There are two forms of sex discrimination: “disparate treatment” and “disparate impact”. “Disparate treatment” is simple discrimination – treating someone differently because of her sex or gender. “Disparate Impact” refers to an apparently neutral policy or practice that impacts individuals of a certain sex or gender more than others. An employer may defend by showing a reasonable business necessity for imposing the policy or practice, and the claimant can rebut by showing that the employer could have used a less discriminatory practice to achieve the same result.