What types of evidence can be used in an employment discrimination case?

In North Carolina, there are several types of evidence that may be used in an employment discrimination case. These include direct evidence, circumstantial evidence, indirect evidence, and statistical evidence. Direct evidence is evidence that directly points to discrimination. It may include statements made by a supervisor or manager expressing discriminatory intent regarding a particular individual or group of people. It may also include notes or records indicating a certain action was taken because of a protected characteristic. Circumstantial evidence is evidence which suggests that discrimination has occurred, but does not necessarily point to it directly. This type of evidence may include an employer’s disproportionately biased hiring policies or an employee’s promotability being significantly hindered due to their protected characteristics. Indirect evidence may include actions taken by the employer that could suggest discriminatory intent. This could be something like an employer not allowing an interview for a qualified individual because of their protected characteristics. Statistical evidence is evidence that suggests an employer has a pattern or practice of discriminating against individuals or groups of people based on their protected characteristics. This can be gathered from surveys or studies that analyze different groups of people in relation to employment decisions. The evidence that can be used in an employment discrimination case depends on the case, so it’s important to speak with an attorney who is familiar with the applicable laws in North Carolina. With the right evidence, an employment discrimination case can be successfully won.

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What types of evidence can be used in an employment discrimination case?

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