Document: 457 U.S. 440 102 S.Ct. 2525 73 L.Ed.2d 130 CONNECTICUT, et al., Petitionersv.Winnie TEAL al. No. 80-2147. Argued March 29, 1982. Decided June 21, Syllabus Respondent black employees of a Connecticut state agency were promoted provisionally to supervisors. To attain permanent status as supervisors, they had participate in selection process that required, first step, passing score on written examination. Subsequently, an examination was given 48 and 259 white candidates. Fifty-four percent the candidates passed, this being approximately 68 rate for failed thus excluded from further consideration supervisory positions. They then brought action Federal District Court against petitioners (the State certain agencies officials), alleging violated Title VII Civil Rights Act 1964 by requiring, absolute condition promotion, applicants pass test disproportionately blacks not job related. In meantime, before trial, made promotions eligibility list, overall result 22.9 but only 13.5 Petitioners urged "bottom-line" result, more favorable than whites, complete defense suit. The agreed entered judgment petitioners, holding "bottom line" percentages precluded finding violation required demonstrate promotional Appeals reversed, erred ruling results alone insufficient support prima facie case disparate impact VII. Held : Petitioners' nondiscriminatory does preclude respondents establishing nor it provide with such case. Pp. 445-456. (a) Despite petitioners' line," respondents' claim examination, pass-fail barrier employment opportunity, states discrimination under § 703(a)(2) VII, which makes unlawful practice employer "limit, segregate, or classify his employees" any way would deprive "any individual opportunities" because race, color, religion, sex, national origin. measure at ignores fact guarantees these opportunity compete equally workers basis job-related criteria. Respondents' rights have been unless can question artificial, arbitrary, unnecessary measured skills related effective performance supervisor. 445-451. (b) No special haven discriminatory tests is offered 703(h) provides shall be act upon ability if "not designed, intended, used discriminate" A nonjob-related has "limit" "classify" "used within meaning whether "designed intended" effect despite employer's efforts compensate its effect. 451-452 (c) principal focus protection employee, rather minority group whole. suggest may employee confuses intent. Resolution factual intent what issue case, seek justify treatment other members racial group. Congress never intended give license discriminate some race sex merely he favorably treats employees' 452-456 2nd Cir., 645 F.2d 133, affirmed remanded. Bernard F. McGovern, Jr., Hartford, Conn., petitioners. Thomas W. Bucci, Bridgeport, respondents. Justice BRENNAN delivered opinion Court. 1 We consider here sued 19641 assert theory defense. Under theory, asserted acts promotions—effected having render liable suffered barred promotion appropriate balance. hold respondent petitioner 2 * Four respondents, Winnie Teal, Rose Walker, Edith Latney, Grace Clark, are Department Income Maintenance Connecticut.2 Each position Welfare Eligibility Supervisor served capacity almost two years. however, This administered December 2, 1978, 329 Of candidates, identified themselves white. announced 1979. With set 65,3 54.17 passed. candidates.4 four among who April 1979, instituted United States Connecticut, agencies, officials. Respondents alleged, inter alia, imposing, disproportionate numbers 3 More year after instituted, one month list generated choosing persons considered past work performance, recommendations candidates' supervisors and, lesser extent, seniority. applied characterized affirmative-action program order ensure significant number supervisors.5 Forty-six positions, 11 whom 35 that, participated process, promoted.6 It urge should adjudged 4 After App. Pet. Cert. 18a. court treated Griggs v. Duke Power Co., 401 424, 91 849, 28 158 (1971), Albemarle Paper Co. Moody, 422 405, 95 2362, 45 280 (1975), Dothard Rawlinson, 433 321, 97 2720, 53 786 (1977). However, found although comparative rates indicated adverse minorities, entire hiring reflected no impact. Holding violation, held 22a-24a, 26a. Second Circuit 133 (1981). stated where "an identifiable denies large minorities prevents them proceeding next step process," must shown Id., 138. granted certiorari, 454 813, 89, 70 82 (1981), now affirm. II A. 5 decide bars related, presents cognizable Section pertinent part: 6 "It employer— 7 8 "(2) limit, tend opportunities otherwise adversely affect individual's origin." 