Based on the legal precedent set regarding job requirements that disproportionately affect certain groups and are not proven to be essential for the job, is the manufacturing company's policy legally permissible? Explain your reasoning.

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The Supreme Court's decision in Griggs v. Duke Power Co. established a key principle under Title VII of the Civil Rights Act: employers cannot use job requirements, such as a high school diploma, if they disproportionately disadvantage a specific racial group and are not proven to be essential for performing the job.

Griggs v. Duke Power Co. Ruling

A city's sanitation department implements a new requirement that all applicants for waste collection jobs must pass a written general intelligence test. This new policy results in a significantly lower percentage of applicants from a particular racial minority group being hired compared to other groups. The department has not conducted any studies to prove that a high score on this test correlates with an employee's ability to perform the essential duties of the job, such as operating machinery 

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