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DEI policies wouldn't ignore it because DEI policies would make it so employers would have to take into consideration that there might be a reason why the Quebecois got their bachelor's from a provincial university instead of McGill and it doesn't make them less competent even though their paper isn't as prestigious.
Than maybe the issue is that people need to communicate properly what they mean by DEI exactly, because I never heard a DEI policy like that, neither online, nor in the news, nor at my job.
PS: Besides, hiring a competent guy from McGill sounds to me like hiring on merit. Hiring based on paper diploma is not hiring on merit.
DEI policies is anything that can be done to compensate for systemic (not systematic) discrimination in the workplace, may it be during the hiring process or after, the goal being to have a workforce representative of society and that is treated equitably and inclusively no matter who they are. It can take many shape or form.
Then I guess the issue is we need more granular names for various DEI policies, because it is impossible to discuss any merits or demerits of something this vague and broad.
This vagueness then makes the issue far more divisive as proponents pick best policies to defend and detractors pick the worst examples to criticize.