How strictly is the bona fide occupational qualification defense applied? For example, if asking a potential draft pick whether he is gay is sex discrimination, could the team rebut this by claiming that being straight is a BFOQ? Let's say they argued:
1) Due to the locker room setups, it would make the other players uncomfortable and some might refuse to play with an openly-gay player and
2) We draft players based on both on-field talent and off-field marketability, and we don't believe (or we have market research to prove) that NFL fans would reject an openly-gay player.