>Hiring practices which can effectively lower the bar for “diversity” candidates by decreasing the false negative rate
Is this what you're referring to?
He railed against the idea that pay and hiring gaps must be caused by biases and, once you rule out bias, what you're left with must be some combination of cultural, biological, and personal factors. Better to discuss and address real issues and not perpetually pretend that everyone is a closet racist and sexist.
he also didn't outright claim women/minorities are "inferior" but that biological differences mean they are good at different things and maybe driving them into tech isn't necessarily a good thing. he also further claims we should be looking at each candidate and evaluate their skills as an individual and not because of one of their attributes (i.e. race, gender, religion)
I'd urge you to reread the manifesto and not get too focused on the part with bad science. the author makes some other interesting points.