In EEOC v. Dial Corp., where an employer used a test of strength to screen job applicants for ability to do the job, the appeals court held that the test was a non-discriminatory way to select employees that happened to be hard for women to pass.

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The appeals court in EEOC v. Dial Corp. held that the strength test used by the employer was discriminatory because it disproportionately disqualified women from employment and was not shown to be closely related to the job requirements, thus violating Title VII of the Civil Rights Act of 1964.

In EEOC V Dial Corp