If you don't ask, then you don't learn. If you don't learn, then you don't have the data and knowledge necessary to make decisions that affect this. And you're making those decisions every time you walk to the ballot box, at the very least.
you don't have the data and knowledge necessary to make decisions that affect this
What decisions are you making that are based on questions like "why do black people sit together at lunch?"
Look, I get it. Everyone wants to dive deep within someone else experiences ostensibly to be able to relate better or whatever. There is no shortage of these stories to be read in books, online or elsewhere. Where in my opinion it crosses the line is when it's in the work environment.
The only exception I can see for this is if your work revolves around deeply understanding or catering to a specific racial/other demographic that is not your own. That's problematic enough as it is, but in those cases it wouldn't be personal in the same way that these conversations seem to go.
The whole thing is voyeuristic.
That said, even misguided and offensive questions like that are not as meaningless as they seem, given the right context (which, again, obviously wasn't a case in that interview - but could be a case in, say, a study on the subject). For example:
>> What decisions are you making that are based on questions like "why do black people sit together at lunch?"
If the answer involved discrimination or exclusion by other students, which is the most likely explanation based on everything else, then those are issues that need to be addressed. And even if this is outside of your personal area of responsibility, at the very least, you have a moral responsibility to ensure that the people who you elect and/or fund who are responsible for it, pay appropriate attention.