Again, deliberately engineering equitable demographics of the entire engineering org is illegal discrimination. Scope is irrelevant. You cannot use protected cl

Again, deliberately engineering equitable demographics of the entire engineering org is illegal discrimination. Scope is irrelevant. You cannot use protected class as a factor in hiring, not in a single hiring decision nor in the broader scope of an entire org. Lets say you measure the hiring demographics over the span of a year. What then ? Directing your recruiters to prioritize underrepresented candidates is still illegal. It doesn't matter whether the scope is a single hire or an entire org: equality in hiring is mandatory. It's not a question of scope. Equality and equity are not equally valid concepts in hiring. The former is required by law, even if it produces an inequitable outcome. There is no "balance" between respecting candidates civil liberties and achieving your preferred demographic distribution.