Assuming sufficient evidence, one could have an employment attorney pursue the claim and let the attorney keep any damages awarded beyond their contingency fee. Negative stimuli may not improve the culture, but it may improve the discriminatory HR behavior. And even if the behavior isn’t improved, there is then a mostly immutable public record of said discriminatory behavior (which is arguably more valuable than whatever scuttlebutt is on Blind or similar platforms).
Possibly, in which case someone on the inside would have to be incentivized to be a whistleblower, either due to moral or financial considerations if silent rejections were covering up the illegal activity. With that said, people are lazy, they slip up or they become demoralized, disgruntled, and comfortable with spilling the beans. More so in a volatile macro with layoffs compressing more work amongst less staff.
TLDR Have your paper trail in order if you suspect illegal behavior, everything else is then logistics with counsel and/or regulators.
It might even be demonstrably securities fraud.
https://wp.nyu.edu/compliance_enforcement/2022/06/22/can-sec...