the Bona Fide Occupational Qualification (BFOQ)
From my standpoint, the Bona Fide Occupational Qualification (BFOQ) is unfair. Research indicates that this mechanism allows employers to choose those that will be able to form the tasks effectively; through discriminating a selected group of people based on some circumstances such as gender and age (Findley, H. M., Van Buskirk, Edwards & Belcher, 2019). I believe that it is not open-minded and fair since a person with other features that are out of the explained list would do the task more effectively, but they are not given a chance.
For instance, a man may be denied to work at a women’s clothing store when he may be more qualified and would be more efficient than a woman.
BFOQ is also unjust to the discriminated population, which may be adversely affected by this criterion when they are left out. In as much as the Bona Fide Occupational Qualification is legally allowed, I believe that BFOQ limits opportunities to some people and may lead to some drastic implications. Furthermore, some of the basics that govern discriminatory elements like gender are not clearly stated (Cavico, & Mujtaba, 2016). It is generally inequitable to deny someone a chance simply because they have specific characteristics.
References
Cavico, F. J., & Mujtaba, B. G. (2016). The bona fide occupational qualification (BFOQ) defense in employment discrimination: A narrow and limited justification exception. Journal of Business Studies Quarterly, 7(4), 15.
Findley, H. M., Van Buskirk, D., Edwards, T., & Belcher, W. (2019). Is Discrimination Legal: It Depends On Your Business. ASBBS Proceedings, 26, 219-230.