Professional in Human Resources (PHR) Practice Exam 2025 – The All-in-One Guide to Exam Success!

The ruling in Gratz v. Bollinger established that while race can be considered in university admissions, it must be applied in a way that is narrowly tailored to meet specific objectives. This means that universities cannot use a point system that grants automatic points for race, as this is not sufficiently individualized to meet constitutional scrutiny. Instead, the court emphasized the necessity for admissions programs to evaluate candidates holistically, ensuring that race is just one of many factors considered alongside academic achievements and personal experiences. This requirement is meant to prevent discrimination and promote equality while still allowing for the promotion of diversity within educational institutions. The other options do not accurately reflect the court's findings; for example, while the ruling allowed for some racial considerations, it firmly rebutted the notion that race could be a primary deciding factor or that all applicants could be treated identically without acknowledging race.