Griggs v. Duke Power Co.

Definition

Griggs v. Duke Power Co. is a landmark U.S. Supreme Court case from 1971 that established important legal precedents regarding employment discrimination and the use of testing in hiring practices. The Court ruled that an employer's hiring practices must not disproportionately disqualify applicants based on race, even if the practices appear neutral on the surface, thus emphasizing the need for equal opportunity in the workplace and reinforcing the concept of disparate impact.

5 Must Know Facts For Your Next Test

1. The Supreme Court's decision in Griggs v. Duke Power Co. set a precedent for evaluating employment practices under the lens of disparate impact, meaning an employer can be held liable for discrimination even without intent.
2. The case arose when Duke Power Company required job applicants to pass intelligence tests and a high school diploma requirement, which disproportionately affected African American applicants.
3. The ruling emphasized that employers must demonstrate that their hiring practices are necessary for the job and directly related to performance.
4. The decision reinforced the need for employers to consider alternative methods of hiring and testing that do not disadvantage protected classes.
5. Griggs v. Duke Power Co. is often cited in subsequent cases involving employment discrimination and remains a foundational case in the legal landscape surrounding equal opportunity in hiring.

Review Questions

• How did Griggs v. Duke Power Co. change the legal landscape regarding employment discrimination?
  • Griggs v. Duke Power Co. significantly changed the legal landscape by introducing the concept of disparate impact in employment discrimination cases. The Supreme Court ruled that even neutral employment practices could be considered discriminatory if they disproportionately affected certain groups, particularly minorities. This shifted the burden of proof to employers, requiring them to justify their hiring practices as necessary for job performance.
• What role did testing and educational requirements play in the Griggs v. Duke Power Co. case, and what was the court's ruling regarding these practices?
  • In Griggs v. Duke Power Co., the Court examined how intelligence tests and high school diploma requirements disproportionately impacted African American applicants, leading to their exclusion from job opportunities at Duke Power Company. The Court ruled that such requirements were not job-related and did not measure an applicant's ability to perform in the specific roles they were applying for. This ruling underscored the need for employers to ensure that their testing practices are valid and equitable.
• Evaluate how Griggs v. Duke Power Co. influences current hiring practices and policies within organizations.
  • Griggs v. Duke Power Co. continues to influence current hiring practices by compelling organizations to scrutinize their recruitment and testing methods to avoid unintentional discrimination against protected groups. Organizations must now ensure that any tests or educational requirements are essential for job performance and reflect actual job needs rather than arbitrary standards. As a result, many companies implement more holistic hiring strategies that consider diverse experiences and skills while promoting equal opportunity in their workforce.

Related terms

Disparate Impact: A legal theory that refers to policies or practices that affect one group more negatively than others, even if they are not intentionally discriminatory.

Title VII of the Civil Rights Act:

A federal law enacted in 1964 that prohibits employment discrimination based on race, color, religion, sex, or national origin.

Employment Testing: The use of standardized tests or assessments in the hiring process to evaluate candidates' qualifications for a position.