I wish you were right, but IMHO you need to take the devil's (racist's) advocate position here. Even an average not-really-racist but-slightly-prejudiced ("non

I wish you were right, but IMHO you need to take the devil's (racist's) advocate position here. Even an average not-really-racist but-slightly-prejudiced ("non-woke") HR manager can look at this and go "oh, Google got f_cked so hard for firing these two minority members... I really don't want to possibly end up in that situation"... and, even if that's certainly discriminatory thinking, it's not "wrong" on the pure logical level. And even worse, it's unlikely to be noticed and very hard to fight. The decision not to hire someone won't come with an explainer why, and proving discriminatory practice there is quite hard. ... and the HR manager may even do this subconsciously! In that case noone is even aware discrimination is happening. (Which is why blanking applications is so important!)