I am a bit confused about this inclusion in Tech being mentioned and a CEO asking for suggestions on how to. Are we talking here about something like reservation for people from diverse backgrounds and women? Like so much percentage of women, so much percentage from diverse background etc ?

I thought every selection or recruitment and advancemenet process provides equal opportunities to all those apply or meet the selection criteria and then the most suitable candidates (fitment criterias apply of course) get selected. On one side we talk about equal opportunities, parities and such principles and if on the other side if we talk about inclusion in tech, does it mean, at every step, later in advancements also, the same principles need be applied?

I was in charge of recruitment for a high tec embedded services firm for more than 12 years. The methods we applied were purely based on merit. Equal opportunities were provided to engineering graduates or experienced hands irrespective of gender, social, economical or religious backgrounds. And the best candidates were selected always. The selections parameters were same for all, same tests, same screening or trimming process, same type of interviews, same grading systems, same reviews of slections process results for all and similar orientation programmes. Never it was felt there was a need to selectively bring in people of different class or gender. We always found they were quite capable of achieving success and exceeding the expectations.