Don't see what the big deal is. The slide refers to spearheading a diversity program, not the company itself. Seems intuitive to me that such a program with only white, male managers might be problematic.
Furthermore, I don't understand the racist attitude that somehow white or male people are somehow less qualified to lead a diversity program. Interpersonal skills, knowledge of the myriad diversity initiatives and approaches tried elsewhere and how effective they have been, knowledge of hiring practices, knowledge of recruiting practices, knowledge of retention practices, knowledge of the law surrounding hiring, recruiting and retention practices, professional network, etc. are all the type of things that should be relevant when choosing the most qualified candidates for such a position. Discounting all these and elevating someone's race and gender to utmost importance is blatantly racist policy/attitude.
An equally absurd corollary to "those that have experienced discrimination have unique insight into preventing discrimination" is "those that have experienced privilege have unique insight into privilege and how to dismantle it".
Just because you're on one side or the other doesn't make you more qualified by experience. We need people with understanding of both sides of the coin. In other words, we need diversity with respect to experiencing privilege and discrimination to understand what is happening and how to address it. When you don't have people on the other side of the coin, racist attitudes like the ones reflected in that slide proliferate.
Being white doesn't disqualify you from having experience being discriminated either. There are gay, lesbian and transgender white men, women and other gender identities. Head over to The Advocate and read some essays/blog posts from gay white males.
Furthermore, discriminating white people and men from this sphere of work (or any other) gives them some similar experiences and insight into discrimination.
What this thread shows is the sentiment that, if you claim diversity is important, leaving out a group specifically to increase diversity (as opposed to, say, merely reducing their proportion in the cohort) is in fact not being intellectually consistent or honest.
Don't fall into the flippant "Oh ho ho if white's aren't involved I guess it can't ever be legit" sarcastic dismissal. That's neither fair nor accurate.