To be probative, comparative data . . . must be directed at showing disparate treatment between employees who are "similarly situated" to the plaintiff in all relevant respects. In general, “individuals are similarly situated when they have similar jobs and display similar conduct.” (Vasquez v. County of Los Angeles (9th Cir. 2003); Wills v. Superior Court (2011) 195 Cal.App.4th 143, 172.)
Thus, one common way to prove discrimination is to show that your colleagues, who have the same or similar title and pretty much do the same work, were punished less harshly or not punished at all for the same alleged violations, mistake, or misconduct for which you were terminated. While this alone might not prove a discrimination case against the employer, it can be useful in conjunction with other pieces of evidence. Establishing comparative evidence requires showing that the same managers who terminated you for your alleged violations were actually aware of similar violations of others and didn't do much or anything to discipline those other workers. If the managers in questions didn't know about those other violations, they, of course, can't be charged with treating you differently.