Do you really need internal statistics to prove that diversity programs increase the number of employees from the relevant demographics?
Come on. It's self evident that it's working.
Whether that results in effective outcomes for the business is a different matter; but if your KPI is just 'ratio of XXX in employees' there's no question its doing what it's literally designed to do.
While you're not doing this at all, I think there's sort of a conflation between diversity policies at specific companies and diversity in the industry when in reality they're totally unrelated. So I'm my opinion there's a lot of misplaced support for corporate diversity policies which are designed to benefit he corporation, not women or minorities. And the people being discriminated against under thes policies can't openly oppose them or they'll be accused of bigotry and probably fired.
I won't dispute the possibility of the scenario you describe, but the memo being discussed doesn't really fit this at all. The policies and programs he objected to are largely (if not entirely) things like mentoring programs and techniques for making the hiring pool more diverse.
There can certainly be a blurry line in some places that makes it difficult to identify whether a given program has an (unintentional or otherwise) discriminatory effect but a lot of the stuff he objected to is very clearly positive assistance for people who need it, and not anything that harms men in his position.
Come on. It's self evident that it's working.
Whether that results in effective outcomes for the business is a different matter; but if your KPI is just 'ratio of XXX in employees' there's no question its doing what it's literally designed to do.