As I mentioned earlier, quotas and hiring targets are not the same thing.
With hiring targets, the first thing we look for is skill. We have assessment criteria, a statement of merit criteria; in short, we define the requirements of the position very clearly. We use tools to assess candidates in a way that is fair to everyone. We want to make sure that, at the end of the staffing process, no one feels that they were treated unfairly, man or woman. For each staffing process, we rely on neutral assessment tools that allow for merit-based assessment.
Once the assessment is complete, the skills of the candidates being equal, preference is given to women if hiring targets have not been met. That way, people won't feel that candidates were selected because they were women.
The Canadian Space Agency ensures that it follows appropriate processes. Having worked there a number of years, I can say that I haven't heard people claim that certain individuals were hired because they were women. We are mindful of that, and our approach is well received and clearly laid out.
I think it all depends on the level of communication, whether with all staff members or throughout the staffing process, as well as afterwards, once the process is complete. Making sure to communicate the approach and information clearly is also key.
Does that answer your question?