{"id":61234,"date":"2026-07-30T19:07:53","date_gmt":"2026-07-31T02:07:53","guid":{"rendered":"https:\/\/cjnotebook.com\/?p=61234"},"modified":"2026-07-31T12:11:09","modified_gmt":"2026-07-31T19:11:09","slug":"workplace-discrimination-supreme-court","status":"publish","type":"post","link":"https:\/\/cjnotebook.com\/?p=61234","title":{"rendered":"LAW LIBRARY:  Griggs v. Duke Power Co.: The Supreme Court in 1971 Changed the Rules of Workplace Discrimination"},"content":{"rendered":"<h1><iframe loading=\"lazy\" title=\"Check out a new AI Video I just made!\" src=\"https:\/\/app.heygen.com\/embeds\/14986e9fb8b342a9ba8d5cfddd450c55\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/h1>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Imagine applying for a better-paying job at the company where you&#8217;ve worked for years. You have the experience. You know the work. Your supervisors know you&#8217;re capable.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Then, suddenly, the company tells you that before you can even be considered, you must have a high school diploma and pass an intelligence test.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">At first glance, that might sound reasonable.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">But what if those requirements have little to do with the actual job?<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">And what if they end up excluding one group of workers far more than another?<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">That was the question the United States Supreme Court faced in one of the most important employment discrimination cases in American history\u2014<strong>Griggs v. Duke Power Company.<\/strong><\/span><\/p>\n<h1 class=\"PDq2pG_selectionAnchorContainer\" data-start=\"3575\" data-end=\"3595\"><span role=\"text\"><strong data-start=\"3577\" data-end=\"3595\">Fact Checklist<\/strong><\/span><\/h1>\n<ul data-start=\"3597\" data-end=\"4490\">\n<li data-start=\"3597\" data-end=\"3662\"><span style=\"font-size: 20px;\">\u2705 <strong data-start=\"3601\" data-end=\"3610\">Case:<\/strong> <em data-start=\"3611\" data-end=\"3637\">Griggs v. Duke Power Co.<\/em>, <strong data-start=\"3639\" data-end=\"3662\">401 U.S. 424 (1971)<\/strong><\/span><\/li>\n<li data-start=\"3663\" data-end=\"3734\"><span style=\"font-size: 20px;\">\u2705 Decided unanimously by the U.S. Supreme Court on <strong data-start=\"3716\" data-end=\"3733\">March 8, 1971<\/strong>.<\/span><\/li>\n<li data-start=\"3735\" data-end=\"3854\"><span style=\"font-size: 20px;\">\u2705 Duke Power required a <strong data-start=\"3761\" data-end=\"3784\">high school diploma<\/strong> and passing scores on two aptitude tests for many higher-paying jobs.<\/span><\/li>\n<li data-start=\"3855\" data-end=\"3987\"><span style=\"font-size: 20px;\">\u2705 The company failed to demonstrate that the diploma requirement or intelligence tests were related to successful job performance.<\/span><\/li>\n<li data-start=\"3988\" data-end=\"4068\"><span style=\"font-size: 20px;\">\u2705 The lawsuit was brought under <strong data-start=\"4022\" data-end=\"4067\">Title VII of the Civil Rights Act of 1964<\/strong>.<\/span><\/li>\n<li data-start=\"4069\" data-end=\"4231\"><span style=\"font-size: 20px;\">\u2705 The Supreme Court held that employment practices with a <strong data-start=\"4129\" data-end=\"4149\">disparate impact<\/strong> on protected groups violate Title VII unless justified by <strong data-start=\"4208\" data-end=\"4230\">business necessity<\/strong>.<\/span><\/li>\n<li data-start=\"4232\" data-end=\"4344\"><span style=\"font-size: 20px;\">\u2705 The Court emphasized that <strong data-start=\"4262\" data-end=\"4343\">Congress intended to remove artificial and unnecessary barriers to employment<\/strong>.<\/span><\/li>\n<li data-start=\"4345\" data-end=\"4490\"><span style=\"font-size: 20px;\">\u2705 <em data-start=\"4349\" data-end=\"4357\">Griggs<\/em> established the modern legal doctrine of <strong data-start=\"4399\" data-end=\"4419\">disparate impact<\/strong>, which remains a cornerstone of federal employment discrimination law.