Are you saying that

  a) since such a cumbersome effort to weed out highly
  probable biases, that go unnoticed or unchecked, would
  likely be too prohibitively expensive for employers to
  undertake and hence any such lofty expectations should be
  done away with or 
  b) are you denying the possibility that such biases can
  exist in huge numbers in hiring & career growth decisions?

The former might be somewhat of a valid concern - corporate governance may not have evolved enough to make room for such things yet. Although, given the pace with which other reforms have been addressed in areas of women & BIPOC representation in the workplace, this sort of thing may not be too far out in implementation.

But the latter surely is wrong. It's just that no one wants to be the first to open that can of worms. Thats all.