Can an employer be liable for discrimination even if it did not intend to discriminate?

Yes, an employer can be liable for discrimination even if it did not intend to discriminate. In North Carolina, an employer is considered to have discriminated if they have taken an adverse employment action against an employee or applicant that was based in part on a person’s race, gender, religion, or other protected class. Intentional discrimination occurs when a person takes an adverse action because of their own biases or prejudices. Unintentional discrimination is when a person’s actions are based on a policy or practice that disproportionately excludes a protected class. Even if the employer did not intend to discriminate, if the policy or practice resulted in discrimination, the employer can still be liable. For example, if an employer has a policy which requires job applicants to have a college degree, this could lead to the exclusion of people from certain protected classes, such as those who did not have access to higher education. Although the employer may not have deliberately sought to exclude a protected class, the policy can still result in discrimination. In such situations, the employer may be held responsible for discrimination. In North Carolina, it is illegal for employers to discriminate against any employee or applicant based on their race, gender, religion, or other protected class. Even if an employer did not intend to discriminate, they can still be liable for any actions that result in discrimination or harm to a protected class.

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Can an employer be liable for discrimination even if it did not intend to discriminate?

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