are defined as W-2 earnings minus stock and settlement income). The negative figures indicate where women in fact received greater salary increases than men: (,See Madden Report, Table 9; Madden Rebuttal, Table 8R.) The more that the standard deviations depart from zero, the more likely the factor in question played a role in the employer’s decisionmaking process. Adams v. Ameritech Servs., Inc., 231 F.3d 414, 424 (7th Cir.2000). In general, “[t]wo standard deviations is normally enough to show that it is extremely unlikely ... that [a] disparity is due to chance.” Id. However, the Seventh Circuit rejects a bright-line rule that would find statistical evidence of less than two standard deviations inadmissible. See Kadas v. MCI Systemhouse Corp., 255 F.3d 359, 362 (7th Cir.2001) (<HOLDING>). Dr. Madden’s revised analysis demonstrates
recognizing that a 11 evidence must be relevant to be admissible recognizing that the federal pleading standard is a less stringent standard than the delaware pleading standard holding that medical evidence and a statistical study by the military was sufficient evidence to prove a discriminatory impact holding that new evidence is evidence not previously of record and not merely cumulative of other evidence holding that statistical evidence of less than two standard deviations may be relevant when corroborated by other evidence