Good point. One possible explanation is that in many cases it's currently seen as sufficeint to say the right things about diversity and do enough to show that

Good point. One possible explanation is that in many cases it's currently seen as sufficeint to say the right things about diversity and do enough to show that you're making an investment. Actually improving diversity requires significant changes that can be very uncomfortable; and is typically fiercely resisted by many (although certainly not all!) of the people who have the advantage in non-diverse environments. So the problems don't get attacked in the same way a company would approach things they truly see as business priorities. Several years ago I had the charter for "game-changing strategies" at Microsoft, and some of what we came up was diversity-related. When I give the quick thumbnail sketch of my career, I sum this stage up by saying "the company didn't really want to change". And everybody nods sadly.