Bumble recently added a clear out to its professional networking mode, Bumble Bizz, to present girls the choice to best match with different girls. The immediate reaction — specifically from men’s rights pages — changed into, “Isn’t this unlawful?”

Part of the outrage stems from the first article written about the characteristic, from CNBC, with a headline that said the tool “we could recruiters exclude guys.” Another headline from Fortune followed, calling it a “‘Women Only’ Job Hunting Tool.” What the headlines, and subsequently guys’ rights boards get incorrect, is that Bizz isn’t supposed to be used as a recruiting tool — just a networking characteristic. And although it was, it wouldn’t always run afoul of discrimination laws.

Bumble Bizz first launched in 2017 as a separate mode inside the relationship app, allowing men and women to listing their resume and capabilities. Comparisons were made to LinkedIn. However, Bumble said that Bizz changed into designed for “networking and mentoring, no longer process searching or recruiting.” Citing a current McKinsey study, which confirmed that girls stay underrepresented at each level of company America, Bumble stated that the brand new, decide-in, girls-only filter out is supposed to help ladies “foster each others’ development and ask for the time they will not be getting within the work place.”

Despite Bumble’s intentions, it’s real that the filter can be misused in ways that would be illegal and discriminatory. Women looking for other women to make expert connections with or discover mentors don’t pose a legal problem, but if employers are looking to use Bumble Bizz to rent candidates, they ought to be thoughtful in how they use the filter.

“Many groups justifiably need to enhance the representation of women in their workplaces to remedy ancient discrimination towards girls,” says Andrew Elmore, a University of Miami law professor who makes a specialty of employment regulation. “So recruitment of girls from social networking websites may be a lawful, and essential, manner to make sure that a vast array of applicants have to get entry to employment possibilities.”

Recruiters could use the clear out as a device for locating applicants. However, they can’t use it to discriminate in opposition to or rule out men from a role. If a recruiter had been to apply the app and only do not forget ladies for the location, that may be a violation of Title VII, which prohibits discrimination based on race, color, a national starting place, sex, and faith.

“An agency is free to recruit from underrepresented populations to make certain that the broadest array of candidates have access to employment possibilities at the company or organization, but it is able to no longer discriminate because of sex,” Elmore says.

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