Policy Record
Griggs v. Duke Power Company
The Supreme Court held that Title VII prohibits employment practices that are facially neutral but have a discriminatory impact unless the employer can show business necessity.
Plain-language summary
What happened and why it matters
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What happened
The Supreme Court held that Title VII prohibits employment practices that are facially neutral but have a discriminatory impact unless the employer can show business necessity.
Why it matters
EquityStack classifies this policy as positive impact with strong supporting evidence. The record matters because it helps explain how government action shaped Black Americans' rights, resources, exposure to harm, or access to institutions.
What this means
Impact on Black Americans
The decision became a foundational precedent against employment screening rules that disproportionately excluded Black workers without sufficient justification.
1971
The Supreme Court held that Title VII prohibits employment practices that are facially neutral but have a discriminatory impact unless the employer can show business necessity.
Outcome
The decision became a foundational precedent against employment screening rules that disproportionately excluded Black workers without sufficient justification.
1971-03-08T08:00:00.000Z
Latest source linked to this policy record.
Era context
Previous era-adjacent record: Alexander v. Holmes County Board of Education.
Trust and evidence
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Sources
4
Source Quality
Strong
Completeness
Good
Evidence
Source trail
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Griggs v. Duke Power Company, 401 U.S. 424 (1971)
Primary decision summary and case record
Griggs v. Duke Power Co.
Opinion page for the 1971 decision holding that facially neutral employment practices that disproportionately exclude minority applicants and are not job related may violate Title VII.
Labor & Employment Supreme Court Cases
Justia topic page summarizing Griggs as a key employment discrimination case involving disparate impact.
Albemarle Paper Co. v. Moody
Later Supreme Court opinion discussing Griggs and reinforcing the rule against discriminatory employment tests lacking demonstrable job relevance.
Related records
Promises, explainers, and report paths
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