“Congress directed the thrust of [Title VII] to the CONSEQUENCES of employment practices, not simply the motivation.”

September 4, 2014

One of the most obvious “consequences” of an employer’s violation of Title VII, is the existence of zero and/or a gross underrepresentation of qualified African Americans employed in meaningful positions throughout the workplace. If this occurs over a period of decades and no “legitimate, nondiscrminatory” reason can be provided by the employer to explain the dearth of blacks in the workplace, one must logically conclude that the employer’s employment practices, policies and procedures are NOT lawful and statistically, this is NOT “due to chance.”

Source: Griggs v. Duke Power Co., 401 U.S. 424, 432 (1971) (emphasis added).

Written by MarcusLutherX Posted in Uncategorized Tagged with affirmative action, African American unemployment, civil rights, Civil Rights Act of 1964, consequences, discriminatory employment practices, disparate impact, effects, employment discrimination, freezing the status quo, Griggs v. Duke Power Co., Hollywood, human rights, implicit racial bias, inexorable zero, institutionalized racism, intent, intentional, jobs, no business justification, not due to chance, occupational segregation, pre hiring individual disparate treatment, proving employment discrimination, quotas, statistcal evidence, stereotypes, Teamsters, title vii, unconscious racism