It's not really a "logic game"... that seems like a dismissive way to approach this conversation and makes me feel like you may not be willing to entertain any

It's not really a "logic game"... that seems like a dismissive way to approach this conversation and makes me feel like you may not be willing to entertain any ideas through the course of a discussion. There have been multiple experiments run using resumes with identical experience but different names, and it seems that "black sounding" names are consistently called back less often, in some cases 50% less. https://www.nber.org/digest/sep03/employers-replies-racial-names https://www.nber.org/digest/sep03/employers-replies-racial-n... This makes me feel like some kind of hard requirement like a quota might actually be corrective given that there are measurable biases in who gets called back for an interview? Or maybe to put it in a different lens, given this is a narrow scope of data that doesn't do much to support the vague idea of a "diversity initiative" — perhaps the better approach would be anonymizing resumes during the initial outreach process?