If your point were true, then you make a good point. But a detailed analysis done by Payscale ( over 500,000 data points). showed that controlling for all non racial variables that they could measure showed blacks and whites had achieved parity.

I think in the past your point was true. But today aggressive corporate diversity initiatives have offset the social capital advantages of the past.

At an anecdotal level, my experience is also different than you suggest. I had more issues with minority and women executives discriminating in favor of their identity group, than white men. I believe this is because white men are less likely to identify as white or men and feel no loyalty to their race or gender.

At a macro scale look at Obama’s two elections. Which racial group was most likely to vote for someone of their own race? Why did Biden feel compelled to declare he would select a black woman VP? Why did Biden make race and gender key factors in appointing his cabinet and not worry he would lose the white male vote, but would benefit politically by putting diversity ahead of competency (was Harris really the best VP choice based on skills)?

Go back 50 years when I first began working, a lot of what you wrote was true. But that was two to three generations ago.