Griggs v. Duke Power Co.

Definition

Griggs v. Duke Power Co. is a landmark Supreme Court case decided in 1971 that addressed employment discrimination and established the principle of disparate impact. The case centered around the use of intelligence tests and high school diploma requirements by Duke Power Company, which were found to disproportionately exclude African American applicants, thus violating the Civil Rights Act of 1964. This ruling emphasized that employment practices must be related to job performance and not have a discriminatory effect on minority groups.

5 Must Know Facts For Your Next Test

1. The Supreme Court's decision in Griggs v. Duke Power Co. was unanimous, ruling that the company's practices were discriminatory and violated Title VII of the Civil Rights Act of 1964.
2. The case was significant because it shifted the burden of proof in discrimination cases from the employee to the employer, requiring employers to justify the necessity of their employment practices.
3. Duke Power Company's use of intelligence tests was deemed unnecessary and not related to job performance, leading to a major change in how employment qualifications are evaluated.
4. The ruling set a precedent for future employment discrimination cases, emphasizing that policies must be fair and should not disproportionately impact minority groups.
5. Griggs v. Duke Power Co. laid the groundwork for later civil rights litigation and highlighted the importance of equal opportunity in the workplace.

Review Questions

• How did the ruling in Griggs v. Duke Power Co. change the burden of proof in employment discrimination cases?
  • The ruling in Griggs v. Duke Power Co. changed the burden of proof by placing it on employers rather than employees. Previously, employees had to prove that they were victims of discrimination; however, after this case, employers were required to show that their employment practices were necessary for the job and not discriminatory towards minority groups. This shift empowered workers seeking justice against discriminatory hiring practices.
• Discuss the implications of the Griggs v. Duke Power Co. decision on future civil rights litigation related to employment practices.
  • The Griggs v. Duke Power Co. decision had profound implications for future civil rights litigation by establishing a clear standard for evaluating discriminatory employment practices through the lens of disparate impact. It underscored the necessity for employers to ensure their hiring criteria are directly related to job performance and do not have an unjust impact on protected groups. This ruling paved the way for numerous cases challenging biased hiring practices and reinforced protections for minorities in the workforce.
• Evaluate how Griggs v. Duke Power Co. reflects broader themes of civil rights progress during the 1960s and 1970s in the United States.
  • Griggs v. Duke Power Co. reflects broader themes of civil rights progress during the 1960s and 1970s by showcasing a significant legal victory against systemic racism in employment practices. It demonstrated how legal challenges could be used as tools for social change and played a crucial role in enforcing provisions of the Civil Rights Act of 1964. The case illustrated a growing recognition of institutional barriers faced by minorities and underscored an evolving societal commitment towards achieving equality and justice within the workforce.

Related terms

Disparate Impact: A legal theory in employment discrimination cases where a neutral policy disproportionately affects a protected group, even if there is no intent to discriminate.

Civil Rights Act of 1964: A landmark piece of legislation that outlawed discrimination based on race, color, religion, sex, or national origin, and aimed to end segregation in schools and public places.

Affirmative Action: Policies that aim to improve opportunities for historically marginalized groups, often through measures such as hiring quotas or targeted recruitment efforts.