Cite as: 527 U. S. 581 (1999)
Thomas, J., dissenting
ployment practice for an employer . . . to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin." 42 U. S. C. § 2000e-2(a)(1) (emphasis added). We have explained that this language is designed "to achieve equality of employment opportunities and remove barriers that have operated in the past to favor an identifiable group of white employees over other employees." Griggs v. Duke Power Co., 401 U. S. 424, 429-430 (1971).2
Under Title VII, a finding of discrimination requires a comparison of otherwise similarly situated persons who are in different groups by reason of certain characteristics provided by statute. See, e. g., Newport News Shipbuilding & Dry Dock Co. v. EEOC, 462 U. S. 669, 683 (1983) (explain-public contracts. See Saint Francis College v. Al-Khazraji, 481 U. S. 604, 609 (1987). This Court has applied the "framework" developed in Title VII cases to claims brought under this statute. Patterson v. McLean Credit Union, 491 U. S. 164, 186 (1989). Also, the Age Discrimination in Employment Act of 1967, 81 Stat. 602, as amended, 29 U. S. C. § 623(a)(1), prohibits discrimination on the basis of an employee's age. This Court has noted that its "interpretation of Title VII . . . applies with equal force in the context of age discrimination, for the substantive provisions of the ADEA 'were derived in haec verba from Title VII.' " Trans World Airlines, Inc. v. Thurston, 469 U. S. 111, 121 (1985) (quoting Lorillard v. Pons, 434 U. S. 575, 584 (1978)). This Court has also looked to its Title VII interpretations of discrimination in illuminating Title IX of the Education Amendments of 1972, 86 Stat. 373, as amended, 20 U. S. C. § 1681 et seq., which prohibits discrimination under any federally funded education program or activity. See Franklin v. Gwinnett County Public Schools, 503 U. S. 60, 75 (1992) (relying on Meritor Savings Bank, FSB v. Vinson, 477 U. S. 57 (1986), a Title VII case, in determining that sexual harassment constitutes discrimination).
2 This Court has recognized that two forms of discrimination are prohibited under Title VII: disparate treatment and disparate impact. See Griggs, 401 U. S., at 431 ("The Act proscribes not only overt discrimination but also practices that are fair in form, but discriminatory in operation"). Both forms of "discrimination" require a comparison among classes of employees.
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