This got me wondering how they plan on getting to that goal and if it is ok for one organization and or line of work can/should it be applied everywhere.
Good stuff. Let's talk about the first part of your question, irrespective of the morality or rightness of them doing so.
The EEOC requires employers to annually look at the racial demographic profile and compare that the demographic of that local region. For a large company with several locations in different metropolitan areas, they may have widely differing demographics in those areas.. But if they have a lower percentage in one racial category than the local population, here is the EEOC guideline for doing it without violating EEO laws:
"Homogeneous recruitment sources - Employers should attempt to recruit from racially diverse sources in order to obtain a racially diverse applicant pool. For example, if the employer's primary recruitment source is a college that has few African American students, the employer should adopt other recruitment strategies, such as also recruiting at predominantly African American colleges, to ensure that its applicant pool reflects the diversity of the qualified labor force."
In other words, they can target a demographic by adding recruitment events where those demographics are, as long as they also recruit in common areas that all demographics would come into contact with the message (local newspaper, Facebook targeted ad, etc)
The goal of having 50% women - not much controversy there. Roughly 50.5% of the population is women, so it you can have a qualified workforce with 50% women, you will be cheered where ever you go.
50% white, 50% of color - may be problematic. Whites in the US are 76% of the population (60% if you must mean whites who have Hispanic heritage); so deliberately striving to go below that theoretically goes against your goal. But they would probably be cheered by U.S. officials if they did.
But here's the thing: it is VERY hard to make significant changes in workforce makeup by recruiting (at least that would meet these goals), no matter how hard you try. So as long as Universal makes a good faith effort and follows EEOC's recommendations, they won't be "punished" if they never reach those 50-50 goals.
https://www.eeoc.gov/laws/guidance/...bout-race-and-color-discrimination-employment