I can't speak to other companies, but in my experience, inhouse recruiters have no incentive to pass bad candidates past the phone screen. I have no incentive to pass bad candidates to onsite. We want to spend as much time needed to find the right candidate and no more and we don't want miss out on anyone. But we don't want to waste our time either.

I just want to call out that diversity and inclusion are not about battling "perceived racism". Diversity and inclusion measures are to counterbalance the fact that professional (and personal) networks in tech are not diverse. The status quo left alone would bias itself toward white and Asian males irrespective of intent. By actively looking for underrepresented candidates, companies can counterbalance network effects in hiring.