Weirdly, I think you should pick the applicant whose skills match best to what the position calls for, and hire them.
The premise of the article here is that HR can fix diversity issues. They can’t, if women and two of the minority groups (African Americans and Latinos) are badly underrepresented in the candidate pools.
Also, let’s keep in mind that the subject here is Google, who apparently get hundreds of applications for each job. That means they, probably uniquely (well, maybe a few of the other hot tech companies, like Facebook and Amazon) are able to hire qualified people with a perfect diversity mix. If they want to.
But oddly, they apparently don’t; and perhaps that’s the real argument that Damore should have made, in a paragraph or less.
And for all other companies, it’s next to impossible. If you want to hire an engineer, and you get 20 qualified applicants, and you want to hire an African American or Latino, it’s kind of hard to do if all 20 are white.
I’m repeating myself from another post here, but the solution to gender, Af-Am, and Latino diversity in tech is not solvable by HR; it’s something that has to be solved when college students declare their majors. It;s horribly unfair to HR to put the onus on them; they can only be as good as their applicant pools allow.