> To date, I have not seen any positive evidence of these expensive policies and the _very expensive_ consultants who are hired to enforce them.

The positive effect is reducing the firm's legal risk if they are accused of discrimination. The positive side-effect is strengthening HR's and DEI consultant's role in determining the allocation of economic (and, in the case of influential schools such as the Ivy League, political) power, since they now derive strength not just from corporate hierarchy, but also from the legal and PR risk if management tried to oppose them.

They have, effectively, positioned themselves so as to select the next ruling class.