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: center;\">\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014\u2014<\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\"><a href=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-61285 alignleft\" src=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec-300x200.jpg\" alt=\"person standing near the stairs\" width=\"300\" height=\"200\" srcset=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec-300x200.jpg 300w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec-1024x683.jpg 1024w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec-768x512.jpg 768w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec-1536x1024.jpg 1536w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec-850x567.jpg 850w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/mybhn8kaaec.jpg 1600w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a>In the late 1960s, Duke Power operated a steam plant in North Carolina. After Congress passed the Civil Rights Act of 1964, the company ended its openly segregated employment policies.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">But many Black employees noticed something had not really changed.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">The higher-paying jobs were still largely out of reach.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Why?<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Because the company introduced new requirements. Employees seeking promotions had to possess a high school diploma and pass two standardized aptitude tests.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">On paper, the rules applied equally to everyone.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">But in reality, they did not.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\"><a href=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-61286 alignright\" src=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe-300x200.jpg\" alt=\"Smiling woman uses laptop, person holds credit card nearby.\" width=\"300\" height=\"200\" srcset=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe-300x200.jpg 300w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe-1024x683.jpg 1024w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe-768x512.jpg 768w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe-1536x1024.jpg 1536w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe-850x567.jpg 850w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/p0lrvtkrfpe.jpg 1600w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a>Many Black workers had grown up during an era of legally segregated schools and unequal educational opportunities throughout the South. Because of those historic inequalities, fewer Black employees held high school diplomas.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">The intelligence tests created another hurdle.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Even more important, Duke Power could not prove that either the diploma requirement or the tests actually measured the skills needed to perform the jobs successfully.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">A group of Black employees decided to challenge the policy under <strong>Title VII of the Civil Rights Act of 1964<\/strong>, arguing that the company&#8217;s new rules continued to discriminate, even if they appeared neutral.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\"><a href=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-61287 alignleft\" src=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag-300x233.jpg\" alt=\"two construction workers in safety vests at site\" width=\"300\" height=\"233\" srcset=\"https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag-300x233.jpg 300w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag-1024x797.jpg 1024w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag-768x598.jpg 768w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag-1536x1195.jpg 1536w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag-850x661.jpg 850w, https:\/\/cjnotebook.com\/wp-content\/uploads\/2026\/07\/80zz1s24nag.jpg 1542w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/><\/a>The case eventually reached the United States Supreme Court.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">In <strong>1971<\/strong>, the Court issued a unanimous decision in favor of the employees.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Chief Justice Warren Burger explained that Title VII protects workers from more than just intentional discrimination.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">It also prohibits employment practices that appear neutral but disproportionately harm a protected group when those practices are not necessary to perform the job.