It's an unfortunate reality in any organisation or institution that creating job roles that have no tangible goals and objective ways of measuring success, or don't require actual skills or ability, will attract individuals who are more focused on pushing their own agendas and ideological viewpoints. And there's plenty of these types from all kinds of backgrounds and minority groups. It gives them a thrilling sense of power and control over others that they wouldn't otherwise be able to achieve because they don't have what it takes. People (of all backgrounds) who actually achieve stuff tend not to go for DEI roles.
It enables management to be seen as doing something without actually doing anything. There's now a figurehead who can twiddle thumbs, email out newsletters, organise 'workshops' and pay money to other orgs to lecture employees / staff while getting paid handsomely themselves. Sort of like politicians in a way.
I'm sure there's plenty that can be done to look at tangible and realistic ways to improve hiring and career progression in physics and other scientific fields, better work/life balance, long-term investment in improving the diversity of candidates that feeds the 'pipeline' for leadership opportunities, reducing barriers and addressing any bullying, sexism etc. But it does require honest conversations that don't shy from difficult conversations and isn't heavily invested on a specific outcome. And you don't necessarily need a DEI role for that.