Quantifying the monetary harm suffered by an individual due to illegal workplace bias is a critical aspect of resolving employment discrimination disputes. This process involves assessing various forms of losses, both economic and non-economic, experienced by the claimant as a result of the discriminatory actions. For example, if a qualified candidate is denied a promotion based on their race, determining the difference between their current salary and the salary they would have received had they been promoted is a key element of the calculation.
Proper valuation of these harms is essential for achieving just compensation and deterring future discriminatory conduct. The process reinforces the principles of equal opportunity and fairness in the workplace. Historically, difficulties in arriving at a precise number often led to protracted litigation. Methods for achieving more accurate and consistent valuations have been developed over time, influenced by legislative changes and judicial precedent. This has led to more standardized practices and clearer guidance for both employers and employees.
