Need a perfect paper? Place your first order and save 5% with this code:   SAVE5NOW

How Well Google Is Meeting Objectives Related to Diversity, Equality, and Inclusion

The American search engine firm Google, officially known as Google LLC and formerly known as Google Inc. (1998-2017), was established in 1998 by Sergey Brin and Larry Page and is a division of parent company Alphabet Inc. Google is in charge of more than 70% of all global information retrieval queries, making it central to the experiences of the vast majority of users. The company’s main office is in Mountain View, California. Given its market hegemony, information gathering, and technological capabilities in artificial intelligence, it has been called “one of most influential corporations in the world” and among the most valuable global brands. Along with Microsoft, Amazon, Apple, Meta, and Apple, its parental firm Alphabet is regarded as one of the Big Five American technological corporations. On September 4, 1998, while Larry Page and Sergey Brin were pursuing their PhDs at Stanford University in California, Google was created. Collectively, they possess around 14% of their publicly traded shares, and thanks to super-voting stock, they have 56% of the political influence (Tran, 2017). In 2004, the business had its first public offering (IPO). Google underwent a reorganization in 2015 and became an Alphabet Inc. wholly owned subsidiary. Google, Alphabet’s most prominent business, serves as a holding corporation for all of Alphabet’s online assets. On October 24, 2015, Sundar Pichai was named CEO of Google, succeeding Larry Page, named CEO of Alphabet. Pichai was also appointed CEO of Alphabet on December 3, 2019. Google is doing a great job of achieving its diversity, equity, and inclusiveness goals.


The ability to develop and adapt in a rapidly shifting environment depends on diversity. The purpose of overseeing diversity is to maximize each employee’s contribution to company objectives. Due to historical prejudice, affirmative action focuses on particular populations, such as women and people of color. Affirmative action emphasizes the need for law and social obligation, while diversity management stresses the need for business (Roosevelt 2010). The diversity is influenced by primary, secondary, and tertiary factors, claims Mazur (2010). The primary factors include gender, ethnicity, race, aging, and impairment. These qualities most significantly determine one’s self-image and perspective, as well as the work and community. The secondary aspects, which are less evident than the major ones but affect a person’s sense of self-worth, include academic credentials, sexual preference, spirituality, society, professional experience, parental status, and nationality. The worker’s attitudes, emotions, and opinions are categorized as auxiliary aspects.

How Diverse Is Google

The Black, Latinx, Asian, and Indigenous Populations

Google receives a diversity score of 78/100 from its diverse workforce, ranking the company among the top 10% of businesses with 10,000+ personnel for Comparably. The Diversity Score sheds light on how different employees feel about and evaluate their time at Google in terms of numerous cultural factors. Google is dedicated to building a multicultural and diverse workforce. When we accomplish this, the staff flourishes. The goal is to establish a work environment that values the variety of all users, clients, and staff. While creating products, they try to include viewpoints from cultures that differ in terms of color, nationality, cultural status, faith, sexuality, maturity, impairment, sexual preference, military status, and country of origin. While inclusion, diversity, and equity are crucial for luring and keeping top people, many businesses fall short in these areas. When companies do execute a program, it might not be very successful. Google Inc. used to ask its mostly white male employees how the company was doing regarding diversity, equity, and inclusion. The company needs to evaluate how well the Black, Latinx, Asian, and indigenous groups are doing to create a culture whereby they feel essential and psychologically comfortable.

Diversity Issues in Google

Thus, according to Google’s most recent diversity statement, the corporation is falling short of its aim of doubling the number of Black workers by 2025, despite minor advances in the number of Black personnel. Additionally, women of color are particularly challenging for the search engine behemoth to retain.

Unconscious Bias?

Numerous experts cited unconscious bias as the cause of girls enrolling at a lesser percentage in computer programming schools. Recent memos by Google employees have brought professional prejudices into the national spotlight. These developers question the organization’s diversity standards and contend that the mental disparities between men and women explain why very few women work in IT. Additionally, he downplays the impact implicit biases have on working-class women. Although most think we treat all individuals equally and don’t prejudice, the study indicates that subconscious views manifest themselves in our behavior (York, 2017). This argument holds that every community had deeply ingrained, though not always explicit, notions about what was proper conduct and job paths for men and women. Females report that these experiences include being requested to take minutes of meetings or even get breakfast. In contrast, their male coworkers are not, getting their skill sets called into question at employment (with some men openly wondering if their organization were “lowering standards” to hire females and minorities) and also being analyzed more for their personalities than for the caliber of their work. 71 These stories were backed up by research. One analysis found that female code was approved more frequently than men’s code on the GitHub website. In this open-source online portal, anybody may suggest software applications for cooperative coding projects (78.6% vs. 74.6%), but only while their gender was undisclosed. 72 When female coders’ credentials were made public, their work was less frequently accepted than that of men.

