The EEOC successfully sued Walmart Inc. for using discriminatory recruitment criteria in EEOC v. Wal-Mart, Inc.
The agency brought the hiring discrimination lawsuit after Walmart adopted a physical ability test as a qualifying requirement for the position of order filler. According to the EEOC, the test favored male applicants and disproportionately excluded women. As a result, many female candidates were denied access to a high-paying entry-level role.
Walmart agreed to settle the case for $20 million. In addition to the financial payment, the company also agreed to eliminate the use of the contested hiring criteria. The EEOC described the settlement as a meaningful step toward removing barriers that have historically kept women out of certain well-paying jobs.
Lessons Learned from the Case:
- The settlement is a reminder to employers that discriminatory recruitment practices, such as criteria that favor one class of applicants over another, are prohibited.
- The case underscores the need for vigilance in the enforcement of equal pay laws to ensure that some classes of employees are not being shut out of well-paying positions based on protected characteristics.
Learn more about Kentucky Labor Laws through our detailed guide.
