The "correct" answer isn't biasing evaluation pipelines, it's ensuring you have proportional representation in the pool of applicants.

But you don't in most cases. And a lot of that is because minorities, in general, have a less access to opportunities. By lifting up minorities individually, the goal is to raise them up at a systematic level. And the end goal of _that_ is so that they can/do have proportional representation in the pool of applicants. At which point, the biased treatment to get them there will no longer be necessary.

Admittedly, it's debatable as to whether that approach will work; but I haven't seen any other viable options put forth.

Personally, I believe in affirmative action, but it's become evident that it's incredibly unpopular, and the Supreme Court has rendered it actively illegal, so my personal opinion is moot and I know when to cede a losing battle.

What I was describing is literally the steps you would take if you wanted to ensure you have proportional representation in the pool of applicants.

You obviously need to bias your recruitment efforts, and more than slightly if you want proportional representation of applicants, but I believe it's absolutely essential you do NOT bias evaluations, hiring, or promotion of applicants. To do so actively undermines minorities in my opinion by stripping away their credibility by default.