The doesn't actually work if your hiring procedure is actually discriminatory. There is a concept called disparate impact in US employment law. That means your

The doesn't actually work if your hiring procedure is actually discriminatory. There is a concept called disparate impact in US employment law. That means your employment process can't have a disproportionate adverse impact on a protected class, unless there is an actual business requirement that causes the disparate impact. An example would be: if your job requirements is "must be able to lift 70lbs" it probably will have a disparate impact on women and the disabled. This is fine as long as the job actually requires heavy lifting (such as a mover). But if you require candidates to be able to lift 70 lbs for an office job - then it's illegal discrimination even if everyone who is hired meets that criteria.