78 Stat. 255, amended, 42 U.S.C. 2000e-2(a)(2). 9 base their our construction provision supra. Prior enactment restricted labor department. Beginning 1965, company all desired transfer out department either high school diploma achieve grade professionally prepared aptitude tests. New seeking positions possess both examinations. Although requirements applicants, blacks. While there showing purpose invidious adopting requirements, invalid performance: 10 "[Title VII] proscribes overt also practices fair form, operation. touchstone business necessity. If operates exclude Negroes cannot prohibited." U.S., 431, S.Ct., 853. progeny established three-part analysis disparate-impact claims. establish discrimination, plaintiff show facially neutral significantly made, requirement [has] manifest relationship question," avoid discrimination. Griggs, supra, 432, 854. Even prevail, shows using mere pretext See 425, 2375; Dothard, 329, 2726-2727.7 12 recognized enacting "the removal barriers employment" professional development historically encountered women well minorities. supra.8 McDonnell Douglas Corp. Green, 411 792, 93 1817, 36 668 (1973), explained 13 "Griggs rightly concerned childhood deficiencies education background citizens, resulting forces beyond control, allowed cumulative burden citizens remainder lives." 806. 14 employees, clearly falls literal language 703(a)(2), interpreted Griggs. statute speaks, terms jobs promotions, limitations classifications opportunities.9 reflects Congress' basic objectives statute: "to equality remove operated favor over employees." 429-430, 852-853 (emphasis added). When uses deny woman applicant women, deprived "because . words, prohibits "artificial, employment," 853, "limit opportunities." (Emphasis added.) 15 Relying explicitly focused "practices, procedures, tests," 430, equal "opportunity," id., concluded "procedures testing mechanisms operate 'built-in headwinds' groups." primary prophylactic achieving "opportunities" removing "barriers" equality. 852-853. 417, 2371. surely constituted created barrier. 16 Our conclusion encompasses reinforced 1972 extension protections municipal employees. n. 8, did viability amendments do reflect provided private sector: elimination development. Committee Reports floor debates stressed need obtain governmental E.g., S.Rep. 92-415, p. (1971); 118 Cong.Rec. 1815 (1972) (remarks Sen. Williams). voiced concern about widespread use local "invalid techniques" 10; H.R.Rep. 92-238, 17 117 31961 (1971) Rep. Perkins).10 decisions following claim. considering claims consistently create bar opportunities. read requiring placed instead female actually hired promoted. Thus (1977), minimum statutory height weight correctional counselors sort arbitrary forbidden we noted 36.89 force 12.9 counselor line." standards applicants: classifying far men ineligible employment. 329-330, 12, 2726-2727, 12. Similarly, remanded allow attempt promoting sufficient passed could burden. 436, 2380. York Transit Authority Beazer, 568, 584, 99 1355, 1365, 59 587 (1979) ("A statistical evidence denying access opportunities") 18 short, Court's dismissal supported 703(a)(2). suggestion bottom line theopportunity strives rooting unnecessary" employer-created individuals. Therefore, violated, barrier, role Supervisor. B 19 States, brief amicus curiae, apparently recognizes affirmative commands But seeks relying defenses 703(h).11 20 "Notwithstanding subchapter, developed test, administration 257, 2000e-2(h). 21 Government argues promotions. Government's reliance offering misplaced. relevance examining legislative history 703(h), Congress, adding make clear permissible 433-436, 854-856. As recently confirmed, introduced amendment Senate floor, "did alter 'merely clarifie[d] present effect.' " American Tobacco Patterson, 456 63, 73, 11, 1534, 1539, 71 748 (1982), quoting 110 12723 (1964) Humphrey). impact, 433, 22 sum, 703(h). III 23 Having determined comes address amici curiae recognize exception, nature additional plaintiffs defense, cases compensated reach reject suggestion, essence nothing request redefine guaranteed VII.12 24 Indeed, replete references employee. See, e.g., §§ 703(a)(1), (b), (c), 704(a), 255-257, 2000e-2(a)(1), 2000e-3(a); 7213 (interpretive memorandum Sens. Clark Case) ("discrimination prohibited individual"); 8921 Williams) ("Every man judged according ability. respect, particular job"). 