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DEI isn't a hiring quota or mandate to prefer a minority candidate over a non-minority candidate. It is the mindset that different experiences, backgrounds, cultures, and viewpoints provide more variety and richer ideas than a single homogenous set, and as such, those differences should be considered as a positive along with other qualifiers as part of the hiring process. A company that values DEI still hires straight white men (speaking as one who works for such a company), as ours is still a viewpoint that should be represented and adds value. But they may also choose a minority candidate over a white male candidate with comparable qualifications if they fill a gap in experiences or culture that the company/team is missing. However, in fact, the reverse is true. If a team is oversaturated with, say, Indians, women, LGBT, etc., a straight American male candidate may be the preferred hire in that case. Should that white guy feel like he needs to justify his position?
Um no. No one should have to justify the spot in an organization based on their culture, race, sexual orientation or gender. I think your scenario illustrates how ridiculous caring intensely about cultural background is for hiring situations. Wouldn't diversity of hobbies, or college education backgrounds be just as valid? Business should be about business, not crafting the perfect society. If you're a good person and a good fit for the role then you're a good fit.
I believe diversity is a admiral goal for an organization. I just don't think DEI policies give enough benefits to the groups they want to protect to be worth the negative second order effects.
They are. I've been asked about hobbies and such before in interviews (my boss even brings somw of them up when we are doing introductions to new hires/interns) and my boss remarked in my interview that he had never interviewed someone that went to my college. Those things are factors.
The practice you describe is explicitly illegal in almost all employment circumstances in the United States.