Which landmark case set standards for determining disparate impact discrimination?

The landmark case that set standards for determining disparate impact discrimination is Griggs v. Duke Power. This case established the principle that practices that are neutral on their face but disproportionately affect a protected group may constitute discrimination under Title VII of the Civil Rights Act of 1964.

In Griggs v. Duke Power, the Supreme Court ruled that the employer's requirement for high school diplomas and certain tests disproportionately excluded African American applicants. The ruling emphasized that an employment practice can be deemed discriminatory if it does not relate to job performance and excludes a disproportionate number of individuals from a certain demographic group, even if there is no intent to discriminate. This decision underscored the importance of assessing the impact of employment practices rather than solely focusing on intent, reshaping how courts evaluate discrimination claims based on employment criteria.

The other cases mentioned address different aspects of employment law, such as class action lawsuits, pay discrimination, and workplace harassment, but they do not establish the standards regarding disparate impact discrimination as Griggs v. Duke Power does.