Ask HN: Are Diversity Quotas in Tech Really Promoting Diversity

After reading https://techcrunch.com/2016/09/12/slacks-director-of-engineering-leslie-miley-doesnt-believe-in-diversity-quotas/ it occurred to me that most of the "diverse" people brought in to tech companies are really from the same backgrounds. Sure, they look different, but they were all raised in basically the same upper-middle class or wealthy backgrounds. Same can be said for our tech PhD hires, almost all have PhD parents and academic families. Companies like Google have internships tagged only for women, and scholarship programs ostensibly to do the same (one exception is for veterans, which they recently dropped from funding 20 or so students to 2 a year). The question is, are these people really diverse? Should we look beyond mere skin deep features to define diversity? Is discrimination to hire only one category of individual based on skin tone, gender actually legal in the U.S. (perhaps elsewhere?)? As a woman, I feel very odd going into interviews knowing I can only hire a woman for the position because that is what our hiring budget has been directed towards. We take marginally qualified bioengineering grads over people who have spent their entire school careers immersed in computer science. I wouldn't want to get the job just because of my anatomy. Almost Nine out of ten resumes are for men, statistically it would make ~90% of our workforce male gendered, yet we manage to achieve almost 30% female gender (largely due to hiring directives). Is this really the only way we can improve our diversity? What now happens to the dudes once the market is more saturated (and it will be in a few years)? Are we forcing other companies ratios to be out of whack? Is this really fair to smaller companies that can't out-bid us (PR-wise)?