The disparate treatment of U.S. employment law forbids statistical discrimination against members of protected groups. For example, an employer might consider being prone to absenteeism a decisive disqualification for a particular job, and have sound statistical evidence that women (who might have caretaking responsibilities that prevent them from coming to work) and blacks (who must rely on unreliable public transportation to arrive at the work site) are more likely than white and Hispanic males to display absenteeism, and restrict hiring to white and Hispanic males on this basis. The law requires that an employer's decision to hire should be based on particular evidence about individual candidates not statistical generalizations.