A lot can be said about Google’s decision to release data about the makeup of its workforce last week.
Statistically speaking, the numbers do not look good for Google: 30% of its employees are female, while only 2% are African American and 3% are Hispanic. But the fact that the tech giant opened up about its struggles with diversity and inclusion is a huge step in the right direction, according to one D&I professional.
“Google got it right,” said Leah Smiley, president of the Society for Diversity. “They were forthcoming about the problem in an effort to seek multiple solutions. It presents an opportunity for them to achieve diversity of thought or different perspectives about this issue of underrepresentation of diverse groups.”
In a blog post, Google Senior Vice President of People Operations Laszlo Bock wrote that the company realized it was wrong to not be transparent about the issue.
“Put simply, Google is not where we want to be when it comes to diversity, and it’s hard to address these kinds of challenges if you’re not prepared to discuss them openly and with the facts,” he wrote.
But what can Google—or any other organization that struggles with diversity—do to become more inclusive?
Google’s Diversity Disclosure: What Happens Next?: Associations Now
Statistically speaking, the numbers do not look good for Google: 30% of its employees are female, while only 2% are African American and 3% are Hispanic. But the fact that the tech giant opened up about its struggles with diversity and inclusion is a huge step in the right direction, according to one D&I professional.
“Google got it right,” said Leah Smiley, president of the Society for Diversity. “They were forthcoming about the problem in an effort to seek multiple solutions. It presents an opportunity for them to achieve diversity of thought or different perspectives about this issue of underrepresentation of diverse groups.”
In a blog post, Google Senior Vice President of People Operations Laszlo Bock wrote that the company realized it was wrong to not be transparent about the issue.
“Put simply, Google is not where we want to be when it comes to diversity, and it’s hard to address these kinds of challenges if you’re not prepared to discuss them openly and with the facts,” he wrote.
But what can Google—or any other organization that struggles with diversity—do to become more inclusive?
Google’s Diversity Disclosure: What Happens Next?: Associations Now
