I can’t speak to what their particular “Anti-Racist/Anti-Oppression lens” is, but when I try to be equitable, the point of the exercise is to be aware of potential biases, and avoid them.

It’s not about preferring black employees or hating on white employees. It’s to recognize the dynamics that race might have in your organization that have nothing to do with job performance.

To tie into your anecdote: if a company hires drivers, maybe comparing a black driver and a white driver solely on the number of times they’ve been pulled over, is not an accurate representation of their driving performance. Being aware that someone could potentially need a better performance indicator is part of what this exercise might be.