It’s not. The idea is that when evaluating/interviewing an applicant it’s strictly merit based. But when reaching out to potential candidates on LinkedIn, choosing how to represent the company on campuses and at conferences the company can choose to act in ways to bring in more underrepresented applicants. So without changing their hiring standards, they can hopefully still increase the diversity of the pool of applicants and in turn increase diversity of the company. A lot of tech companies right now are adopting this diversification strategy.