Sherice Sargent v. School District of Philadelphia

Circuit 3Feb 2, 2026

Split Score

SplitScore: 80/100

Case Summary

Disposition

Vacated

Reversing the district court’s summary judgment, the Third Circuit held that a reasonable fact-finder could find that Philadelphia’s 2022 selective-school Admissions Policy was adopted with a racially discriminatory purpose and had a discriminatory impact, thus requiring strict scrutiny under the Equal Protection Clause. The panel vacated the judgment and remanded for further proceedings so that a fact-finder can resolve intent and impact questions.

View Full Opinion Document (PDF)

Circuit Split Identified

Legal Issue

Whether a plaintiff challenging a facially-neutral, even-handedly applied government policy under the Equal Protection Clause must show BOTH discriminatory purpose and discriminatory impact (dual-prong test) or whether proof of discriminatory purpose alone suffices to trigger strict scrutiny.

Circuit Positions

Circuit 1Circuit 2Circuit 3(this circuit)Circuit 4Circuit 5

Both discriminatory purpose AND discriminatory impact are required to trigger strict scrutiny (dual-prong test).

Circuit 7Circuit 8

Proof of discriminatory purpose alone is sufficient; disparate impact need not be shown.

Conflict Summary

The Third, Fourth, First, Second and Fifth Circuits read Arlington Heights as imposing a conjunctive test that requires the challenger to establish both discriminatory purpose and a disparate impact before strict scrutiny applies. The Seventh and Eighth Circuits hold that proof of discriminatory purpose by itself is enough; a separate showing of disparate impact is not required.

Parties & Counsel

Parties

Appellant:Sherice Sargent, Michele Sheridan, and Joshua Meyer
Appellee:School District of Philadelphia (and Board of Education officials)

Legal Counsel

Appellant:Mitchell Law; Zimolong LLC; America First Legal Foundation
Appellee:Montgomery McCracken Walker & Rhoads; Husch Blackwell; Office of General Counsel, School District of Philadelphia; Jackson Lewis P.C.