Also, the original source you cited clears says:
> For the next year and a half, this will apply to 100 percent of vacancies, after which the university will review the percentage covered by the scheme each year.
but frankly, I don't really understand what they mean by "in the first six months of recruitment".
The interview clearly says that the rule applies to "the first 6 months of recruitment", which in my understanding of the process means "after the job ad is posted".
Btw, imho Dutch people have a tendency for "certainly good enough" solutions because it keeps things moving (instead of perfectionist stagnation whenever confronted with complexity like us germans often do). This 6-month period of only looking at female applicants during recruitment looks like one of those. Nobody says that this will stay the rule forever. Also consider that they will get very few female applicants anyway, so there is still a lot of room for men.
But try to understand the thinking for a moment:
If no solution is applied at all because people are waiting for the perfect one, there will be continued discrimination against competence. This has costs too.
"Take no action" might not feel like a decision, but it is one and has ill effects.
Is this better than trying a fix for a short period of time that may be mediocre, but is at least effective?