Bona fide occupational qualifications (BFOQ), that is, valid job-related requirements reasonably necessary to the normal operations of that particular business, may NOT constitutionally require discrimination based on:

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Bona fide occupational qualifications (BFOQ) are employment qualifications that employers are allowed to consider while making decisions about hiring and retaining employees. However, these qualifications must be reasonably necessary to the operation of the particular business, and they cannot be used to discriminate on unjustifiable grounds.
According to U.S. federal law, particularly Title VII of the Civil Rights Act of 1964, BFOQs may allow for discrimination based on gender, religion, or age under very specific circumstances where such a characteristic is essential to the job. For example, a women's restroom attendant job might legally require a female employee, or a ministerial position might legally require someone of a particular religion.
However, BFOQs may NOT constitutionally require discrimination based on:
d) race
Race can never be considered a BFOQ under federal law. The Civil Rights Act of 1964 prohibits employment discrimination on the basis of race in any circumstance. There are no situations in which an employer can claim that a racial requirement is necessary for a job's performance. This prohibition is designed to ensure that all individuals, regardless of race, have equal employment opportunities.

Bona Fide Occupational Qualifications (BFOQ), That Is, Valid Job-Related Requirements