Yes, easily because only thing that is necessary (in the US) is the disparate effect of your employment policies (edit: and the relevancy of those policies to t

Yes, easily because only thing that is necessary (in the US) is the disparate effect of your employment policies (edit: and the relevancy of those policies to the position being filled): > The laws enforced by EEOC prohibit an employer or other covered entity from using neutral employment policies and practices that have a disproportionately negative effect on applicants or employees of a particular race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), or national origin, or on an individual with a disability or class of individuals with disabilities, if the polices or practices at issue are not job-related and necessary to the operation of the business. [0] [0] https://www.eeoc.gov//laws/practices/ https://www.eeoc.gov//laws/practices/