Workers at the Dial plant in Iowa needed to be able to lift about 35 pounds of sausage at a time to a height between 30 and 60 inches. Doing this over and over meant injuries to workers, so the company began a Work Tolerance Screen (WTS) test for potential employees. Candidates had to demonstrate certain strength ability.
For years, the workforce was about half men and half women. After the WTS was introduced, the number of women hired dropped to 15 percent. One applicant took the test and passed it, but was not hired.
She complained to the EEOC.

1. The appeals court affirmed that the strength test discriminated against women job candidates. Since the job required strength, what could Dial have done to evaluate job candidates better?
2. Was the discrimination here intentional or unintentional?