It’s great that you think that, but what I described is what the government does (because of civil service protections) and what every sane HR department with a high legal risk workforce does. Any US employment lawyer would advise that you follow this practice.
What world do you live in where anti-discrimination laws aren't already aren't already utilized by the employers you've referenced? It's really hard to get fired as a US Federal Government or Union employee (based on what I've seen from both in a Midwest state, for United Auto Workers) and the EEOC has had historically strong support for employees for the entities I've cited.
Private entities will do what they've always done and my original comment succinctly describes the default outcome. Nothing has changed.
