There is one question a diversity authority needs to answer:
"If you want a larger amount of people from a small pool of viable candidates, how do you do that without lowering the bar?"
Stated differently, if 1 in 100 university graduates earning a software engineering degree are black, but you want your company's demographics to match the population demographics which is 15 in 100, how do you get closer to 15 in 100 without accepting unqualified candidates or without having the average black employee under perform the average employee as a whole?
Any diversity bureaucrat that fails to answer that question is absolutely unqualified and is a detriment to the institution they are a part of.
There is one harsh reality that needs to be understood: Affirmative action and diversity initiatives ("C" level diversity focused staff) are functionally reparations.
The American public has robbed entire classes of people of wealth, and therefore their ability to pay for competitive advantages, like private school, which other people can afford. This results in not just systemic disadvantage, but generational disadvantage.
I don't think generational disadvantage can be solved without efforts like affirmative action, but the packaging that diversity bureaucrats are selling is one that requires proportional response, and therefore foments backlash.
Diversity bureaucrats try to use power, rather than justice, to achieve their goals. "We will fire you if you disagree" is using power. "Reparations are the right thing to do. Offering opportunity to those we have taken them from" is justice. The difference is subtle, but important.