Final answer:
In a lawsuit alleging Title VII violation, Pear Electronics can raise defenses such as bona fide occupational qualification, business necessity, or proving job requirement relevance as per the precedent set by Griggs v. Duke Power Co. Lack of workplace diversity and employee's personal preferences do not constitute legitimate defenses.
Step-by-step explanation:
Pear Electronics has been sued for violating Title VII of the Civil Rights Act, which prohibits employment discrimination based on race, color, religion, sex, national origin, and, as clarified by Bostock v. Clayton County, Georgia, sexual orientation and gender identity. Three general defenses Pear Electronics can raise in the litigation include:
Bona fide occupational qualification (BFOQ), which permits discrimination when it is reasonably necessary to the normal operation of that particular business or enterprise.
Business necessity, which allows an employer to argue that a policy that has a disparate impact is related to job performance and is a legitimate measure of job capabilities.