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People don’t want to wait for the systemic problems to be solved, so “positive discrimination” measures are promoted. I dislike it too.

What makes you think certain line items listed on a resume will guarantee that a person is going to be a better pick than someone else who doesn't have those things listed? Would you argue that someone who's been a cashier for 8 years is more qualified than someone who's been a cashier for 4 years, or do you think it wouldn't really make a difference?

You can argue that this is a racist initiative, but you could also argue that basing hiring decisions purely off of advantages and opportunities that some people receive inherently based off their ethnicity, in a country full of systemic racism, is also racist. There's also a big component of classism involved here as a result of hundreds of years of systemic racism that kept certain groups locked out of certain classes while other families have had opportunities to build on generational wealth and all the advantages that come along with it.

Wait until you see how many white rich people Trump is gonna hire.

I understand your sentiment. Can I ask you to consider a scenario?

Imagine a company needs to hire a new employee. They have 9 white men, and need a 10th person. Whoever is hiring may not think they are prejudiced, but they need to consider how the new hire will fit in with the existing team.
They may be worried about how hiring a qualified woman will upset the dynamic. A qualified Hispanic with an accent may be overlooked if the hiring manager is concerned about their English skills. Any number of reasons that may not even be conscious, but influence the decision to hire another white man.

Do you think it is possible for DEI practices to ensure diverse and qualified candidates? Why does hiring a non-white have to mean they are less qualified? If we instead start with the assumption that qualified candidates exist from many backgrounds, hiring them in proportion to their representation in the population doesn't seem like a crazy idea.

Which company? Every company is implementing it differently.

I'm skeptical that every company that hired some suit to sit being a DEI title did it for anything more then appearances or that every company even needs a dedicated position to handle it when a memo to HR could suffice, but what examples can you cite that have been a disaster? Have you been in a company where it didn't work or are you just parroting social media?

Also, "practice" and "execution" mean the same thing in your context.