SHRM Certified Professional Practice Exam 2025 – All-In-One Resource to Master Your Certification!

The term that refers to the concept of differential treatment based on gender or age in hiring practices is "Disparate Treatment." This concept arises when individuals from a protected class, such as women or older individuals, are treated less favorably than others during the hiring process. Disparate Treatment involves intentional discrimination where the employer treats a person differently because of their gender, age, or other protected characteristics.

In the realm of employment law and human resource management, understanding Disparate Treatment is crucial because it highlights the ethical and legal implications associated with discriminatory practices. Employers need to be aware of their hiring policies and ensure they do not inadvertently favor or disadvantage candidates based on characteristics unrelated to their ability to perform job-related tasks.

The other concepts mentioned, such as Equal Opportunity and Disparate Impact, address different aspects of equality and discrimination in the workplace. Equal Opportunity focuses on ensuring all individuals have fair chances for employment without discrimination, while Disparate Impact involves policies that may seem neutral on the surface but result in disproportionately adverse effects on a protected group—without the need for intentional discrimination. Understanding these distinctions contributes to a comprehensive grasp of how discrimination can manifest in hiring practices.