Professional in Human Resources (PHR) Practice Exam

In the St. Mary's Honor Center v. Hicks case, the U.S. Supreme Court emphasized the importance of the plaintiff demonstrating that discrimination was the genuine reason for the employer's actions. In this context, a Title VII plaintiff needs to show that the adverse employment decision, such as termination or failure to promote, was based on race, color, religion, sex, or national origin. The court's decision clarified that once a plaintiff establishes a prima facie case of discrimination, the burden shifts to the employer to articulate a legitimate, non-discriminatory reason for the action taken. If the plaintiff can then demonstrate that the employer's stated reason is merely a pretext for actual discrimination, they fulfill the requirement of showing that discrimination was the true motive behind the employer's conduct.

The other choices focus on aspects not specifically required to prove a Title VII claim in this context, such as qualifications for the position, procedural adherence by the company, or seeking alternative solutions, which are not directly relevant to establishing the fundamental issue of discriminatory intent in employment actions.