We also need the data on interview to hire rates to make much of it. Companies might just be more willing to interview women despite their lack of apparent qualifications in the name of diversity, but then can't justify the hire. That would seem to be a healthy phenomenon if it were the case.
That would still be discrimination though, just in a way that benefits an underrepresented group. Discrimination isn't always bad, and it is legal to descriminate in hiring if you are doing it for diversity.
It's not going to break the bank if they are not hired otherwise than based on their merits. Paying extra attention to a historically underrepresented class of people is generally considered not only meritorious, but necessary. I agree nobody should be hired without being the best for the job, but if an interviewer has limited time adding a few extra interviews for one group of people is the only practical solution. If it is hugely lopsided that is it's own problem, however the bump seems to be significant but not game changing.
