I can’t wait for whatever right wing forum you usually frequent to come back online and for you to go back to it.
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Then design job specs and the interview process to give everyone a fair chance. Don’t require degrees when they’re not needed. Don’t require 10 years experience in blahblahblah when it’s not needed. Have a meritocratic interview process.
I’ll give an example from tech because that’s what I know. There’s usually a technical coding exercise, you can write a very fast, optimal algorithm or a very slow, sub optimal algorithm. Along with a few other factors, you will usually want to hire the person that wrote the better algorithm. You can learn to write great algorithms for free online, so bias and privilege don’t factor into the test.
You don’t hire the person that wrote a worse algorithm just because they are gay, black, trans etc.
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Their DEI statement begs to differ. Sometimes, the 5 top candidates will be straight white men. According to the statement above, the list will be challenged and presumably a DEI candidate from lower down the list will be moved up to replace them.
Sure, I’m referring to this line “Challenge the diversity of candidate lists for interview or promotion.” in the DEI statement here: https://monzo.com/blog/2022-diversity-and-inclusion-report
As the country is majority straight and white, it will quite often be the case that the top candidates will be straight and white. Given the policy above, that will be challenged by management and diversity candidates will have to replace some members on the list. They will be less suitable then the candidates they are replacing, because if they weren’t they would have been on the list to begin with.
Yes I personally hate coding interviews but if your goal is bias elimination that is what you want, you can either write good code or you can’t. It would be better for me personally for companies to take my experience and credentials on faith but that would exclude people without credentials and experience (which was me a long time ago) from the hiring process.
That really does not follow at all.
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Assuming talented individuals are even distributed across all genders, ethnicities and sexual orientations, why does it not follow? It’s basic statistics?
I support doing all that 
“Of the top candidates there is likely to be more white/straight candidates”
“it will quite often be the case that the top candidates will be straight and white”
Seems the same to me, but maybe not
But on the subject of wording, perhaps Monzo should be more specific in their upcoming 2023 DEI Report to not give the wrong impression.
It’s a shame we can’t live in a world where we all get on and we can all use the pronouns or relationships we want to have.
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Replacing
“Challenging the diversity of candidate lists”
With
“Expanding candidate pool with outreach programs”
Would do the job for me.
Dinner time. I wish you all a diverse and inclusive evening 
Doesn’t “Challenge” in this context mean something along the lines of “Ask the list compiler to justify?”
I haven’t read the document you’ve linked to, so don’t know if it’s clarified in that link.
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The community discussion from when the report was released might be helpful:
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