Probably this has to be just be looked as simply avoiding being bad. To avoid being bad, you don&#x27;t have to overcompensate; that just creates reverse biases. Just don&#x27;t have a bias: for instance, don&#x27;t make a decision because someone is a woman, or Asian or whatever. Any decision: hiring, awarding a raise or promotion, etc.<p>A discriminatory bias cannot be measured by simple proportions, like how many women work at Company X out of the total, and therefore it cannot be eliminated by something naive like a hiring quota or similar. Such a program <i>necessarily</i> involves making decisions based on gender, and so on and so doesn&#x27;t avoid being bad.<p>The concept of &quot;workforce diversity&quot; is basically rooted in poor understanding of statistics, together with a willingness to apply a corrective discrimination.
Even if half the software developers in a country are women, and there is no bias anywhere, it can still so happen that men constitute, say, 80% of the developers in some organization. Such an event has a certain nonzero probability which allows it to happen.