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Google's diversity strategy and how it works

Melonie Parker
Chief Diversity Officer at Google
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Google Cloud Next 2020
July 14, 2020, Online, San Francisco, CA, USA
Google Cloud Next 2020
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Google's diversity strategy and how it works
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About speakers

Melonie Parker
Chief Diversity Officer at Google
James Heighington
Advocate for diversity at Google

Melonie Parker is the Chief Diversity Office and Director of Employee Engagement. Melonie has an extensive HR background spanning ~20 years. In her 2 1/2 years at Google, she has been a People Partner and Director of Diversity, Equity and Inclusion. Prior to joining Google served as the Vice President of Human Resources & Communications at Sandia National Laboratories and also spent 17 years in a variety of Lockheed Martin business areas, locations, and progressive leadership roles that touched on employee relations, staffing, EEO/Affirmative Action, diversity programs, compensation, benefits, and K-12 outreach initiatives. Melonie Parker received a B.A. in Mass Communications from Hampton University and an M.A. in Human Resources from Villanova University.

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About the talk

Google’s diversity, equity, and inclusion strategies have scaled up and evolved since the company issued its first Diversity Annual Report six years ago. Learn how Google is continuing to build a workforce that reflects all communities. Join the discussion on the efforts to better understand Google's global workforce, to build a sense of belonging, and to tackle the challenges to advancing DEI in this unique time.

Speakers: Melonie Parker, James Heighington

Watch more: Google Cloud Next 2020 All Sessions → https://goo.gle/next2020

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Hi everyone. My name is Melanie Parker. I'm Chief. Diversity officer for Google, I'm joined by James heinsohn. A global head of diversity strategy for the session. All of you in this session today, know the demand for cloud technology solution, has, ramped up dramatically these few months the need for Reliable Tools, that help teams. Collaborate remotely has never been greater as your company's make decisions about whether you're working from home or the office. You might be starting to wonder how that will impact your workplace culture. You probably asking questions. Like,

how's the real value of my business is workplace culture? How might we continue to Foster community in belonging with a more distributed Workforce? How are my company's decision? Influencing its commitments related to diversity, equity and inclusion? I'll be up front. I don't have all the answers. I'm wrestling with the same questions to In fact, our CEO Sundar pichai was recently asked about this. He mentioned our campuses have been designed to Foster collaboration and Community as well, as chance, encounters that lead to Innovation. But he

also said that we're looking at the data and the feedback from employed with an eye toward offering more flexibility to work from home in the future. The conversations are ongoing and there are still many unknowns about the future. But today, what is clear is we need to have a deep understanding of our Workforce before we begin to insert, Bei into the dialogue in a meaningful way. And one of the key ways, we reveal our understanding of our Workforce and the progress we're making through Dei is through our diversity annual report, we published at the past 6 years and

we just recently released the 2020 report. So today I want to share with you how are building a Workforce that reflect all communities as well as some of the DDI strategies were using to cultivate a sense of belonging at this time. Every year since 2014, we published our diversity annual report. We were one of the first to do so. In our industry, the report is anchored on the fact that there's some under representative groups who have historically been discriminated against and excluded from opportunities and who today, remain affected by systemic,

racism xenophobia and the like we continually try to. Look at our data and capture more nuances. About all of the people who work at Google, we always want to see more Humanity in the report. Everyone wants to see themselves reflected and validated I should also note that we have supplements to this data including a survey called self ID which is global through it. We're starting to expand how we look at our Workforce. So with that, that I want to share with you what we're learning along the way. This report provides one of the largest publicly available.

Bei dated this in our industry, this data represent real people who make real contributions to our mission and our culture and we must keep in mind that the human element SATA drive everything. Google. It's from the way, we develop products, to the way, we design our diversity, equity and inclusion effort before we dive in a couple quick notes on our data. First, we include gender data globally and race in the US around the world their various government protections on. What day do we must collect, as well as what data. We cannot collect this

report of the line with standard business practices for multinational corporations, even as we find new ways to collect more globally, inclusive data through self ID. II will use the plus sign and all our racial categories to indicate. Multiracial, people are connected to each racial category previously multi-racial. People were counted in a single category which doesn't fully represent their identity. We made this change to be more inclusive with DD. I most people think of the date of the rounding, how our work force is growing to better.

