Yes, but you have to track the increase over time. Hence you have a quota: the % target must be greater than last year.- You have general corporate commitments to increase representation of minorities in leadership and workforce, without a number target.
That % target you are aiming for is a quota.- You have general corporate commitments to increase representation of minorities in leadership and workforce, aiming for a % target within X years.
Again, if you want to reduce pay gaps by a certain %, thats a quota.- You have corporate commitments to reduce pay gaps by a certain percentage.
Why are you hesitant to support quotas? It will achieve your stated goal. Equity and all that shit. Is it because you realize, deep down, how incredibly unfair they are?