A manufacturing company has used a specific mechanical aptitude test for hiring since the 1950s. A recent internal audit reveals that the test consistently results in hiring significantly fewer women than men for assembly line positions. When challenged, the company's legal team argues that there was no intent to discriminate, and that the test was a standard industry tool long before legal frameworks addressing hiring bias were established. Based on the legal and research developments concerning employment testing that occurred in the mid-20th century, evaluate the strength of the company's defense.