I’m not in a position to evaluate your management, but I do think it’s important to point out that you and/or your org may have biases which make it harder for you to see issues, and which may discourage people from raising concerns. Discrimination is only extra work if it’s a conscious goal, and it’s easy to miss if your effort avoidance signals the bias as “normal”.
It’s entirely possible you’re totally unbiased and your self described laziness is warranted. But it’s at least as likely somewhere on the spectrum of not enough of a problem for people to risk rocking the boat.
Unconscious bias is a completely overblown concept, and some of the science that supports it (such as Implicit Association Tests) is hogwash.
Note that I am not saying that we do not have cognitive biases (in the general sense of the term) or blind spots, but the idea that people are systematically biased against certain racial or other identity groups in ways they are not aware of just isn't well supported.
It’s entirely possible you’re totally unbiased and your self described laziness is warranted. But it’s at least as likely somewhere on the spectrum of not enough of a problem for people to risk rocking the boat.