Internal diversity and inclusion training programs have been scaled back or cut entirely.

Four Google workers and two recent emigrants told NBC News in conversations that internal inclusiveness and diversity apprenticeships had been reduced in scope or eliminated since 2018. They added that the team in charge of those programs had been scaled back and that vacant full-time positions either went unfilled or were outsourced after members of the diversity teams left the organization. As per seven former and present personnel, a well-liked diversity awareness curriculum at Google called Sojourn, a thorough racial justice curriculum made for staff to understand unconscious bias and ways to handle debates about race and injustice, was cut entirely (Glaser, 2020). According to four existing employees, Sojourn provided its final training to Google employees in 2018 before ceasing operations entirely in 2019. Seven current and former workers from various teams and responsibilities at the firm stated that they all thought the decision to terminate Sojourn and remove staff from diversity programs to place them elsewhere at Google was made to safeguard the organization from the conservative reaction.

Little Progress for Women and People of Colour

In contrast, recruiting for Latinx workers fell from 6.8% in 2018 to 6.6% in 2019. Only.2% more Latinx workers were employed in technical positions. Not much stronger, female staff declined from 33.2% of global recruits in 2018 to 32.5% in 2019. Women made up around 25.6% of technical hires over that time frame, a far distance from gender balance. Because recruiting only reveals one aspect of the equation, Google started including high turnover in 2018. In 2019, women’s attrition rates remained under standard, as they had in prior years, while Latinx turnover in the U.S. fell below the Google estimate. The attrition rate rose exponentially for black women and was most significant for Native Americans. Generally, most marginalized subgroups had a minor improvement in Google’s staff participation, calculated as recruiting minus turnover. Women made up 32% of Google’s working population in 2019, an increase from 31.6%, and Black and Latinx employees made up 9.6% of the U.S. workforce, up from 9% in 2018. Black workers’ representation in management remained stable year over year, while Native American employees’ representation decreased by.2%.

Minorities Leaving

Google’s most recent diversity assessment, which details how minorities are fleeing Mountain View in massive numbers, highlights the fact that Big Tech has a diversity issue. The turnover index in the analysis tracks the number of employees quitting the company. The index revealed a sharp decline in Google’s capacity to retain minority employees. It has a threshold of 100. The black employees were where the most shift was noticed. The black employee attrition indicator rose from 112 in 2020 to 121 in 2021. It was awful for black women, whose drop-out rate increased from 110 to 146 over the previous year (Lyons, 2021). The figure for black men dropped from 114 to 106. Latino personnel experienced a comparable rise in attrition, from 97 to 105 during the same period. Attrition for the group’s female members dropped from 93 to 81. It increased from 98 in 2020 to 117 in 2021 for Latin men. Attrition for the group’s female members dropped from 93 to 81. It increased from 98 in 2020 to 117 in 2021 for Latin men. Native American Staff members left the company more frequently, from 131 to 136.

Initiative Google Is Currently Using To Increase Diversity

Free Speech

The business needs to be very pro-Google employees’ freedom of speech. Anything else that transgresses the Code of Conduct and encourages negative sexist stereotypes in the workplace ought to be prosecuted.

Google decided to educate staff that workers are entitled to publicly acknowledge politicians and employment concerns at work (h s i e h et al., 2019). The action is a part of an agreement with the National Labor Relations Board (NLRB) that disproves claims that the business limits employees’ freedom of speech. In the wake of firing engineer Kevin Cernekee, who alleged he was fired for displaying conservative political beliefs at work, Google was alleged to have violated its employees’ freedom to protest. A notification informing our staff of their responsibilities under the National Labour Relations Act should be posted.

Non-discriminatory ways to reduce the gender gap (Unconscious bias)

When they are employed, all Googlers must complete a diversity training program. The training includes studying visualizations, “two things that appear the same, but evaluated individually, really aren’t,” according to Bock, before moving on to more realistic professional circumstances. Don’t point fingers because everyone makes mistakes in judgment in this situation (H S I E H et al., 2019).

