I wouldn't claim to have all the anwers, because you're asking tough questions. But not having answers doesn't disqualify anyone from having legitimate criticisms, correct? So...
Equal opportunity has to start with our school systems. We have to dramatically increase our budgets for education. We also have to be honest about cultural problems. In many school districts kids just don't bother showing up, that's on the parents. But when a kid gets a high school degree (for example), that has to have meaning. It can't just be a "I sometimes showed up" award.
OTOH, it also can't be a "I thrived in an environment that didn't fit a lot of other people" award. A lot of people do badly in school for reasons that have nothing to do with their knowledge, skills, or how well they'd do outside of high school.
Next we have to look for things like motivation. Given two applicants with equal education, the one with more motivation ought to be the one who gets hired.
And this is one opportunity for implicit bias to impact what happens.
A candidate who's a bit guarded because they recognize that they're outside of the social group of the interview panel and is trying to read the room will come across as "less motivated" than a candidate who recognizes the panel as part of their peer group and is enthusiastic right away.
What creates bad outcomes are proportional hires, e.g. "well the local community is 40% black, so we must have 40% of our employees be black". Or women or other ethnicities.
And you think that if a company is in an area that's 40% black but, say, only 20% of all employees and only 5% of managers are black, this shouldn't be a sign for the company to have a hard look at whether they have internal issues that contributed to this outcome?
Should we also make cultures proportional? How about height or weight? How do we know what categories we should be striving to balance in terms of equal outcomes.
It's generally based on what people are typically duscriminated against. Also, practically, there are usually categories spelled out in relevant legislation.
... and so ignore diversity, which can create problems.It seems to me we should get everyone a good education and then do our best to be color-blind, sex-blind, ethnicity-blind, and so on.
You kinda shrugged off lived experience earlier, but lived experience really is a form of expertise. No matter how unbiased your hiring process is (or think it is), if it ends up that the lived experience of all the decision-makers in the room only covers a narrow range, then they will fail to see problems or implications that would have been picked up if the group had been more diverse.
IOW, diversity is a strength and a reasonable goal in its own right.