Final answer:
A statistical imbalance in workforce composition compared to the general population does not alone prove disparate impact discrimination, as it must be shown that such imbalances result from a specific policy or practice. Other factors like education and experience also contribute to a thorough analysis of potential discrimination.
Step-by-step explanation:
It is true that statistical imbalance between an employer's workforce and the relevant population is not enough, by itself, to prove disparate impact discrimination. Disparate impact refers to practices in employment, housing, or other areas that adversely affect one group of people of a protected characteristic more than another, even though rules applied by employers or landlords are formally neutral. Though the presence of such an imbalance may raise questions about hiring practices, it does not conclusively establish that discriminatory practices are present. For a strong discrimination claim, there must be evidence that such imbalances are the result of a particular policy or practice that is causing this impact. Additionally, factors such as education, experience, and productivity levels are critical for comparing cases, as disparities in wages or opportunities might be explained by legitimate differences in qualifications or job performance rather than discrimination.