25 suggesting appear confuse good-faith force, might assist rebutting inference intentionally discriminatory: "Proof [a] racially balanced contained percentage wholly irrelevant when yet decided." Furnco Construction Waters, 438 567, 580, 98 2943, 2951, 57 957 (1978). Teamsters 431 324, 340, 20, 1843, 1856-1857, 52 396 resolution Rather, simply "[a] immunize liability specific discrimination." 579, 2950-2951. 26 cavil obligation imposed each regardless without regard applicant's already proportionately represented force. 430 [91 853]; McDonald Santa Fe Trail Transportation 427 273, 279 [96 2574, 2578, 49 493] (1976)." Ibid. original). 27 Los Angeles Dept. Water & Manhart, 435 702, 1370, 55 657 (1978), fairness class whole unfairness "statute's unambiguous." 708, 1375. Phillips Martin Marietta Corp., 400 542, 496, 613 (per curiam), rule barring married preschool children, bona fide occupational qualification 703(e), even though children 75 80 employed sought. point Furnco, involved policies, while instant policy. remains, irrespective form taken practice, plaintiffs' "of little comfort victims 342, 1858. permit victim policy told wronged her hired. That answer satisfactory practically discriminatory. Every protected "practices operation." Requirements subtle, pervasive, devices fostered stratified environments disadvantage citizens." 800, 1823. IV 29 answer, Accordingly, affirmed, proceedings consistent opinion. 30 so ordered. 31 POWELL, THE CHIEF JUSTICE, REHNQUIST, O'CONNOR join, dissenting. 32 decisions, sensitive critical difference between proving 2000e seq. (1976 ed. Supp.IV), those Because today's decision blurs distinction inconsistent very claims, I dissent. 33 2000e-2(a)(2), 34 suggests occurs basis, 854, part "employment procedures groups unrelated measuring capability." Thus, "disparate impact" violate subsequent considered, claimant classified manner impermissible belongs. disparate-treatment treated, key 581-582, 2952, (1978) (MARSHALL, J., concurring part): 37 arise different ways. 335-336, [97 1854-1855, 15, An allege subjected 'disparate treatment' impact' group."1 38 keeping distinction, total group.2 decided reference process—as be—the clear. Here 22.9% ultimately promoted, compared 13.5% whites. say unfavorable ignore reality. 39 Court, disregarding drawn cases, repeatedly asserts designed protect individual, group, rights. emphasizes eliminated preliminary test. argument aim legal theories through aims vindicated. true individuals, groups. advancing commendable objective, jurisprudence distinct methods proof. cases—those involving direct proof intent—the direct, intentional him. type forefront throughout presentation evidence. contrast, carry inference—by rejection From rejected applicant, member himself process' headwinds.' method proof—which defines VII—invites prove allegedly affected individual.3 There absence group.4 40 benefit conflation "discriminatory treatment" theories. undertaken figures (used process), nondiscrimination proved viewing fallacy reasoning—accepted Court—is transparent. individualistic entitled full personal But, figures, rebut introducing same kind. pleaded defendant Third EEOC Greyhound Lines, Inc., 635 188, 192 (1980): 41 "[N]o grounded questioned workforce. obvious tautological: [an ultimate] impact." Where, group—and certainly none here—Title infringed. 43 stronger authority logic. None relied controls outcome case.5 disparateimpact propositions cited. For example, cites (1977) (holding counselors), observes "[a]lthough 'bottom line.' employment." Ante, 450. standard itself stated: 44 "[T]o select hire pattern. Once effect, meet 'the question.' 2726-2727 addressed challenged line—the decision. And "focus," referred help deciding case.6 46 concedes major relies, curiam) "involved policy." 455. nevertheless applies principles derived bar. reiterating view protects groups, therefore defeat appealing sounds, distinction—uniformly until today—between treatment. 