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The EEOC and other such guidelines require virtually all decision makers subject to discrimination law—employers, lenders, landlords, universities and others—to pursue racial balancing objectives. The mechanism is straightforward: Disparate impact constrains and often forbids the use of any criterion that has a statistically different effect on a particular race, making it virtually impossible to rely on background or credit checks, verbal or written aptitude tests or academic disciplinary records. Among other things, the EEOC’s guidance warns employers against basing decisions on criminal background checks due to “problems that may be more common among people of a certain race.”

As the OLC opinion concluded, this approach “structurally compels the very racial discrimination that the Constitution forbids” because it operates as a “racial thumb on the scales”

https://www.wsj.com/opinion/the-justices-are-finally-colorblind-53c4296a

The initiative is intended to help jump-start the US nuclear sector, which largely stagnated after the 1970s due to shifting public opinion, political pressure, and increasingly stringent regulations that prioritized safety above all else. The result was an approval process so complex and costly that it was almost impossible to navigate without going bankrupt. Launched in 2025, the Reactor Pilot Program seeks to fast-track a new generation of reactors by using the DOE's independent safety authorization and oversight process at federal laboratory sites rather than the standard Nuclear Regulatory Commission (NRC) commercial licensing pathway for early-stage technology validation.

https://newatlas.com/energy/antares-modular-next-gen-us-nuclear-reactor-critical/