Reflect the communities. We serve these changes in our Workforce representation, are largely driven by two inputs hiring and attrition. Let's start with hiring. Google did well in several key ways in 2019 when it comes to hiring, we have both head and non tech jobs at Google. Last year, we saw the largest increases for black Tech hiring ever measured. We also look at new hires, our new colors as we call them. We're pleased that black New Glarus. Now, make up the largest under-represented racial group in non-tech hiring we measure success in

other ways. To, for example, a googler Built tool, helped us identify and remove gender bias from job posting which helped to increase women applicants for mini job in our internship program, which is remote this summer. Continue to build broader Pathways to text. We still want to see, stronger hiring growth and some underwear presented groups, such as Native, American googlers and focus on that this year. In addition, to hiring, it's equally important to focus on retaining googlers from all underrepresented groups. With that, in mind, our Latin X Community is the

first under-represented group to see attrition rates for both women and men below the average, a positive development, even though there was a slight increase for Latin x, women women on average, at Google still had lower attrition rate than men at the same time. Attrition rates for black, women are now higher than average attrition rate How do we do better with regard to retention one strategy? Is we build on what work? For example we have what we call retention Equity, team 84% of Google Earth, who went through that program have

decided to stay at Google. We're already building on that number this year. Critically important because retention is going to play a key role in helping us achieve our aspirational goal. Recovered hiring electrician. What day were Google and it was representation. Overall, we saw continued growth in representation for women globally, as well as four black and Latin at kuebler. And you at, we also had the largest increase in black plus representation overall, and a technical roles since we began publishing for the second year in a row, we maintained our

growth rate of representation of women in leadership roles globally. We also see further proof that our internal Mobility programs are paying off last year. The increase in women leadership was attributable, mostly to promotion, not hiring. And this year, we see a similar trend for Latin X leaders. Tracking the annual data is very useful and working towards goals and hiring retention and overall representation. Let's do Mount of it and look at Trends over multiple years. The fact is in recent years we have scaled up our diversity equity and inclusion initiatives to match the

pace of Google's growth. since 2014, Google Global headcount has increased by 170% and our us headcount by 180% As you can see, the growth rate of under-represented Google Earth is generally grown even faster. This demonstrates our ongoing commitment to what we call responsible growth. With these percentage points, representing thousands of new under-represented googlers. Join this data is critically important and I hope all of you have taken that first step to start Gathering data,

to help guide your DIY strategies and goals. But obviously the work doesn't stop there, and Google case. We're actually working in the larger context of our responsibility to build a robust Diverse Power. Cool. For our industry, we must only focus on Google's immediate hiring these but also a long-term solution. Consider this. Someone born in 1998 the year. Google was founded is only now completing University preparing. The Next Generation Workforce for the increasingly technical nature, work requires long-term

Partnerships with government, educational initiative, policymakers and Community organizations. And on that note, I want to turn it over to James. Thank you. As Melanie stated, we view our work within the larger context of our societal responsibility that we have at Google to build a robust diverse talent for our industry. In 2019, we strengthened our partnership with both local organizations and local communities. And we started to expand the vision of our work on the education, but entire ecosystems in the communities that we call home.

