I suspect many companies wouldn't use this as it would make affirmative hiring policies more difficult. For example, recruiters at my company curate lists of names that are majority female, black, or Hispanic (pulled from the census bureau) in order to try and determine which candidates are diverse.
Recruiters at my company aren't explicitly told to hit certain quotas, but they are given larger bonuses for diverse hires and they do have targets for certain percentages of diverse candidate.
Maybe I'm assuming that Bay Area hiring practices are more universal than they really are. Perhaps Bay Area tech companies are under particular pressure to increase the percentage of diverse employees. For instance my company is targeting 33% female tech employees, but most data says women comprise ~20-25% of the tech workforce. Tough to reach those targets without some sort of bias.
For what it's worth I don't think our diversity hiring practices result in any lowered caliber of hires. Most of the affirmative hiring policies only affect resume review and technical phone interviews.
Recruiters at my company aren't explicitly told to hit certain quotas, but they are given larger bonuses for diverse hires and they do have targets for certain percentages of diverse candidate.
Maybe I'm assuming that Bay Area hiring practices are more universal than they really are. Perhaps Bay Area tech companies are under particular pressure to increase the percentage of diverse employees. For instance my company is targeting 33% female tech employees, but most data says women comprise ~20-25% of the tech workforce. Tough to reach those targets without some sort of bias.
For what it's worth I don't think our diversity hiring practices result in any lowered caliber of hires. Most of the affirmative hiring policies only affect resume review and technical phone interviews.