Final answer:
A legitimate merit test is a defense against a Title VII discrimination claim if it is job-related and consistent with business necessity. Title VII prohibits workforce discrimination, and merit-based criteria must be directly connected to job performance to be lawful.
Step-by-step explanation:
A legitimate merit test is indeed a valid defense to a Title VII discrimination claim as it demonstrates that employment decisions are based on valid and non-discriminatory criteria. Title VII of the Civil Rights Act prohibits discrimination in employment on the basis of race, gender, national origin, religion, or sexual orientation. However, if an employer can show that certain criteria like test scores or a GPA are necessary for competent job performance, denying employment based on these factors won't constitute unlawful discrimination. This is supported by the rational basis test, which allows for differential treatment if it is 'rationally related to a legitimate government interest.' Furthermore, cases such as Griggs v. Duke Power Co. highlight the need for employment qualifications to be directly related to job performance to not violate Title VII.
To prove racial discrimination, claimants must demonstrate that there are disparities in treatment based on race for employees in similar positions with similar qualifications. The complexities of such cases often involve scrutinizing whether a merit test legitimately reflects necessary job qualifications or is a pretext for discrimination.