1995), we stated that if a plaintiff concedes that the employer's stated reason for an adverse employment action is a pretext for a motive not prohibited by the civil rights laws, the district court may enter summary judgment for the employer.
1 In response to the employer's assertion that it selected the white candidate because of her experience and knowledge, plaintiff argued that the employer had a concealed motive for its actions: a desire to rescue the successful white candidate from being laid off. Neal, an African-American, brought this Title VII action against her employer, the Secretary of the Air Force, contending that the employer engaged in racial discrimination by selecting a less qualified white woman to fill a job opening.
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