In the context of disparate impact discrimination under Title VII, What is the employer required to prove if a selection procedure is shown to disproportionately affect a protected class?
1) That the practice or policy causing the disparate impact is job-related and consistent with business necessity
2) That no other employees outside the protected class are affected by the selection procedure
3) That the selection procedure was intended to discriminate against the protected class
4) That the selection procedure is not related to the job and lacks business necessity
