Which of the following is NOT a defense under Title VII?

Which of the following is NOT a defense under Title VII?

• A. Bona fide occupational qualification (BFOQ)
• B. Market wage rates
• C. Personal preference
• D. Seniority

Answer: (C)

The correct response highlights that "personal preference" is not recognized as a defense under Title VII of the Civil Rights Act. Title VII prohibits employment discrimination based on race, color, religion, sex, and national origin, and provides specific defenses that allow employers to justify certain employment practices that might otherwise be discriminatory. Bona fide occupational qualification (BFOQ) allows employers to hire individuals based on specific characteristics when they are essential to the job's performance. For example, a women's clothing retailer could legally hire only female models, as gender is a BFOQ in this context. Additionally, seniority is recognized as a legitimate defense under Title VII, as it provides a way for companies to reward long-term employees and can be a lawful basis for making decisions about promotions and job assignments. Market wage rates may be considered a legitimate approach to compensation, but they don't serve as a defense against claims of discrimination. They pertain to discussions on compensation equity and workforce competitiveness rather than as a direct defense against discriminatory practices. Personal preference, on the other hand, does not align with the legal standards set by Title VII. Preferences that lead to discriminatory practices are not sufficient to justify or defend actions that might otherwise violate the Act. Thus, this emphasizes the principle

The correct response highlights that "personal preference" is not recognized as a defense under Title VII of the Civil Rights Act. Title VII prohibits employment discrimination based on race, color, religion, sex, and national origin, and provides specific defenses that allow employers to justify certain employment practices that might otherwise be discriminatory.

Bona fide occupational qualification (BFOQ) allows employers to hire individuals based on specific characteristics when they are essential to the job's performance. For example, a women's clothing retailer could legally hire only female models, as gender is a BFOQ in this context. Additionally, seniority is recognized as a legitimate defense under Title VII, as it provides a way for companies to reward long-term employees and can be a lawful basis for making decisions about promotions and job assignments.

Market wage rates may be considered a legitimate approach to compensation, but they don't serve as a defense against claims of discrimination. They pertain to discussions on compensation equity and workforce competitiveness rather than as a direct defense against discriminatory practices.

Personal preference, on the other hand, does not align with the legal standards set by Title VII. Preferences that lead to discriminatory practices are not sufficient to justify or defend actions that might otherwise violate the Act. Thus, this emphasizes the principle