Regarding diversity events, I slightly disagree with you. Ironically I became an advocate only after my engineering education, when I suddenly experienced 'different' treatment. Welcome to the real world, they say, but it affected me quite badly. I suddenly found those women support groups comforting. None of the meetups I went was ever "Down with the opposite sex!" although yes, I find myself wishing that there's more rad startups than just fashion and makeup. But there is something refreshing about just listening to leaders, entrepreneurs and hopefuls, all driven and comfortable with their identities, including being female. I mean, if they can do it, I can do it too, right??
As a father, it bothers me to see those considerations described as "women-friendly." Why is it assumed that my wife is the one who has to leave early to pick our daughter up from school? The most "woman friendly" policy would also involve changing the expectations on men to allow women's partners to take on more of the care giving role (for example). I strongly agree with seaknoll in characterizing them as "human friendly" policies.
(I was going to quote seaknoll's comment until I realised that you already mentioned it!)
While I agree with your sentiment (as a father with ~18 month parental leave behind me) It would be nice to know if there are common policies that are problematic in your view.
If HR doesn't have to worry that I'm a bigger liability because of my gender (after all, the man sitting next to me also gets flex time and leeway to pick up his kids) that's a bonus for me.
The worst case is when there are no opportunities, or when they're so lopsided (14 weeks paid parental leave for women, 2 weeks for men) that you become a liability.