I sincerely don't think diversity programs amount to that. And if you know any that do, call them out because they are not diversity programs, they are "discrimination" programs in essence.

As a side note, I think you expect too much from talent in this specific case. There have been more than one companies that have hired excellent talent only to succumb to the market forces.

I'm curious as to why you don't think diversity programs are not exactly that: discrimination programs. Enforcing quotas assumes (usually incorrectly) that there is an equal supply of talent within the underrepresented minority group and that it is simply bias on the part of the hiring managers that prevents equal numbers of blacks/women/hispanics/whatever from being hired. Putting pressure on companies for not having more minority representation is being discriminatory against (usually) white males, as there are limited spots available at a given company.

If you start with the potentially incorrect assumption that your hiring practices are biased in favor of one group over another then doesn't it make more sense to address this bias directly rather than enforcing quotas? Having your hiring process audited and getting rid of any bad weeds seems like a good start. I've seen firsthand manager who have said outright "we can't hire him, we need to hire a woman this time" after interviewing what seemed to be a good candidate.