Making a process blind to the person applying is a common DEI tool. Orchestra auditions are the famous one that I know about off the top of my head. Some links I googled and skimmed for rough quality, not vetted for serious study and may only be a starting point:
2013: https://www.theguardian.com/women-in-leadership/2013/oct/14/...
https://gap.hks.harvard.edu/orchestrating-impartiality-impac...
... I mean, that's because they're the same thing, presuming that you use the literal definition of 'meritocracy'. Now, 'meritocracy' is sometimes used to mean "only hire straight white guys who went to one of about four universities", but that it is being used as a euphemism, not in its literal meaning (however, these days it is so often used in that euphemistic sense that it has become honestly pretty pointless as a term.)
Making the talk proposal process blind seems more like meritocracy than DEI. The people opposing DEI [claim to] want qualifications to matter and race/gender/whatever issues not to.