Agreed, bias would and does plague us in every field. We can however strive to reduce its influence by being conscious of the bias in our decisions specific to the task. However to completely give up the evaluation on the candidate's aptitude for performance and resort to hiring the remaining women candidates to fill up a quota simply cause the recruiters might've missed some excellent women candidates cause of some sexist bias is analogous to pouring oil on the bonfire. The resulting overall performance of the hired candidates 'may' be worse than if bias was allowed to operate unchecked. Instead one slightly better solution (within the quota system) would be to address this at the grassroots, instantiate more programs/workshops that cater to women candidates during their academic time-period allowing them to showcase their skills and learn how the company wants them to be. At least this way you've the option of choosing from a much larger pool of women candidates thereby increasing the probability of not missing out the better women candidates. The results would also speak for themselves for other future employers who're looking to recruit women candidates for a similar job profile.