A company should spend time looking at their affirmative action programs, not just metrics. The metrics can lead to issues with creating quotas. However, we need to set guidelines and programs that target recruitment across minorities, protected veterans, and disabled. Likely, Palantir needs to develop job descriptions and requirements. For example, I don't see a requirement for security clearance, but considering some of their projects, that could be a limit. If I am an immigrant or child of an immigrant, there is significant impact to my chance of getting a security clearance, as would be bad credit or other issues.
I would hold recruiting events, specify specific hiring criteria - including clearances, and set some guidelines into positions. I would also recognize issues with cultural norms and hold training and expected behavior. For example: Palantir values teamwork, but that means different things to different cultures. Maybe the focus on team selection and referrals, which has some benefit to team dynamics, but can cause group think. It is a hard line to walk