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">The Court ruled that employers cannot rely on diploma requirements, intelligence tests, or other screening tools unless they can demonstrate those requirements are directly related to successful job performance and are justified by a legitimate business necessity.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">That decision created what we now know as the <strong>disparate impact doctrine<\/strong>.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">In simple terms, the law recognizes that discrimination is not always obvious.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Sometimes the greatest barriers are rules that seem fair on the surface but unfairly exclude one group in practice.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Here&#8217;s an easy way to think about it.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Imagine your high school announced that every student had to run a mile in under six minutes to receive a diploma.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Now ask yourself:<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">What does running have to do with learning algebra, history, literature, or chemistry?<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">If that requirement disproportionately prevented one group of students from graduating\u2014and had nothing to do with education\u2014it would be an unnecessary barrier.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">The Supreme Court said employment rules should be viewed the same way.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">If a requirement has little connection to the actual work, yet disproportionately excludes qualified applicants, it may violate federal civil rights law.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">More than fifty years later, <strong>Griggs v. Duke Power Company<\/strong> remains one of the most influential civil rights decisions in American history.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">Its legacy reaches far beyond one power plant in North Carolina.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">It continues to shape how employers design hiring exams, educational requirements, promotion standards, and employment policies across the United States.<\/span><\/p>\n<p class=\"isSelectedEnd\"><span style=\"font-size: 21px;\">The case stands for a simple but powerful principle:<\/span><\/p>\n<p><span style=\"font-size: 21px;\"><strong>Equal opportunity means more than treating everyone the same on paper. It also means removing unnecessary barriers that prevent qualified people from having a fair chance to succeed.<br \/>\n<\/strong><\/span><\/p>\n<div class=\"text-base my-auto mx-auto [--thread-content-margin:var(--thread-content-margin-xs,calc(var(--spacing)*4))] @w-sm\/main:[--thread-content-margin:var(--thread-content-margin-sm,calc(var(--spacing)*6))] @w-lg\/main:[--thread-content-margin:var(--thread-content-margin-lg,calc(var(--spacing)*16))] px-(--thread-content-margin)\">\n<div class=\"[--thread-content-max-width:40rem] @w-lg\/main:[--thread-content-max-width:48rem] mx-auto max-w-(--thread-content-max-width) flex-1 group\/turn-messages focus-visible:outline-hidden relative flex w-full min-w-0 flex-col agent-turn\" data-conversation-screenshot-content=\"\">\n<div class=\"flex max-w-full flex-col gap-4 grow\">\n<div class=\"min-h-8 text-message relative flex w-full flex-col items-end gap-2 text-start break-words whitespace-normal outline-none keyboard-focused:focus-ring [.text-message+&amp;]:mt-1\" dir=\"auto\" data-message-author-role=\"assistant\" data-message-id=\"d93ac615-249f-4a7a-a8b8-30dbb600313c\" data-message-model-slug=\"gpt-5-5-instant\">\n<div class=\"flex w-full flex-col gap-1 empty:hidden\">\n<div class=\"markdown prose dark:prose-invert wrap-break-word w-full light markdown-new-styling\">\n<h1 class=\"PDq2pG_selectionAnchorContainer\" data-start=\"5207\" data-end=\"5245\"><span role=\"text\"><strong data-start=\"5209\" data-end=\"5245\">Related News and Legal Resources<\/strong><\/span><\/h1>\n<h3 data-start=\"5247\" data-end=\"5277\"><span style=\"font-size: 20px;\">U.S. Supreme Court Opinion<\/span><\/h3>\n<ul data-start=\"5278\" data-end=\"5332\">\n<li data-start=\"5278\" data-end=\"5332\"><span style=\"font-size: 20px;\"><a class=\"decorated-link\" href=\"https:\/\/supreme.justia.com\/cases\/federal\/us\/401\/424\/\" target=\"_new\" rel=\"noopener\" data-start=\"5280\" data-end=\"5332\">https:\/\/supreme.justia.com\/cases\/federal\/us\/401\/424\/<\/a><\/span><\/li>\n<\/ul>\n<h3 