Training on racial consciousness

Google has established a series of commitments to enhance racial fairness and inclusion at the company, including racial awareness training for all staff members and increasing management diversity. Sundar Pichai, the CEO of Google, announced a radical transformation in a memo to staff members that was also posted online. One of the modifications is a new “multi-series training” program for Staff members that will “examine structural racism and racial awareness.” According to Google, the program is currently in testing and will be fully implemented in 2019. According to NBC, Google has recently reduced the scope of its ethnic and diversity training initiatives, including the thriving Sojourn program. Google had claimed that it would be impossible to scale the initiative internationally. Google has additionally committed to increasing the corporation’s management by 30% by 2025 to reflect marginalized minorities better. Just 2.6% of Google’s management was Black, according to the company’s most current diversity report, which is the same percentage it recorded a year earlier.

Performance Paradigm

Reggie’s R.I.C.H. Dialogues are used by Performance Paradigm to promote genuine communication and community engagement. He explains that ” R.I.C.H. ” means “race, identification, civilization, and tradition.” Examining the various perspectives regarding race, identification, culture, and heritage is a type of interaction device that expedites relationship management. Google can achieve it with the aid of the Performance Paradigm. The corporation has been giving top corporate executives advice on changing the dialogue about diversity, equality, and inclusivity (DEI) to produce more intensely involved teams and individuals for over 30 years (Mainwaring, 2021). “Many top leaders are concerned about making mistakes. Don’t worry if you make a mistake. At least you’re demonstrating that you’re attempting, if nothing else. The crew will remain if one follows through. People must participate and continue to be engaged. Productivity Paradigm’s creator, Reggie Butler, states.

Use of Attrition Index

Google employs a scale it refers to as an attrition index, with 100 serving as the baseline. According to the research, the dropout rate for Black women on that index increased from 110 in 2020 to 146 in 2021. The turnover index for Native American women increased to 148 in 2021 from 123 in 2020. According to the research, the dropout rate for Latinx men and women and Asian men and women was more significant in 2021. This fantastic corporation needs to be aware of its platforms and branding position, and that other businesses are keeping an eye on them. The chief diversity officer at Google can support this line of reasoning and try to ensure that the company highlights its accomplishments and areas where it needs to improve.

In conclusion, diversity significantly affects how Google Inc. changes its people operations. All tiers of personnel must be involved, and the corporation must take daily actions. The corporation should implement several rules and guidelines to promote diversity efforts and ensure that the company is inclusive. For the leadership to properly implement diversity into the organization, they should pay close attention to the particular procedures. The organization should first keep hiring more diverse candidates and arrange training to raise diversity awareness among current personnel. Diversity should be integrated into the organization’s strategic strategy to boost performance. The leadership must demonstrate and communicate a vision of diversity for the organization to grasp and adapt to the new circumstances.


Glaser, A. (2020, May 13). Current and ex-employees allege Google drastically rolled back diversity programs. NBC News.

H s i e h, n., Cr a w f o r d, m., & M e h t a, S. (2019). Gender and Free Speech at Google (A). file:///C:/Users/Hp/Downloads/2a3210b9634d39d3e596535285917f65fb94b3c5.pdf

Lyons, K. (2021, July 2). Google’s latest diversity report shows Jump in departures among women of color. The Verge.

Mainwaring, S. (2021). Purpose At Work: How Google Is Building Diversity And Inclusion With Performance Paradigm. Forbes.–inclusion-with-performance-paradigm/?sh=bc0e1251ccf1

Tran, S. K. (2017). GOOGLE: a reflection of culture, leader, and management. International Journal of Corporate Social Responsibility2(1), 1-14.

York, E. A. (2017, August 21). Google memo completely misses how implicit biases harm women. The Conversation.


Don't have time to write this essay on your own?
Use our essay writing service and save your time. We guarantee high quality, on-time delivery and 100% confidentiality. All our papers are written from scratch according to your instructions and are plagiarism free.
Place an order

Cite This Work

To export a reference to this article please select a referencing style below:

Copy to clipboard
Copy to clipboard
Copy to clipboard
Copy to clipboard
Copy to clipboard
Copy to clipboard
Copy to clipboard
Copy to clipboard
Need a plagiarism free essay written by an educator?
Order it today

Popular Essay Topics