I guess it depends on how you define a goal of quotas. If it’s meant to increase women’s presence in certain areas just for the sake of having more women somewhere, then quotas might work. But if you apply quotas to fight the gender/sexuality/skin color bias then usually those policies are applied in a wrong place which creates yet another bias, just of a different direction.

Let’s get a promotion policies for example: if you say that at least 50% of board of directors should be women but 95% of all employees is man, then average woman in the company is 19 times more likely to be promoted than average man which seems extremely unfair.

The problem should be well understood first. That is: why do we have so few female employees. Then it might turn out that we are biased in our hiring process. If there’s no evidence for that, then maybe there’s a bias during university recruitment process etc.