It's not about an interview format for a different race but interviews that take into account how being the odd person out may make it harder than it needs to be. In my ideal process, that helps everyone have a better interview.
I think this is a mistake. Interviewing is a teaching/sales role and many people need coaching to come across as friendly. They aren't going to get that coaching if they see it primarily as an obligation.
I did them for many years out of a feeling of obligation, but if I got better at it, it was slowly, and with diminishing returns. It was just more of the same experience.
For some people that causes anxiety, the exact opposite of comfort.
Or are we talking about the personality type of a movie character pretending to be Zuck?
You've described me perfectly. Except that I'm an anxious, pale-skinned, Jewish guy from rural Oregon who was bullied throughout high school for being, I dunno, skinny, pale, and awkward. This has resulted in a lot of self-worth issues, social anxiety, and major depression, which I struggle with to this day, nearly 15 years after high school. I have been interviewing for high-level companies for the past year and...have not secured a single offer, probably because I suck at interviewing, but who the hell knows?
Anyway, I get what you're saying about the "Zuck" personality type, and that's refreshing for you to mention. I, too, am pretty intimidated by some of the people you describe. I am sorry that they make you feel that way. They probably don't intend to. Anyway, the point I'm trying to make is that there are a LOT of "non-POC" people, AKA Zuckerberg-looking folks, who are incredibly anxious and just want you to smile at them and try to get to know them as a _human being_. I don't want to be grouped together with all the people in this country that have light skin. It's not fair to me.
I suspect that some of the "non-POC" people (why don't you just say white people?) COULD wrongfully see you as an intended "diversity hire", and need to "prove your worth" accordingly, which is racist and wrong. But the problem is that the narrative you're putting forth is encouraging companies to take measures to make the workplace more diverse. If you follow this idea down the rabbit hole, I think it will hurt people that look like me, who have no acceptable "race card" to play. And that's OK. But down the road, it's going to lead to more racial friction. I don't want to be put into a racial box based on my phenotypes. What if there was a form of affirmative action that led to more anxious and depressed people getting better jobs? For a few minutes it sounds awesome, but it's probably the wrong way to go about things, because I think it would lead to animosity between neurotypical people and, to use a woke term, the "neurodiverse".