Unfortunately, the diversity of the population does not equal diversification in job skills.
This is a repeat of Equal Oppertunity and job quota's from 2 decades ago. In the 70's I had a job with a TS clearance in a technical field and I noted the stark lack of some ethnic groups. I asked my employer about this ethnic bias toward White. He showed me the stack of applications. Minorities very rarely applied or even trained in the high tech trades.
Due to affirmative action in the 80's by t US Goverment, a family relative applied for an apprenticeship with Bonniville Power Administration. He had the highest test score, until another canidate passed him due to race, ethnicity, etc. My brother was passed by for the position. The selected canidate failed out of the program. By this time 6 months had passed and he took another posiiton in private industry.
Now 30 years later, the BPA HR staff is in the hotseat because they gave preference to minoriities as part of Affermitive Action, but did not give any preference to Veterans. I and my brother are vets. I did not even apply with BPA because at the time I knew the deck was stacked against me.
Mainzer's email to staff said BPA was now working with DOE to identify the first wave of applicants, including veterans, who were disadvantaged and provide them with priority consideration for positions at BPA. But his email also suggested that the problems went on until April 2013, a year longer than initially reported.
Stating only a low number are hired is only part of the story. Poor inner city schools, culture, and other factors disadvantage these minority groups. When they change culture, work ethic, schooling, etc and enter the trades, only then will the numbers start to match up.
Do not fix a lack of a race by hiring 100 percent of the applicatents from a race while only picking 5 percent of a mjority. Testing and qualifications do matter to private industry. It should matter in government positions too.