Question: Discrimination Based on Race. The hiring policy of Phillips Community College of the University of Arkansas (PCCUA) is to conduct an internal search for qualified applicants before advertising outside the college. Steven Jones, the university's chancellor, can determine the application and appointment process for vacant positions, however, and is the ultimate authority in hiring decisions. Howard Lockridge, an African American, was the chair of PCCUA's Technical and Industrial Department. Between 1988 and 1998, Lockridge applied for several different positions, some of which were unadvertised, some of which were unfilled for years, and some of which were filled with less qualified persons from outside the college.
In 1998, when Jones advertised an opening for the position of dean of industrial technology and workforce development, Lockridge did not apply for the job. Jones hired Tracy McGraw, a white male. Lockridge filed a suit in a federal district court against the university under Title VII. The university filed a motion for summary judgment in its favor. What are the elements of a prima facie case of disparate-treatment discrimination? Can Lockridge pass this test, or should the court issue a judgment in the university's favor? Explain. [Lockridge v. Board of Trustees of the University of Arkansas, 315 F.3d 1005 (8th Cir. 2003)]