Diversity at all levels in a business need to be considered as bias in recruitment and selection can start from the most junior level of roles. This becomes progressively more difficult the higher up the hierarchy the selection process is due to the ratio of female and ethnic minority candidates. 

Therefore, at board and executive level the process of targets and quotas to improve diversity could be seen as a token gesture or positive discrimination - negating the issue it is trying to solve. 

In my recruitment process I unsure that a diverse panel and activities are assessed to reduce any chance of bias.