A more thorough explanation:

The McDonnell Douglas test is a principle used in employment law to determine if discrimination has occurred in the workplace. It requires the plaintiff to provide evidence of discrimination, and the defendant to provide evidence that the employment action was taken for non-discriminatory reasons.

Here's how the McDonnell Douglas test works:

• The plaintiff must first establish a prima facie case of discrimination by showing that they are a member of a protected group and have suffered an adverse employment action.
• If the plaintiff satisfies this burden, the defendant must then provide a legitimate, non-discriminatory reason for the employment action.
• If the defendant satisfies this burden, the plaintiff must then prove that the defendant's stated reason is just a pretext for discrimination and that discrimination was the real reason for the employment action.

For example, let's say a woman believes she was not hired for a job because of her gender. She would need to provide evidence that she is a woman and that she was not hired for the job. If she can do this, the employer would need to provide a legitimate reason for not hiring her, such as not having the necessary qualifications. If the employer can provide a legitimate reason, the woman would need to prove that the reason given was just an excuse for discrimination.