The general approach to dealing with low diversity in a team seems to be to increase the percentage of phone screens being allotted to diversity candidates (which on the other hand reduces the number of non-diversity applicants that get a phone screen).

And not actually lowering the bar during an interview / hiring committee meeting.

If you select for something irrelevant lika race you ofcourse automatically lower the bar on average (and raise the bar for the discriminated race)

While I was there, increasing diversity wasn't a priority for them. Now that I think about it, I don't remember diversity even as a discussion topic let alone efforts to address it.