There is some truth to that. Even with this "new" skills based hiring, adverse impact will still be a large concern in hiring. In my experience, organizations (both government and private sector) pay attention to their hiring numbers by protected group status. In my work I try to explain to my clients that this is definitely something to monitor, it should not be a driving factor in who you hire. Some of my clients care more about it than others. It usually comes down to their lawyer and how much risk they think there is if there are large disparities in hiring rates by group status.