Otherwise known as affirmative action? My guess is that the recruiters realized that selecting for people who could actually pass the interview process and stan

Otherwise known as affirmative action? My guess is that the recruiters realized that selecting for people who could actually pass the interview process and stand a chance at getting hired is a better strategy to getting good performance reviews. It's gravy if its a minority, but you can't count on it. That's not to say there aren't extremely talented women and racial minorities, but I'd imagine they have their pick of the litter right now as everyone is clamoring to have that perfectly homogenous workforce so their director of HR can post their "diversity numbers" and get a big raise. That's the real reason driving this nonsense. The problem is in the supply of the candidates, which starts long before they make it to the recruiter, so it's of no surprise the recruiter can't do anything. It's not like by giving these points we suddenly opened up a hidden cache of women engineers somewhere. If big tech companies really cared about minorities, they would offer minority scholarships, complete with an offer of employment afterwards, sponsor after school programs and help find those kids that have been left behind in the institutional education system. Take that extra budget allocated for this banal and hopeless program and give it to the local Big Brothers/Big Sisters organization and mandate the recruiters attend and mentor someone there. Of course, those results will not be visible in the HR Director's next OKR meeting. Some problems cannot be fixed easily or quickly and that's just how it is. They could be doing these things....but they won't. Instead, we get recruiter "point systems". Bravo, Facebook!