In EEOC V Dial Corp

In EEOC v. Dial Corp., where Dial used a weight lifting test to see if people were qualified to do the work needed at a factory, and the EEOC said it discriminated against women, the appeals court held that:

A) such tests of strength are discriminatory against women, so are illegal as disparate impact
B) such tests of strength are part of a bona fide occupational qualification, so are legal
C) the test used here was not a good predictor of ability to do the job, so was discriminatory
D) the test used here was a good predictor of ability to do the job, so it was legal
E) none of the other choices