The Canadian Human Rights Tribunal adopted a similar position, in the case of Dhanjal v. Air Canada (50): In short, statistical evidence is useful, relevant and probative when it reveals a disparity in treatment toward members of a racial minority in the course of certain discriminatory decisions by the employer, as in hiring, promotions, dismissals, discretionary decisions, etc. Statistical evidence must also have a direct relationship to the decision that is the subject matter of the complaint.
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