The FAA’s Hiring Scandal

It should never, ever be about hard quotas.

It absolutely should be about using some contextual information (factoring the person's school environment in) and challenging assumptions about stereotypes so that you are not deciding who is best on assumptions but on evidence.

I'd be interested to read about a DEI effort that gives the rest a good name.

e.g. in a male majority profession, for every two male applicants selected to interview, select at least one female applicant. But once the candidate pool is established, pick the best available candidate for the job.