What must an employee demonstrate to establish a case of discrimination under the "mixed motives" standard?

To establish a case of discrimination under the "mixed motives" standard, an employee must demonstrate that there was a mix of both legitimate and illegitimate reasons for the employer's action. In employment discrimination cases, particularly those involving Title VII of the Civil Rights Act, the mixed motives framework allows employees to prove that a discriminatory motive was one of several factors influencing an adverse employment decision.

In situations where the employer’s decision is based on multiple factors, demonstrating that an illegitimate motive played a role—regardless of whether there were also legitimate reasons—enables the employee to pursue a discrimination claim. This is significant because it acknowledges the reality that decisions in the workplace can be complex and multifaceted, where biases and other legitimate reasons for actions might coexist.

This standard highlights the need for courts and juries to consider the broader context of employment decisions, rather than requiring the employee to prove that discrimination was the only, or even the primary, reason for the adverse action. Thus, establishing a mixed motives case can provide employees a valuable avenue for asserting their rights under discrimination law.