Nice one.
I’d slightly change that as I think opportunity is better than outcome, to focus on.
If you’re interviewing a cross section of people for top jobs and are doing so fairly, you’ll eventually get the outcome that reflects society.
As you know I work in recruitment and many of our larger clients take data based on background and have it in case they discover there isn’t diversity. I do think this is mostly for PR purposes and cover their backs but they are doing it.
The company I work for is a really great example, we’re about as inclusive and fair as you can get. That’s resulted in a lesbian CEO, a black MD and a female and black Sales Director. The business hasn’t done anything but act fairly and it’s resulted in diversity.
I think rather than making it compulsory, companies need to be educated to realise that any form of discrimination can seriously hinder their chance of success/profit, as our BAME people are the best people for the job and are making us successful.
From your post and what I can see from my position, we are on the right path but still have a bit of a way to go.