Opinion ID: 201705
Heading Depth: 3
Heading Rank: 1

Heading: The McDonnell Burden-Shifting Framework

Text: 44 Employment discrimination claims, including failure-to-promote claims brought under ch. 151B, are reviewed according to the burden-shifting framework articulated in McDonnell Douglas Corp. v. Green, 411 U.S. 792, 802, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). See Wheelock College v. MCAD, 371 Mass. 130, 355 N.E.2d 309 (1976). 45 Where there is no direct evidence of discriminatory intent — no smoking gun — the plaintiff must first establish a prima facie case of gender discrimination. McDonnell, 411 U.S. at 802, 93 S.Ct. 1817. In a failure-to-promote claim, the plaintiff establishes a prima facie case by showing that (1) she is a member of a protected class, (2) she was qualified for an open position for which she applied, (3) she was rejected, and (4) someone possessing similar qualifications filled the position instead. Rathbun, 361 F.3d at 71. If a prima facie case is made out, an inference of intentional discrimination is raised, and the burden of production shifts to the employer to articulate a legitimate, nondiscriminatory reason for its employment decision(s). Id. If the employer does so, the burden of production reverts to the plaintiff, who then must prove that the employer's neutral reasons were actually a pretext for the alleged discrimination. Id.; see also Texas Dep't of Cmty. Affairs v. Burdine, 450 U.S. 248, 256, 101 S.Ct. 1089, 67 L.Ed.2d 207 (1981). 46 If, as is the case here, the plaintiff fails to make it past the first stage, i.e. to aver a prima facie case, the inference of discrimination simply never arises and the employer's motion for summary judgment is granted. 47