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EEOC and the DoJ litigate even covert attempts at discriminatory employment - that's kinda their job. The bigger issue is they (and the rest of the Federal Litigation infra) are chronically underfunded due to partisan bickering from both parties.

So you want to force outcomes according to whichever moral rubric is fashionable at the moment? How well has 'equity' worked for Asian Americans with regards to Ivy League admissions?

If there is no evidence of discrimination - how do you even know that it occurred? Are you saying that we should have people who decide what is and isn't discrimination without evidence? (since those, in your example, are not there).

EEOC can consider any sort of de facto discrepancy in racial distribution in hiring to be actionable discrimination.

As far as I can tell DEI is self-imposed. Those who already don't care about discriminatory facets are the ones with DEI groups. The companies without DEI groups have HR departments that handle this.