Griggs Vs Duke Power Summary

Griggs v. Duke Power is a pivotal case concerning employment discrimination. Duke Power, an electric company in the Carolinas, implemented specific education requirements and testing for new and existing employees. The requirements included a high school diploma and a passing score on two separate professionally prepared aptitude tests. The two required aptitude tests were the Wonderlic Personnel Test and the Bennett Mechanical Comprehension Test. The test requirements went into effect on July 2, 1965 which coincided with the effective date of Title VII.
The results of the testing was that “whites scored far better on the Company’s alternate requirements than Negros” 420 F.2d 1225, 1239 n. 6. The key issue was whether or not the testing was

actually related to the job. Title VII requires a business to show evidence that testing is related to the job if disparate impact exists. The evidence provided did not prove the testing requirements were necessary for the job performance. The case of Griggs v. Duke Power matters because it was a pivotal decision in regards to employment discrimination and disparate impact.
The most significant statement to me in the Burger opinion is “What congress has commanded is that any tests used must measure the person for the job and not the person in abstract” 110 Cong.Rec. 13724 (page 21). The statement clarifies the intent of Title VII in regards to testing and became a pivotal point of issue in correcting unfair practices, whether intentional or not, to minorities.