That's an amusing correlation, Eddie: less sexual frustration = more world harmony....

I feel like I would be requiring their religious/sexual preferences as well as political views as a disclosure.

, or have mental health difficulties, or experienced/are experiencing trauma in their lives, or experience subtle or not-so-subtle racial or sexual discrimination when they look for housing, or are going through a devastating illness, etc. etc. etc.

If you own mid to large sized MF's in college towns, on-site security may be an important consideration for various reasons, like assaults, sexual assaults, disorderly conduct, etc.

@FBI, this guy has some strange fixation on me and when I was a kid and...strange.....pseudo sexual stuff. 

Assuming there's no issue with insurance, the biggest thing I would suggest is to meet the dog ahead of time, see how it reacts to strangers, look for any signs of misbehavior or aggression.

While I agree with@Richard C.that the assisted living facilities are highly regulated and complex (I handled some of these claims when I was in claims, and have a friend in Los Angeles who is a caseworker for adult facilities), and the insurance for an assisted living, or any home health care type of facility is expensive, because you not only have the common General Liability issues, but you also have the Physical/Sexual Abuse liability issues...and other insurance issues too.However, from a strictly property perspective, you can be the owner of the facility and simply provide the property for the facility, and those who operate it would be responsible for the insurance required to run their business from the property you own.

You might change your mind if you saw they had two sexual assault convictions and 11 pending lawsuits from homeowners that are suing them for work not performed.And once you have gathered quotes do all of the reading on line that you can about that specific job or work that you are hiring. 

More importantly, preventing a sexual offender from staying as a guest with a tenant.

In Wisconsin: race, color, national origin, religion, sex (including pregnancy, childbirth, and related medical conditions), disability: physical or mental, age (40 and older), genetic information, marital status, sexual orientation (includes having a history of or being identified with a preference), arrest or conviction record, military service, off-duty use of lawful product. --- Milwaukee also adds on top of that: source of Income.)