My parents used to use AAA TripTiks to plan our trips. Granted this was decades ago in the olden days of paper maps, so I have no idea how good they still are, but apparently they still exist. Worth checking out.
I did a cross-country move about 8 years ago, and just planned each leg of the trip separately. I chose where I wanted to sleep, planned the route to get there, and then did the same for the next leg. There’s really no wrong way to do it as long as you connect the dots and go the way you want to.
I think it’s worth picking this apart a bit to show just how complicated it all is. Your motivation seems right, but there’s an inherent contradiction in your suggestion. One of the purposes of DEI best practices is to have BIPOC people in the room at all levels of the organization, in decision-making roles, and normal worker roles. It helps everyone feel welcome, heard, and equal. Often this feeling is intangible but has very real impacts on how works gets done, how coworkers interact with each other, and how satisfied the workforce is. If you have a meeting full of diverse staff, its much less likely that the white folks will spew microaggressions and make everyone else uncomfortable.
That means yes, interviewers should absolutely be diverse themselves, because they’ll typically hire a more diverse workforce. But how do you suggest that we require interviewers be diverse to avoid bias? We need DEI training and enforceable policies for that. So we’re stuck in a vicious cycle.