Not much. An unemployment decision is (1) almost never binding on a case of discrimination and (2) decides different issues than raised in a discrrimination case. It does not seem clear to me that this particular UC decision even speaks to issues of discrimination. More information is necessary.
A UC decision could potentially be used to prove a relevant factual issue, but in this case, no. The issue in the UC case was whether your performance was so poor that it rose to the level of willful misconduct. The fact that it did not does not mean that your performance was not, in fact, poor. Nor does it mean that your employer could not have honestly believed your performance was poor. It proves only a legal conclusion specific to the UC law.
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