[ajhurliman]

By their wording, it seems like they're more focused on the outcome of the hiring process. No black managers is the outcome, and they said that's unacceptable.

If you look at the process instead of the outcome, it might not be the same. If the scenario was that no qualified black people applied for management positions which resulted in not having any black managers they could still come back to the public and say "We have nothing to apologize for, we tried to hire black managers but none applied" instead of "We failed, we don't have any black managers and it's our fault".

It's good to be unbiased in your hiring practices, but you can only shoulder so much blame. There are many factors that play into the process and you can only accept responsibility for your own actions.

[jason_dstillery]

How do you evaluate whether your process is good or bad without looking at the outcome it produces? While I grant that even the best/fairest processes can fail on individual cases, if your aggregate result is poor, what other conclusion can you draw except that your process is broken?

To take your example, if the scenario was that no qualified person from a given group applied, you can look at your process and ask what prevented them from doing so. Maybe there's a perception that your organization is hostile to that group, and you can do something to address that perception. Maybe your job postings are only going up in places that target a specific type. Maybe your 3rd-party recruiters are biased. Whatever the reason is, if the broader population of qualified candidates includes groups that aren't applying to your organization, that's pointing to a process problem you can try to fix (which I very much think of as accepting responsibility for my own actions).