That's true, it goes a lot further for government contractors. They are even required to implement affirmative action plans if their numbers are too far off. But you can still be sued or criminally charged for specific acts of discrimination even if you're not a government contractor.

That's true, but if the company has a non-discrimination policy, communicates it, and enforces it, those kinds of suits are difficult to win.

Managing that policy isn't normally a separate position.