The one that "turns away good developers", since you put it that way.
Because good developers aren't all going to look like me, but people's hiring practices tend to make them hire people that look like them under the phony guise of "these are the good people".
(And what makes you think they're turning away good developers for diversity quota reasons, and getting crap instead?)
Has any company actually figured a way to implement the first choice? Hiring is highly subjective. We don't have any foolproof way of figuring out who the best developers are (it's not a well-defined question) and no one has yet come up with a practical way to avoid unconscious bias.
The closest thing I've heard is asking someone to remove identifying information from resumes before screening them. (Blinding the screener.) That should at least help you get a diverse set of candidates coming in. I would think positively of a company that does that.
But the interviews themselves will still be biased and the only question is whether you realize this or you're fooling yourself.
I don't think the two are comparable. At work your goal is to grow and make money as a company. At elite schools they aim to educate their students to better their futures. Colleges are attempting to shape people not make a billion dollars. And I love that here on HN, where from working in the tech industry I can only assume the posters are mostly white and Asian, no one questions whether the metrics are of any quality. Is SAT really a good measure of your talents as a human being? Are high school grades? Two things that vary based on your education before the moment of the test and the grades. The grades themselves being subjective evaluations from thousands of people with different standards. If the quotas were swapped and whites and Asians were getting the "bonus", how quickly would the arguments shift to the idea that the metrics aren't any good in the first place?
Not to mention if you approach the admissions officers at Ivies, particularly at Harvard, Princeton & Yale, they say that they easily could fill 3 freshman classes or more with the applicants they receive. That even most of the rejected applicants could succeed academically at their schools. So yes, I think it's okay to select for diversity.
Here's the thing: it doesn't actually matter how many blacks, gays or women you hire, if they are all 20-something graduates of the same few CS programmes, then you have not achieved diversity in any meaningful way. The point of diversity in a business sense, is a strategy to avoid getting caught in an echo chamber. Any organization that is forcing it with quotas, has missed the point.
Because good developers aren't all going to look like me, but people's hiring practices tend to make them hire people that look like them under the phony guise of "these are the good people".
(And what makes you think they're turning away good developers for diversity quota reasons, and getting crap instead?)