The Eight Circuit Court of Appeals ruled in EEOC v. Dial Corporation (a meat-packing plant in Iowa — not the soap) that an employer who changed its pre-employment strength test violated anti-discrimination laws. Prior to the revised strength test employees at Dial were roughly 50/50 men to women. After, women who were hired plummeted to 15%. That disparate impact on women as a direct result of the test made it discriminatory in the court’s eyes. For more, click here.