That approach has been attempted in other jurisdictions—in Europe for sure, and in Britain. It corrects some of the function of racialization, but not all of it. I think the literature shows that perhaps the most effective way is to acknowledge that racialization has an impact, and address that directly through forms of affirmative action, so that there's a conscious decision around ensuring that the workplace is more representative, as opposed to assuming that the removal of identification leads to that representation.
I think the experience in Britain is that the removal of identification does not lead to representation per se, and that a more deliberate or more intentional approach is more effective in addressing questions of disparity and under-representation.