2026年6月10日 13:25 UTC / 路透社
作者：大卫·谢泼德森
2026年6月10日 13:25 UTC 1小时前更新
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华盛顿，6月10日（路透社）——美国运输部周三表示，将废除其长期以来禁止带有意外“差别”影响行为的民权监管规定的一部分。
2025年4月，唐纳德·特朗普总统下令联邦机构不再执行禁止带有歧视性影响的政策和做法的法律，而这类影响往往并非有意为之。
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美国运输部长肖恩·达菲表示，该部门明确其监管规定“仅禁止故意歧视，而非带有差别影响的行为或活动”，并补充称，运输部不会针对差别影响责任采取行动。
抑制所谓的差别影响责任——这在与就业相关的案件中很常见——移除了政府数十年来用于监管住房、教育、贷款及其他领域歧视的一项工具。
联邦反歧视法律可追溯至内战时期
周二，美国司法部表示，平等就业机会委员会为遏制受保护工人群体遭受差别影响而发布的法律指导是错误的，因为它仅关注结果，丝毫未考虑雇主的意图。
众多联邦法律——有些可追溯至内战后数年——禁止基于种族、性别、宗教及其他受保护特征的歧视。长期以来，法院将歧视认定为故意行为，但这一情况在1964年具有里程碑意义的《民权法案》通过后开始改变。
美国最高法院在1971年的一起案件中裁定，原本中立的就业行为若对受保护群体造成不成比例的影响，且与工作表现无明显关联，则可能违反《民权法案》第七章。
可能产生差别影响的政策示例包括：对女性或残障人士更难达到的体能要求，以及要求新员工为应届大学毕业生的规定，后者将许多年长求职者排除在外。
特朗普及其他差别影响责任的批评者表示，诉讼威胁会阻碍企业基于业绩和技能做出决策，且该法律理论错误地假设，只要不同群体间存在任何结果差异，就存在非法歧视。
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US transport agency rescinds ‘disparate impact’ civil rights regulation
2026-06-10 1:25 PM UTC / Reuters
By David Shepardson
June 10, 2026 1:25 PM UTC Updated 1 hour ago
United States Department of Transportation logo and U.S. flag are seen in this illustration taken April 23, 2025. REUTERS/Dado Ruvic/Illustration Purchase Licensing Rights
Precept Business Services, Inc.
WASHINGTON, June 10 (Reuters) – The U.S. Transportation Department said Wednesday it is rescinding part of its long-standing civil rights regulations that prohibit conduct that has an unintended “disparate” impact.
In April 2025, President Donald Trump ordered federal agencies not to enforce laws that prohibit policies and practices with discriminatory impacts that are often unintended.
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U.S. Transportation Secretary Sean Duffy said the department is making clear its regulations “prohibit only intentional discrimination, not conduct or activities that have a disparate impact”, and added USDOT will not take action on disparate-impact liability.
Curbing so-called disparate impact liability, which is common in employment-related cases, removes a tool the government has used for decades to also police discrimination in housing, education, lending and other areas.
FEDERAL DISCRIMINATION LAWS DATE BACK TO CIVIL WAR
On Tuesday, the Justice Department said the Equal Employment Opportunity Commission’s legal guidance to deter disparate impacts on protected groups of workers is wrong because it focuses solely on outcomes with no regard for an employer’s intent.
Numerous federal laws, some dating back to the years after the Civil War, prohibit discrimination based on race, sex, religion and other protected traits. Courts long understood discrimination to be an intentional act, but that began to change after the adoption of the landmark Civil Rights Act in 1964.
The U.S. Supreme Court in a 1971 case said that otherwise neutral employment practices can violate Title VII of the Civil Rights Act when they disproportionately affect a protected group and are not demonstrably related to job performance.
Examples of policies that can have disparate impacts include fitness requirements that are more difficult to meet for women or people with disabilities, and requirements that new hires be recent college graduates, which rules out many older applicants.
Trump and other critics of disparate-impact liability have said the threat of litigation prevents businesses from making decisions based on merit and skill, and that the legal theory wrongly presumes that unlawful discrimination exists where there are any disparities in outcomes among different groups.
Reporting by David Shepardson; Editing by Chizu Nomiyama and David Holmes
Our Standards: The Thomson Reuters Trust Principles.
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