You might also want to look into "Disparate Impact" [0] and "Unconscious Bias" [1]. > For example, if XYZ Company hired 50 percent of the men applying for work

You might also want to look into "Disparate Impact" [0] and "Unconscious Bias" [1]. > For example, if XYZ Company hired 50 percent of the men applying for work in a predominantly male occupation while hiring only 20 percent of the female applicants, one could look at the ratio of those two hiring rates to judge whether there might be a discrimination problem. The ratio of 20:50 means that the rate of hiring for female applicants is only 40 percent of the rate of hiring for male applicants. That is, 20 divided by 50 equals 0.40, which is equivalent to 40 percent. Clearly, 40 percent is well below the 80 percent that was arbitrarily set as an acceptable difference in hiring rates. Therefore, in this example, XYZ Company could have been called upon to prove that there was a legitimate reason for hiring men at a rate so much higher than the rate of hiring women. [0] https://en.wikipedia.org/wiki/Disparate_impact https://en.wikipedia.org/wiki/Disparate_impact [1] https://www.youtube.com/watch?v=nLjFTHTgEVU https://www.youtube.com/watch?v=nLjFTHTgEVU