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Employment practices that do not directly discriminate against a protected category may still be illegal if they produce a disparate impact on members of a protected group. Title VII of the Civil Rights Act of 1964 prohibits employment practices that have a discriminatory impact, unless they are related to job performance.
[39]-- have an executive order, administrative order, or personnel regulation prohibiting discrimination in public employment only based on either sexual orientation or gender identity: An additional 2 states -- Alaska and Missouri [40]-- and the Commonwealth of the Northern Mariana Islands have executive orders prohibiting discrimination in ...
The authors argue that when employers are unable to check job applicants' criminal records early in the hiring process, they instead resort to statistical discrimination against groups that include more ex-offenders. [36] A 2020 study by economist Evan K. Rose found that Ban the Box had negligible effects on ex-offenders' labor market outcomes ...
The modern history begins in 1961 when President John F. Kennedy in 1961 issued Executive Order 10925, which required government contractors to take "affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin."
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The order's language concerning employment and sexual orientation was also repealed when Clinton signed Executive Order 13087 in 1998. The order was explicitly repealed in 2017, when President Barack Obama signed Executive Order 13764, the last of his Administration.
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