparate impact model.
 
Proof of Discrimination
  "Proofs" of discrimination are the factual formulations which show that discrimination under a particular theory exists. These formations describe the kinds of facts needed to show a nexus between a particular adverse action or result and a particular prohibited factor. Proof requires evidence; see "Anecdotal Evidence," "Comparative Evidence," and "Statistical Evidence."
 
Qualified Individual with a Disability
  An individual with a disability (see above) who is capable of performing a particular job, with or without reasonable accommodation to his or her disability.
 
Systemic Discrimination
  Employment policies or practices that serve to differentiate or to perpetuate a differentiation in terms or conditions of employment of applicants or employees because of their status as members of a particular group. Such policies or practices may or may not be facially neutral, and intent to discriminate may or may not be involved. Systemic discrimination, sometimes called class discrimination or a pattern or practice of discrimination, concerns a recurring practice or continuing policy rather than an isolated act of discrimination.