

There was at least one “JD Vance did not have sex with a couch” headline that had to be changed, because how could anyone possibly know whether or not someone has fucked a couch? Journalistic integrity dictates that you only make statements like that if they can be backed up by facts. I could be fucking my couch right now and no one would ever know.
I think it’s worth picking this apart a bit to show just how complicated it all is. Your motivation seems right, but there’s an inherent contradiction in your suggestion. One of the purposes of DEI best practices is to have BIPOC people in the room at all levels of the organization, in decision-making roles, and normal worker roles. It helps everyone feel welcome, heard, and equal. Often this feeling is intangible but has very real impacts on how works gets done, how coworkers interact with each other, and how satisfied the workforce is. If you have a meeting full of diverse staff, its much less likely that the white folks will spew microaggressions and make everyone else uncomfortable.
That means yes, interviewers should absolutely be diverse themselves, because they’ll typically hire a more diverse workforce. But how do you suggest that we require interviewers be diverse to avoid bias? We need DEI training and enforceable policies for that. So we’re stuck in a vicious cycle.