457-458. cited above, discriminatory-impact based how isolation Such necessarily fares less policy, initial several factors making decision.7 47 Today's takes long unhappy direction confusion. require employers adopt merit most likely greatest qualify Texas Community Affairs Burdine, 450 248, 258-259, 101 1089, 1096-1097, 67 207 (1981); 578, 2950. Employers develop accurately every candidate; few so. Yet seems unaware practical reality, perhaps oblivious consequences By today, eliminate rely expensive, job-related, validity sustained challenged. limited funds, adoption simple quota hiring.8 unfair produce competent Moreover, employing fewer members. Judge Newman Brown Haven Service Board, 474 F.Supp. 1256, 1263 (Conn.1979): "[A]s parties permitted voluntary plans, construed prohibit municipality's policemen approximating population, expectation validated procedure will equivalent risk lead substantially hiring." Finding unfortunate analytical approach consequences, 1964, 253, Supp. IV). joined pendent provisions law exams us. 135, (CA2 1981). mean 70.4 percent. 6.7 points lower 65, lessen 4. table various candidate groups: Passing Candidate Receiving Rate Group Number Score (%) Black Hispanic 75.00 Indian 66.67 White 206 79.54 Unidentified 60.00 --- ----- Total 246 74.77 contest implicit resulted "eighty rule" Uniform Guidelines Employee Selection Procedures adopted Equal Employment Opportunity Commission. 18a, 23a, 2. Those guidelines "is [80 percent] highest generally regarded CFR 1607.4D characterization procedure. need, resolve dispute context controversy. actual close 170 argue alternative, 86 103-113, relevant extended deleting exemptions employers. 103. demonstrates endorsed Both House approval, Report noting: "Employment viewed today complex pervasive phenomenon. Experts familiar subject describe problem 'systems' 'effects' wrongs." (1971). U.S.Code Cong. Admin.News 1972, 2137. addition, section-by-section analyses submitted Houses area amendments, law—which included recent —was continue govern. 7166, 7564 (1972). exclusive result. subsection fail refuse discharge respect compensation, terms, conditions privileges employment, Houses, Senator Williams, sponsor bill enacted part, report Commission Rights, Williams Congressional Record. 1815-1819 serious "[b]arriers opportunity" existed government Two three "recruitment unequal minorities," "criteria ratings." U. S. All People People—A Local 119 (1969), reprinted 1817 Justice, shares responsibility federal enforcement (EEOC). declined join brief. Brief Amicus Curiae 1, defer regard. aid conceivably muster Procedures, pt. 1607 (1981) (now issued jointly EEOC, Office Personnel Management, Labor, see 1607.1A (1981)), neutrality constitutes 1607.4C Guidelines, matter "administrative prosecutorial discretion, usual circumstances," take component "guidelines underlying law," "who denied meets line' retains right proceed into court." Fed.Reg. 38291 1607.16I publication Adoption Questions Answers Clarify Provide Common Interpretation "Since [bottom-line] concept law, responsibilities investigate charges administrative investigation, engage conciliation efforts. issuing processing charges, initiation action." 12000 (1979). (similar explanation). (statutory women); 409-411, 2367-2368, (1975) (seniority system locked paying jobs; skilled lines progression tests); (tests transfers hiring; observed requires .") Initially, bears 252-253, 1093-1094, met 336-338, 1855-1856. Regardless plaintiff's defendant's least fashion dispels instances, evidence, preponderance principle—i.e., whole—in bring employer. 300.103(c) concentrates questionable relevance. Most courts squarely line. 188 (CA3 1980); Navajo Refining 593 988 (CA10 1979); Friend Leidinger, 588 61, 66 (CA4 1978); Rule International Assn. Ironworkers, 568 558 (CA8 1977); Smith Troyan, 520 492, 497-498 (CA6 1975), cert. denied, 426 934, 96 2646, 385 (1976); City County San Francisco, 483 335 (ND Cal.1979); 1256 (Conn.1979); Lee Richmond, 756 (ED Va.1978). cases. notes "remanded related." "that burden," ibid., hardly precedent negative proposition neither presented facts (1979), quoted ante, 450, 1365 (" 'A opportunities.' ") added Court). ruled doing methadone quite probative. 585, 1365. Beazer speculation Hispanics Courts probative value varies sample size 340 1856 ("Considerations small may, course, detract ."); Mayor Philadelphia Educational Equality League, 415 605, 621, 94 1323, 1333, 630 (1974) ("[T]he smallness 13-member Panel founded"); Rogillio Diamond Shamrock Chemical 446 423, 427-428 (SD Tex.1978) (sample too small); Dendy Washington Hospital Center, 873, 876 (DC 1977) "large enough mirror reality situation"). Another possibility integrate "factor" factors. not, reasoning, single-step decision, free proportional representation approach, able encourage this.

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