In case of discrimination alegations (race, disability and veteran-related matters in the US), the burden is on the accused to provide proof of non-discrimination.<p>In this case, the usual practice for proving innocence is to show that the statistical distribution of hires is similar to the statistical distribution of applicants. For example, if I had 50% latino applicants, 50% of my hires should be latinos.<p>That being said, the sort of publicity these issues get mean that companies try really hard to steer clear of any discrimination accusations. It&#x27;s a delicate problem to handle.