That depends highly on what is meant by "diversity". Sometimes the diversity goals are also statistically impossible to achieve in a non-discriminatory manner.

That depends highly on what is meant by "diversity". Sometimes the diversity goals are also statistically impossible to achieve in a non-discriminatory manner. I've worked at companies that set hiring goals calling for X% women in tech roles and Y% people from historically underrepresented groups (long winded way of saying non-Asian minorities). Often times these targets are well above the representation in the available workforce. If 90% of pediatricians are women, and a hospital sets a quota calling for 30% male pediatricians that's inevitably going to lead to unequal hiring practices. At least not unless there's some other reason to expect a 3x overrepresentation of men at this particular company. Same if a company sets target of 40% women in tech roles, when the demographics of that labor force has women in the high teens or low twenties. Not every commitment to diversity has this conflict. For instance, committing to diversity by anonymizing applications is not. But pursuit of representation targets largely is.