What you’re describing is absolutely, totally, illegal and has been since the 1970s. This was decided in Griggs v Duke Power Co. The phrase you can look up is “Disparate impact” and in particular the “adverse impact” and tests.

DEI has big problems, but most of them stem from businesses just slapping in a 60 minute micro aggression course from a third party service and calling it done

https://hbr.org/2022/12/the-failure-of-the-dei-industrial-complex

What DEI is supposed to do is stuff like:

For example, a purposeless unconscious bias training required for all employees is almost certainly less effective than an unconscious bias training deployed specifically for decision-makers like hiring managers or supervisors, to increase their familiarity with newly implemented bias-interrupting practices like hiring panels and scoring rubrics after an audit found evidence of bias in hiring and promotion processes.