[shkkmo]

No, that is not how it works.

> 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/

[nl]

Are you a lawyer?

I'm not. But I don't believe you are right - advertising in a magazine doesn't exclude people just because their demographic doesn't target them.

If you ran a job ad for a make-up person in women's magazine there is nothing stopping a man who is also interested in make up seeing it and applying.

That is different to the Facebook system, where there was no way for someone from the excluded classes to see the ad.

[shkkmo]

I am not a lawyer, but I am directly quoting the US Government Agency that is responsible for enforcing these laws.

US employment law prohibits a large number of normally OK employment practices when they have a disparate impact on protected classes.

> For example, an employer's reliance on word-of-mouth recruitment by its mostly Hispanic work force may violate the law if the result is that almost all new hires are Hispanic. [0]

[0] https://www.eeoc.gov//laws/practices/