data-start=\"5334\" data-end=\"5386\"><span style=\"font-size: 20px;\">Legal Information Institute (Cornell Law School)<\/span><\/h3>\n<ul data-start=\"5387\" data-end=\"5442\">\n<li data-start=\"5387\" data-end=\"5442\"><span style=\"font-size: 20px;\"><a class=\"decorated-link\" href=\"https:\/\/www.law.cornell.edu\/supremecourt\/text\/401\/424\" target=\"_new\" rel=\"noopener\" data-start=\"5389\" data-end=\"5442\">https:\/\/www.law.cornell.edu\/supremecourt\/text\/401\/424<\/a><\/span><\/li>\n<\/ul>\n<h3 data-start=\"5444\" data-end=\"5485\"><span style=\"font-size: 20px;\">Oyez (Case Summary and Oral Argument)<\/span><\/h3>\n<ul data-start=\"5486\" data-end=\"5523\">\n<li data-start=\"5486\" data-end=\"5523\"><span style=\"font-size: 20px;\"><a class=\"decorated-link\" href=\"https:\/\/www.oyez.org\/cases\/1970\/124\" target=\"_new\" rel=\"noopener\" data-start=\"5488\" data-end=\"5523\">https:\/\/www.oyez.org\/cases\/1970\/124<\/a><\/span><\/li>\n<\/ul>\n<h3 data-start=\"5525\" data-end=\"5548\"><span style=\"font-size: 20px;\">Justia Case Summary<\/span><\/h3>\n<ul data-start=\"5549\" data-end=\"5603\">\n<li data-start=\"5549\" data-end=\"5603\"><span style=\"font-size: 20px;\"><a class=\"decorated-link\" href=\"https:\/\/supreme.justia.com\/cases\/federal\/us\/401\/424\/\" target=\"_new\" rel=\"noopener\" data-start=\"5551\" data-end=\"5603\">https:\/\/supreme.justia.com\/cases\/federal\/us\/401\/424\/<\/a><\/span><\/li>\n<\/ul>\n<h3 data-start=\"5605\" data-end=\"5672\"><span style=\"font-size: 20px;\">U.S. Equal Employment Opportunity Commission (EEOC) \u2013 Title VII<\/span><\/h3>\n<ul data-start=\"5673\" data-end=\"5736\">\n<li data-start=\"5673\" data-end=\"5736\"><span style=\"font-size: 20px;\"><a class=\"decorated-link\" href=\"https:\/\/www.eeoc.gov\/statutes\/title-vii-civil-rights-act-1964\" target=\"_new\" rel=\"noopener\" data-start=\"5675\" data-end=\"5736\">https:\/\/www.eeoc.gov\/statutes\/title-vii-civil-rights-act-1964<\/a><\/span><\/li>\n<\/ul>\n<h3 data-start=\"5738\" data-end=\"5778\"><span style=\"font-size: 20px;\">Civil Rights Act of 1964 (Title VII)<\/span><\/h3>\n<ul data-start=\"5779\" data-end=\"5842\">\n<li data-start=\"5779\" data-end=\"5842\"><span style=\"font-size: 20px;\"><a class=\"decorated-link\" href=\"https:\/\/www.archives.gov\/milestone-documents\/civil-rights-act\" target=\"_new\" rel=\"noopener\" data-start=\"5781\" data-end=\"5842\">https:\/\/www.archives.gov\/milestone-documents\/civil-rights-act<\/a><\/span><\/li>\n<\/ul>\n<h3 data-start=\"5844\" data-end=\"5896\"><span style=\"font-size: 20px;\">Legal Information Institute \u2013 Title VII Overview<\/span><\/h3>\n<ul data-start=\"5897\" data-end=\"5940\">\n<li data-start=\"5897\" data-end=\"5940\"><span style=\"font-size: 20px;\"><a class=\"decorated-link\" href=\"https:\/\/www.law.cornell.edu\/wex\/title_vii\" target=\"_new\" rel=\"noopener\" data-start=\"5899\" data-end=\"5940\">https:\/\/www.law.cornell.edu\/wex\/title_vii<\/a><\/span><\/li>\n<\/ul>\n<p data-start=\"5942\" data-end=\"6246\" data-is-last-node=\"\" data-is-only-node=\"\"><span style=\"font-size: 20px;\">This case remains one of the foundational decisions in employment discrimination law because it shifted the focus from an employer&#8217;s intent to the real-world effect of workplace policies, requiring that hiring and promotion standards be demonstrably related to the work employees are expected to perform.<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"z-0 flex min-h-[46px] justify-start\"><\/div>\n<\/div>\n<div class=\"[--thread-content-max-width:40rem] @w-lg\/main:[--thread-content-max-width:48rem] mx-auto max-w-(--thread-content-max-width) flex-1\" data-conversation-screenshot-content=\"\">\n<div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Imagine applying for a better-paying job at the company where you&#8217;ve worked for years. You have the experience. You know the work. Your supervisors know you&#8217;re capable. Then, suddenly, the company tells&#8230;<\/p>\n","protected":false},"author":1,"featured_media":61290,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-61234","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Supreme Court in 1971 Changed the Rules of Workplace Discrimination<\/title>\n<meta name=\"description\" content=\"The United States Supreme Court faced in one of the most important employment discrimination cases in American history\u2014Griggs v. 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