Without enforcement mechanisms (a PIER plan in this context), the 14th Amendment is just blots of ink on paper.
If truly being race-blind (or any other way of dividing people that is not strictly merit) is really your goal, and you are aware of unconscious bias, then what are people really objecting to?
"Unconscious bias" is sociological dark matter. It is a kludge used to prop up otherwise ineffective social theories.
Different groups of peoples have different strengths and different weaknesses. This isn't some sort of a problem that needs fixing.
And if one does want to 'fix' it you need to start way earlier than at the e.g. hiring point. Want to beat that kid who's been playing violin for hours a day since he was 6? Ok, then your target demographic is 6 year olds, not professional orchestras.
[1] - https://www.nytimes.com/2020/07/16/arts/music/blind-audition...
But looking from a sex standpoint blind auditions are responsible for a sweeping change in the ratio of men and women in professional orchestras (though men still outnumber women %60 to %40, but that is from a near %100 a while ago). This is absolutely a case to look at to demonstrate what unconscious biases are, and a wonderfully effective way of fighting it in one specific place.
The change in gender differences is easily explained by more girls pursuing music from an earlier age. More people (as a ratio) from a group competently doing something means you end up with more highly successful outliers from that group.
Blind screening started in the 50s.
Please explain to me how %85 of Fortune 500 CEOs are white men. I don't believe for a moment that white men (myself included) are generically better at being CEOs, or at performing any of the roles that lead up to those positions.
The unconscious biases that the people in those positions choosing their successors to look like them selves is a strong explanation of this, and studies have been show that in controlled situations this sort of things happens all the time. Even by those who want things to be color-blind.
And group differences are not only genetic. Why do you think that, for instance, 70% of American football or NBA players are black, while only 8% of baseball players are?
Go look at an average MBA classroom and know what you'll overwhelmingly see? Pretty much what a sampling of CEOs looks like, especially once accounting for performance.
Unconscious biases can be eliminated through anonymization or adopting objective evaluation criteria. E.g. having an orchestra audition behind a veil is a way to eliminate bias. By contrast, setting quotas on the number of each gender or race achieves equity, but it does so through explicit discrimination.
Some DEI policies act like a veil. Others work like the latter. The recent executive orders ban the latter, not the former.
Our constitutional republic is not merely "just blots of ink on paper" but rather alive and well.