This is pretty naive. Everybody who is not a raging racist thinks they are "colorblind" when it comes to race, but the fact that we let biases unconsciously guide our hiring decisions is pretty well established (Take the John/Jennifer study from Yale for instance). Having a "mechanical" way to fight the bias helps: sure, base the hiring decision only on some magically objective measure of merit that you come up before the interviews that has nothing to do with non-job-related characteristics, I agree with that; but also just ensure that minority groups are actually represented in a reasonable relative proportion in the applicant pool, otherwise there is definitely bias happening somewhere in your pipeline.