We're addressing these systemic challenges head-on and we're doing so in order to responsibly grow our talent and meat industry. Demand this past year, we implemented versions of this holistic strategy in places like Atlanta London and cities around Indiana by engaging with not just the educational sector, but with local businesses, Community organizations elected officials. Even urban planning in real estate developers. This reflects how Google and these communities can come together to invest in shared success and realize Mutual benefit The issues that were facing our systemic and

it's our responsibility to help address them and invested back into the communities and infrastructure, that support our growth as Google continues to grow. We have a responsibility to scale our diversity equity and inclusion initiatives and increased Pathways to pack in the communities that Google call. Tell him. It's important to think about the end stay here. But we're actually working towards we think about diversity, equity and inclusion. This is not about diversity, just for the sake of diversity. This is not just about the heads that we have sitting at desk. But this is about creating

a real sense of value for the experiences and expertise that everybody brings to their work everyday and those experiences and expertise can help improve our company. Our products and the services that we provide, but in order to truly unlock that value from every one of our employees, we need to ensure that everyone feels included. We need to ensure that everyone feels like they belong at Google. Inclusion means everyone. And that also means the job of creating an inclusive. Environment is a job for everyone and Google. We believe this is not just the role of the diversity team. This

is a shared responsibility of every employee that worked at our company. And what we need to do is make sure that we are not just accelerating this work, but that we are expanding this work and doing so. So that every Google are in particular. Those from underrepresented groups experiences and inclusive workplace. On this journey, we can measure how we are doing and we do measure how we're doing. It was a series of internal indexes that we have created here at Google and also, by using external industries, that we have four examples, 2019, equality index,

Benchmark, our efforts in making these aren't and state. They are guideposts that we use on our journey. When we started reporting at this data in 2014, will use the data that we had available on hand at that time. And is Melanie mentioned. That's the data that we had collected through mandatory government reporting obligation. But as our understanding of diversity equity and inclusion has a grown so too has the need for a more robust and inclusive data, set has responded by introducing a new data set and that is self ID.

The goal of this is to have a more inclusive data, set data driven way. Google is one of the only companies in our industry to collect this amount of information on a global scale and so far we've hosted five women of color Summit around the globe over the past year to ensure that we are focusing on the intersection of experience as a women of color. And he all the Google offices that we have. We also use this data to continue to expand the company-wide goals that we have round

accessibility. In addition, we use this data to analyze the company pulse survey that we do every year and ensure that we are looking at results by race and gender, non-binary, gender, veterans, and military service for the lgbtq plus communities. And age is well, We also think of inclusive, it's important that we are being inclusive of more demographic identities but we also want to ensure that we are being inclusive. A Google, we have more than a hundred thousand employees spanning nearly sixty countries.

Operating at this level brings an extra layer of complexity to everything that we do. At the same time. We need to balance that by recognizing diversity, equity, and inclusion is unique to every region. We need to ensure that we are understanding each local context and developing local strategies in response. And this year's diversity report, reflects that work with nearly half of the content coming from outside of the United States, what you see on the screen, it's just part of the work that we've done over the past year. We are continuing to invest in this work. And we are

committed to telling more Global Dei stories about our work as we go forward. All of the work that we've been talking about highlights, how we are building a culture on belonging in from, I'll turn it over to Melanie. Thank you, Jim. As we move further in a 2020, Google is anchoring on the Common Thread that binds all of our DIY efforts along and describe the vision that we continually aim to achieve. We can't see our colleagues in person do to covid-19, but it's inspiring to me to see her googlers are finding creative ways to cultivate a sense of belonging. For

example, employee resource groups are hosting music, trivia, and dance parties on Google meet our video conferencing. Also pulling together to volunteer their time and expertise supporting causes that help communities, affected by covid-19 and on a larger scale. Google and google.org are supporting many organizations and communities within Google and across the globe leveraging. Our Tech and our fun. I'm sure that many of your companies and your employees have been engaged in similar activities, to the ones. I just described The covid-19 situation will continue

to shape all of our D. I work for Google. That means we must continually renew our commitment to serving communities with the greatest and ensuring equity for all we have to take steps to help Google Earth still like they belong. Even if they are physically back in the Google office just yet, we want to understand what truly mean and what needs to be done. So that all Google Earth, can continue to help with Co create a culture and that we leave, no one else. I hope that some of the information that we shared in our session today whose Birds, the mighty is for you to consider

in your own DIY. Work from how you track Workforce representation to your Global Pei strategy, have a great day,

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Melonie Parker
James Heighington