Inequities, both subtle and overt, are perpetuated by discrimination across the myriad systems we all live in. Wages, health, housing, criminal justice involvement, educational outcomes and virtually every other well-being measure shows that not being part of the default for race, gender, ability/disability and other sources of difference is associated with poorer outcomes. It is a fully researched and understood reality that systems perpetuate outcomes that are racist/sexist/ableist, etc.
At the same time, people within those systems may personally feel quite open to the lives and experiences of others. They can care about resolving injustices and in no way want to do harm.
The work of strengthening diversity, equity and inclusion in organizations starts by doing the research to understand the scale, sources and experiences of inequities within the organization and its field. Then it requires doing the hard, emotional work of reconciling that with intentions and recognizing that we operate within these broader systems of oppression. Only then, can DEI initiatives extend beyond positive but tentative steps like employment censuses into being a core consideration in all decisions and a core measure of being successful in your work.