Bona fide occupational qualification is the only way that a company can overcome in cases linking facially discriminatory guidelines or practices where the employer readily admits to using the protected class as a basis for making employment decisions but maintains that there is a sound business reason for doing so. Arguments for BFOQs based on the discriminatory preferences of customers, coworkers, or clients are usually unsuccessful. Otherwise, employers could shirk their responsibilities by blaming others: “I would like to hire a woman as vice president, but our senior managers are old-fashioned and would not be comfortable dealing with her.” This would leave a gaping hole in anti-discrimination laws.Affirmative action preference often takes the form of good employment practices, such as identifying and encouraging more diverse applicants, posting all employment opportunities, eliminating selection criteria that impose unnecessary barriers to employment, and offering extensive development and mentoring opportunities 。First, there are lines of progression in work organizations such that promotions usually occur out of particular positions. Thus, if the effect of initial hiring decisions is to segregate some groups into dead-end jobs from which promotions are not typically made, that effect will also manifest itself in future promotional decisions。The action that should be taken before using Bona Fide Occupational Qualification is knowing the situation knowing if the job situation fit for BFOQ. Ex. You cannot hire a female that is younger pretty as a cashier versus older gentlemen based off looks, because this can put you in risk for a lawsuit. The older gentlemen could be a cashier just like the pretty cashier.