This was the reaction at my company (at the time of the memo) as well. The psychology claims were not as big a deal as much as the fact that the author alleged

This was the reaction at my company (at the time of the memo) as well. The psychology claims were not as big a deal as much as the fact that the author alleged discriminatory hiring policies. This led an exec to publicly state that our diversity policies "isn't code for favoring women over men" and that "being an equal opportunity employer is a commitment to following anti- discrimination laws and maintaining a workplace where everyone matters, everyone has a sense of belonging, and everyone is held to the same standards." This was in stark contrast to our diversity hiring policies which include giving larger bonuses for hiring diverse (women and URM), giving diverse candidates two chances at passing the phone screen instead of one, setting "outcome-based goals" for hitting specific % of diverse tech employees, and even setting up a system of reservations for diverse tech workers (though this last one wasn't established until after the memo). I guess the exec might not be lying if he is speaking from the point of view that anything less than 50/50 is discrimination and that balancing this out with discrimination in the other direction is how to create an equal hiring process.