[nxobject]

Can you say more about where the "3 out of 4" comes from? I'll admit that I've worked on hiring committees in exactly four places, so it's been a straight 0 out of 4 for me. (One at a small liberal arts college; one at a tech consultancy; one at a state agency; another one at at govtech consultancy.)

We can haggle over how many is enough to make a sweeping generalization, if you'd like. But I don't think that's productive for any of us if we want to debate whether loyalty tests actually existed, or whether "DEI" reduces to religion, as the parents have claimed.

[Manuel_D]

One company outright designated a segment of engineering headcount as exclusive to women and URM candidates. Managers were prohibited from fulfilling this headcount with Asian and white men. This was done despite having an overrepresentation of women in engineering roles relative to their representation in the field. Another allowed diverse candidates multiple attempts to pass technical interviews where white and Asian men got one chance. A third company set a quota of 40% women in engineering hires in OKRs (contrast this with ~20% of software developers and ~10% of electrical engineers that are women, those two fields made up almost all engineering roles at the company).