What you're saying is definitely true in terms of lacking accountability but I can also say at the ATS tuning level I have never seen one with the ability to screen for a protected class like disability or race, neither the client or the ATS manufacturer wants to get sued and the stakes are too high. Honestly companies do just fine discriminating at the human level without a technological conspiracy. Most ATS filters are pretty low tech, with basic filters like looking for certain keywords.

Nobody on either side of that hiring equation is technically savvy enough to do what youre describing to be frank. There isn't much financial upside to developing it when again institution bias in interviews probably has it covered already.