Question

Now that you have an understanding of the case referenced above and employment law pertaining to organizations, complete additional research and answer the following questions:

What is the Title VII ruling on job requirements that a minority may fail more often than whites and the government considers unnecessary?

Answer 1

The Title VII of the Civil Rights Act of 1964 requires that all job requirements must be necessary for the job and not disproportionately hinder minority groups. Unnecessary job requirements that adversely impact one race more than another are illegal, and practices must prioritize equal employment opportunity.

Step-by-step explanation:

Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. The Supreme Court's decision in Griggs v. Duke Power Co. highlighted that job requirements, such as educational qualifications, that disproportionately affect one race over another may be illegal if they are not shown to be necessary for job performance. This ruling reinforces that employment practices must be equitable and directly related to the job to ensure equal employment opportunity.

Furthermore, hiring criteria must not be based on group membership unless it is a bona fide occupational qualification (BFOQ) necessary for the job. The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws to combat hiring discrimination. In cases of racial discrimination, the plaintiff must demonstrate that the employer's actions result in unequal pay or conditions for similar employees of different races with comparable education and expertise.