Reverse discrimination and reverse glass ceiling cases have grown in recent years. A reverse glass ceiling occurs when higher seniority persons are dead-ended in the area of promotions. Because younger employees tend to have greater science and technical skills than older employees, and because companies are still very conscious of the problem of racial equality in the workplace, many companies usually avoid most Title VII liability when they "reverse discriminate". As part of company staffing strategy, is it wise policy to fast track younger employees or minority candidates at the expense of others, even if there is little likelihood of successful litigation?