THIS CONCEPT, ENUNCIATED BY THE SUPREME COURT IN GRIGGS V. DUKE POWER COMPANY (1971) HOLDS THAT IF AN EMPLOYMENT TEST CAN BE SHOWN TO HAVE A DISPROPORTIONATE RESULT ON CERTAIN PROTECTED GROUPS, THE EMPLOYER MUST DEMONSTRATE THAT THE TEST IS VALID AND RELATES TO THE JOB REQUIREMENTS. FEDERAL COURT LITIGATION CONCERNING THE CHICAGO POLICE DEPARTMENT IS USED AS AN EXAMPLE OF THIS DOCTRINE. ADDITIONALLY, THE AUTHOR DISCUSSES JUDICIALLY IMPOSED EMPLOYMENT QUOTAS AND PREFERENTIAL AFFIRMATIVE ACTION HIRING PRACTICES AS REMEDIES FOR DISCRIMINATION. THE ARTICLE CONCLUDES BY CITING A REPORT SHOWING THAT WOMEN CAN PERFORM COMPETENTLY AS POLICE OFFICERS.