I'm going to take a nuanced response to this because frankly that anyone would want or need a segregated platform is stupid, but yet that need/want does exist.

I'm going to take a nuanced response to this because frankly that anyone would want or need a segregated platform is stupid, but yet that need/want does exist. If you have a team all from the same background (say a prototypical startup, everyone white, upper middle class and went to Stanford), that team will suffer from groupthink and will miss opportunities and/or challenges to different groups. These can be minor issues or can be big PR blowups like when facial recognition systems can't recognize the difference between people with dark skin or just missed opportunities. In general, the solution is to try and build teams with a diversity of backgrounds. How do we do that? If you have applicants come in from different backgrounds. But what happens if you're never seeing any diverse applicants apply? Are your recruiters/hiring platforms redlining (intentionally or unintentionally) and preventing candidates from applying? At that point you go out of your way to reach out to diverse candidates. They still have to go through the same interview process, but you're adding them to the funnel. If you're more familiar with marketing, then you know that digital advertising, direct mail, billboard ads, radio ads, tv ads etc will hit different parts of the population (with some overlap). You can't just go through one marketing channel because you'll miss a large customer population. This is essentially the point of these targeted hiring platforms. The ideal is to use these platforms to combat unconscious and conscious bias. This works as long as they're used in ADDITION to other more generic platforms.