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I think a lot of equity arguments bug me because they often fail to address the real issue (at least in the workplace). It's a matter of attitude, rather than parity/proportionality.
However much we hate it, the majority of people in a stem field will still seek a straight white man out when we look for authority/expertise. That isn't because they are the greatest expert, or that they hold the highest accessible authority, but because it is an ingrained belief. That's just wrong, on so very many levels, that I cannot even begin to express how stupid it is.
Some people have spotted this issue, but their solution is abhorrent - denigrate this group. Raise a generation that looks on this group with contempt, to at least remove the component of authority. It will solve the problem, but it will create a lot more down the line as it becomes the accepted solution. Shall we have a generational genetic lottery forever?
Oddly enough, I think the "blurring of gender lines" brought about by the trans movement might offer a more meaningful solution to some part of this problem, as it erases the categories themselves, rather than attempting to shift their position.
Imo blurring genderlines and rendering them useless as a meaningful measure of power is precisely why so many in power now don't want the gender/trans movement to gain any traction. If people were to realize that gender truly was nothing more than your outward appearance and did not in any way impact someone's ability to gain power, knowledge, or success then we could end up with a WOMAN in powerful positions or even worse the women could actually start to gain allies with the power to change things when former white cishet male presenting people who still speak with their white cishet friends about all the I justices women face start to get outraged on their friends behalf.
Jokes on them. If I want to peruse the expertise of someone at my workplace, I just look for the Asian dude. The white people would be for gossip or talking about food or complaining about stuff. /S