And it'll apply to the employer here, Uber, just as soon as they start preferentially hiring female gender drivers because of the imbalanced demand (for specific gender drivers) created by this discriminatory policy.
Uber is generally not legally the employer of drivers, and state and federal employment non-discrimination law generally applies only to actual employment, not independent contracting.
California had a court decision which would have done that generally, so they sponsored a ballot measure that excepted them, in exchange for other regulations. I'm not aware of any US jurisdictions where they haven't managed to avoid employer designation as a general rule.
But I know there are some wrinkles like workers comp disputes where individual drivers were found to be employees for workers comp purposes.
