All well and good. However if you have 200 employees and your geographical demographic says you have 3.5% Latinos, 4% asians, and 1.5% gays in your area you damn sure better have at least that many hired or the first time a disparate impact civil litigation comes up, youre stuck.That's not what a quota is. A quota is a hiring requirement, in this case. You can't "use a quota" to determine anything. Representation is a simple statistic. A quota is "you must hire 7 Latinos, 8 blacks, 4 Asians, and 3 gays." And those are, as has been stated many times in this thread, NOT USED.
Disparate impact civil litigation and the EEOC are ensuring a de facto quota system while de jure, it does not exist.