Final answer:
The only legal way to defend a discriminatory hiring practice is by proving its necessity for the job, which includes requiring specific qualifications directly related to job performance. Ignoring legal issues or denying discriminatory intent cannot legally justify discrimination, according to the U.S. Equal Employment Opportunity Commission.
Step-by-step explanation:
You can legally defend a discriminatory hiring practice only by proving its necessity for the job. For instance, if a job requires certain physical abilities or credentials that are essential for performing the duties associated with the position, then hiring based on these criteria may be considered lawful even if it excludes certain groups. However, an employer cannot legally defend discriminatory practices by ignoring legal challenges, denying any discriminatory intent, or blaming external factors. According to the U.S. Equal Employment Opportunity Commission (EEOC), any discriminatory practice in hiring, pay, job assignments, promotions, and other aspects of employment is unlawful unless it is based on qualifications that are a business necessity. Moreover, Title VII of the Civil Rights Act of 1964 strictly prohibits employment discrimination based on race, color, religion, sex, or national origin. Market forces alone may insufficiently compel a discriminatory business to change, and legal enforcement is often necessary to protect workers' rights and ensure equal employment opportunities.