In the Griggs and early employment discrimination cases, the US. Supreme Court held that

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The Supreme Court held that employment tests resulting in a disparate impact could be utilized if the employer could demonstrate that these tests were valid predictors of job performance. This principle was established in the landmark case Griggs v. Duke Power Co. (1971), emphasizing the necessity for employment tests to be job-related and consistent with business necessity if they disproportionately affected members of a protected class.

In the Griggs and Early Employment Discrimination Cases, the US