If airline business travelers prefer to be served by physically attractive women rather than attractive men or unattractive individuals of either sex, a profit-seeking firm will regard being female and attractive as job qualifications (Yuracko 2004a). If white workers rebel at being bossed around by a supervisor who is not white-skinned, being white-skinned may be a job qualification for the supervisor post. One response to these examples is to identify the most qualified applicant for a post as the one whose hiring will do most to advance the morally legitimate purposes of the enterprise. This formulation allows the construction firm to consider the excellent carpenter who insists on working to the highest standards as unqualified and likely guides us to regard hiring the airline stewards and stewardesses as a difficult borderline case. These verdicts are plausible. But notice that the firm that caters to the racist prejudices of its workers has the morally innocent aim of making profits. One problem here is that the firm pursues its aim by catering to wrongful desires, and indeed wrongful desires of just the type that equal opportunity aims to overcome. In contrast, selecting a black actor to play the lead role in Othello seems unproblematic, and so does selecting a female medical doctor to serve as a gynecologist for a clientele of women who feel more comfortable being treated by a woman rather than a man.  However, the latter example is not beyond challenge. The judgment of the case may depend on the underlying motivation of the customers, as seems probable if we introduce variations of the example. We might imagine that the women who prefer a female gynecologist simply dislike men as such. In an alternative scenario, imagine that the women clients feel more comfortable being treated by a male gynecologist because they view the doctor's role as involving a social authority that properly belongs to males. Here there seem to be violations of formal equality of opportunity.