This sounds suspiciously like a motte and bailey argument. The motte is that hiring processes have biases so we need to introduce artificial biases to make the process fair. That's quite reasonable (if it's actually true). But what's actually going on in practice is people are unhappy with the gender distribution of the outcome of the hiring process, so they're trying to tweak the process to get equality of outcome. To do so, they're necessarily sacrificing equality of opportunity and simultaneously making bad business decisions by not hiring their estimation of the best according to their interview process.

You're right, hiring in tech has gender bias, but right now that bias leans in women's favor at every step. Other commenters have posted research on this point, but I'll add my anonymous, unverifiable anecdotes to the pile. When I was on hiring committees at my old company, I watched us hire women who performed less well on our technical interviews than men we rejected, for the explicit reason of hiring more women. But I'm savvier than Damore, so I knew when to keep my opinions to myself about it.

And still there's fewer women in tech. There has to be other explanations.