The whiteboard thing is different. Candidates of all backgrounds can practice that and thus make it less effective as a tool to filter out bad applicants. But diversity quotas, for example, are harder to game because most people can't change much about themselves to meet diversity criteria. So instead you are presumably talking about people who use their background to get an advantage in the hiring process and end up in roles a role for which they are not competent. But this is also fuzzy, because if the company is seeking diversity, why shouldn't people apply and let the company decide if their skills are sufficient? How are they "gaming" something by showing up and being hired? That's a failing of the company, not the candidate.