In the 1950s, Duke Power’s Dan River Steam Station in North Carolina had a policy restricting black employees to its “Labor” department, where the highest-paying position paid less than the lowest-paying position in the four other departments. Griggs claimed that Duke’s policy discriminated against black employees in violation of Title VII of the 1964 Civil Rights Act. While the company argued there was no discriminatory intent, Congress directed the thrust of the act to the consequences of employment practices, not simply the motivation. The Supreme Court ruled that Title VII of the 1964 Civil Rights Act prohibits not only intentional job discrimination but also employer practices that have a discriminatory effect on minorities and women.

Related ICAAD Article: Griggs v. Duke Power Company: A Case Study in the Supreme Court’s Impact