Even if the script doesn't directly deal with the topic. After ~2020 shows on these networks are implicitly Woke and institutionally Racist as they say (like Affirmative Action at Elite universities that was declared unconstitutional), since all these companies have official Quota-based hiring and "Inclusion Policies" on purpose.

As long as these policies exist it's not possible and unreasonable to give them the benefit of the doubt. They created a framework and corporate bureaucracy where even if a creator/showrunner wanted to make a specific show authentic and meritocratic, it's not possible within the studio system if it's not about what they call "an underrepresented group".

While releasing it on these networks he wouldn't even be able to hire personnel based on merit or actors that he thought would best fit for a specific role if he believed that would be the best course of action, which will invariably lead to idiosyncrasies like having shows set in the 1920s Russia with characters called Mikhail Fyodorovich Mindich and Alexei Nachevko that look like they do.

https://press.aboutamazon.com/2021/6/amazon-studios-releases-inclusion-policy-and-playbook-to-strengthen-ongoing-commitment-to-diverse-and-equitable-representation https://archive.is/0RaWH

“With the establishment of our Inclusion Policy and Inclusion Playbook, Amazon Studios has committed itself to being a thought and action leader in the tra.nsformation of our industry,” said Jennifer Salke, Head of Amazon Studios. “We know how much work there is to be done to improve representation both on camera and behind the scenes, and it starts at home, with us. With clear directives and a commitment to accountability, these guides provide a path toward a more equitable future, both on- and off-camera.”

Each film or series with a creative team of three or more people in above-the-line roles (Directors, Writers, Producers) should ideally include a minimum 30% women and 30% members of an underrepresented racial/ethnic group. This aspirational goal will increase to 50% by 2024.

Aiming to include one character from each of the following categories in speaking roles, with minimum 50% of these to be women: LGBTQIA+, person with a disability, and three regionally underrepresented race/ethnic/cultural groups. A single character can fulfill one or more of these identities.

https://reimaginetomorrow.disney.com/assets/DGE-INCLUSION-STANDARDS-ONE-PAGER-6-16-2119.pdf https://archive.fo/UzhTL

Characters: 50% or more of regular and recurring written characters come from Underrepresented Groups

Actors: 50% or more of regular and recurring actors come from Underrepresented Groups

Secondary Characters: Meaningful inclusion of Underrepresented Groups as secondary or more minor on-screen individuals, including background actors

Series Premise: Meaningful integration of Underrepresented Groups in overall themes and narratives

50% or more of producer & above on writing staff and 50% or more of Co-Producer & below on writing staff come from Underrepresented Groups

50% or more of episodic directors come from Underrepresented Groups

50% or more of line producer and/or production department heads (ie: DP, composer, costume designer, editor, production designer, music supervisor…) come from Underrepresented Groups

50% or more of other key roles (any mid-level crew and technical positions) come from Underrepresented Groups

50% or more of the overall crew or project staff come from Underrepresented Groups

Netflix is the least overt about this from what I can find, but with similar results and the same effect on their productions: https://about.netflix.com/en/news/netflix-inclusion-report-2021 https://archive.is/lu1Tm https://about.netflix.com/en/news/2022-inclusion-report-update https://archive.is/qf9No

Our inclusion strategy team can’t do this alone. We need everyone to contribute. Each employee needs to look at every issue, decision, and meeting, inside and outside the company with inclusion in mind. We call this an “inclusion lens”

But the inclusion team cannot physically be in every meeting. So for us to make lasting change in the company, and in our industry, we need to equip every employee with this lens. So we began building that foundation.

In 2022, we redeveloped resources for our recruiting teams, embedding inclusive hiring practices into everything we do. We are also working with our HR colleagues to further embed an inclusion and equity lens into all our systems and practices, including compensation, onboarding, feedback, growth and development.