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This simply isn't true when the expectations are out of sync with the labor pool.

For example, 90+% of programmers are male, so not all firms can meet a 50-50 gender balance. Top firms try, but that will pull from somewhere. The same goes for race/ethnicity.

Right. This is the fallacy of assuming the cause of disparate outcomes occurs in the place where the outcome is measured. The causal factors, in this case, occur before the candidates even apply.

This is frequently proven wrong by actual numbers. Remember when ElectronConf was cancelled a few years back [1]? The process was completely open, and all judging was completely blind, and still there was a huge uproar when the accepted panels didn't match some folks' notions of what a diverse slate of speakers should be.

[1] https://news.ycombinator.com/item?id=14480868

Bingo.

Diversity begins in schools.