What is the requirement of the Civil Rights Act of 1991 regarding employee practices?

The requirement of the Civil Rights Act of 1991 emphasizes that employment practices must be job-related and consistent with business necessity. This means that any employment decision made, whether it's related to hiring, promotion, or termination, should be directly linked to the qualifications and requirements of the specific job in question. This standard helps ensure that all employees are evaluated based on their skills, experience, and potential to fulfill the job duties rather than on arbitrary factors that could lead to discrimination.

By insisting on a job-related approach, the Act aims to protect employees from discriminatory practices and promotes fairness in the workplace. It aligns with the principle that qualifications and performance should be the primary factors in employment decisions, which is essential for creating an equitable work environment that allows individuals to succeed based on their merits.

The other options do not reflect this requirement accurately. For example, grounding practices solely on seniority would ignore the relevant capabilities needed for a position. Basing decisions on employee preferences might lead to favoritism or discrimination, while prioritizing diversity over qualifications could undermine the effectiveness of hiring practices, potentially leading to a mismatch between job requirements and employee capabilities.