https://www.theatlantic.com/magazine/archive/2017/04/why-is-...
> Well, not quotas. You can’t say quotas. At least not in the United States. In some European countries, like Norway, real, actual quotas—for example, a rule saying that 40 percent of a public company’s board members must be female—have worked well; qualified women have been found and the Earth has continued turning. However, in the U.S., hiring quotas are illegal. “We never use the word quota at Intel,” says Danielle Brown, the company’s chief diversity and inclusion officer. Rather, Intel set extremely firm hiring goals. For 2015, it wanted 40 percent of hires to be female or underrepresented minorities.
> But since it began linking bonuses to diversity hiring, Intel has met or exceeded its goals. In 2015, 43 percent of new hires were women and underrepresented minorities, three percentage points above its target. Last year, it upped its goal to 45 percent of new hires, and met it.
https://www.intel.com/content/www/us/en/diversity/diversity-...
> US female new hires 35%
For example, from your quote: "For example, we took action when we saw that women in tech were less likely to self-nominate for promotions."
This seems to presume that, in a just world, women would self-nominate at exactly the same rate as men, and that we should intervene until we achieve that world.
I agree 100% with this: "I just hope that women know it's open to them and feel comfortable joining the field. I don't care about convincing uninterested people." I agree with that both for entering the field itself, as well as for other aspects like getting promoted.
Almost every diversity activist: https://twitter.com/sehurlburt/status/894409695057764352
Women being underrepresented in tech is usually cited as an example of sexism in the system. The implication is that there needs to be equal representation for there to be no bias.
Instead here are some of the issues Google seeks to address which seem plenty reasonable to me.
"Our goal is to create an environment in which every Googler can thrive. We check and recheck our people processes (including promotions, compensation, and more) to ensure fairness and equity in all things that impact Googlers. For example, we took action when we saw that women in tech were less likely to self-nominate for promotions. We’ve also long had gender pay equity in our workforce and we recently shared our approach to compensation with the hope that other organizations will adopt similar fair pay practices." https://www.google.com/diversity/at-google.html