![]() The Civil Rights Act was meant to combat employer policies that have a discriminatory impact.Ĭongress’ objective in enacting Title VII of the Civil Rights Act was equality of employment opportunities and the removal of barriers that previously favored white employees.They alleged that the high school and testing requirements violated Title VII of the Civil Rights Act. A group of African-American employees, the petitioners in this case, filed an action in federal district court against the Company. The Company’s policy led to a disproportionate number of African-Americans being unable to advance to higher-paying positions. The aptitude tests were not tied to any specific job-related skills. After 1965, the Company required a high school diploma and satisfactory scores on two professionally prepared aptitude tests for employees to advance to higher divisions. Case Briefīefore the Civil Rights Act became effective in 1965, the Duke Power Company in North Carolina openly discriminated against African-American employees by allowing them to only work in the lowest paid division of the Company. Therefore, those requirements violated Title VII of the Civil Rights Act. It found that the high school and testing requirements indeed had a disproportionate negative impact on the African-American employees’ ability to advance. The Court held that even race-neutral policies that may show no discriminatory intent, still may be discriminatory in operation. They reasoned that because the high school and testing requirements applied to all races the Company had no discriminatory intent. ![]() The lower courts found no violation of Title VII of the Civil Rights Act.A group of African-American employees sued their employer, Duke Power Company, for a policy that mandated a high school diploma and satisfactory scores on two general aptitude tests in order to advance in the company. ![]()
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