What concept is related to avoiding intentional discrimination in the context of evaluations?

The concept directly related to avoiding intentional discrimination in the context of evaluations is best captured by disparate treatment. This term refers to the intentional actions taken by an employer or decision-maker that treat individuals differently based on characteristics such as race, gender, age, or other protected categories. In the realm of evaluations, ensuring that all individuals are assessed fairly and consistently helps to prevent accusations of disparate treatment. It underscores the importance of maintaining equity by applying the same evaluation standards to all individuals, regardless of their background.

The other concepts such as disparate impact related to policies that may be applied equally to all individuals but result in a negative impact on a particular group. The good faith defense generally pertains to an employer's justification for certain actions, showing that there was no intention to discriminate. The intervening cause deals with factors that may contribute to outcomes in addition to the alleged discriminatory practice, but it is not directly tied to the idea of intentionally avoiding discrimination in evaluations. Hence, the focus on disparate treatment effectively addresses the concern of intentional discrimination during evaluations.