The whole zero-sum, straw man depiction of DEI initiatives is intellectually lazy, even if we ignore the ideology. When I've put effort into it, it's looked like:

  * blinding candidate names from take-home or resumé reviews
  * writing structured interview rubrics
  * defining concrete soft skills and behaviors we're looking for, instead of "culture fit"

In a world without, say, sexism, the above practices would still lead to better hiring decisions. It just happens to be the case that in our world, making your hiring process better tends to make it less sexist; everything that rises must converge.