Our commitments to racial equity
Hi everyone,
Over the past several weeks, violent and racist attacks against
the Black community have forced the world to reckon with the
structural and systemic racism that Black people have experienced
over generations. My own search for answers started within our own
walls. Listening to the personal accounts of members of our Black
Leadership Advisory Group and our Black+ Googlers has only
reinforced for me the reality our Black communities face: one
where systemic racism permeates every aspect of life, from
interactions with law enforcement, to access to housing and
capital, to health care, education, and the workplace.
As a company, and as individuals who came here to build helpful
products for everyone, Google commits to translating the energy of
this moment into lasting, meaningful change. Today we are
announcing a set of concrete commitments to move that work
forward: internally, to build sustainable equity for Google’s
Black+ community, and externally, to make our products and
programs helpful in the moments that matter most to Black users.
Building sustainable equity
Creating meaningful change starts within our own company.
Strengthening our commitment to racial equity and inclusion will
help Google build more helpful products for our users and the
world. To that end, we’re announcing several commitments to build
sustainable equity for our Black+ community.
First, we’re working to improve Black+ representation at senior
levels and committing to a goal to improve leadership
representation of underrepresented groups by 30 percent by 2025.
To help achieve this, we’ll post senior leadership roles
externally as well as internally, and increase our investments in
places such as Atlanta, Washington DC, Chicago, and London, where
we already have offices. We'll take the same approach across
regions, using site and country-specific plans to recruit and hire
more underrepresented Googlers in communities where the social
infrastructure already supports a sense of belonging and
contributes to a better quality of life.
Second, we’ll do more to address representation challenges and
focus on hiring, retention, and promotion at all levels. To help
direct that work, I’m establishing a new talent liaison within
each product and functional area to mentor and advocate for the
progression and retention of Googlers from underrepresented
groups. I’m also convening a task force, including senior members
of the Black+ community at Google, to develop concrete
recommendations and proposals for accountability across all of the
areas that affect the Black+ Googler experience, from recruiting
and hiring, to performance management, to career progression and
retention. I’ve asked the task force to come back with specific
proposals (including measurable goals) within 90 days.
Third, we’re working to create a stronger sense of inclusion and
belonging for Googlers in general and our Black+ community in
particular. Our internal research shows that feelings of belonging
are driven by many aspects of our experiences at work, including
the psychological safety we feel among our teams, the support of
our managers and leaders, equitable people processes, and
opportunities to grow and develop our careers. Across all of these
dimensions, we’re committed to building more inclusive practices
and policies—and revisiting them when we don’t get them right.
As one example, we’ve had a security practice of Googlers watching
for “tailgaters” in order to reduce instances of unauthorized
visitors in offices. We have realized this process is susceptible
to bias. So, over the past year, our Global Security and
Resilience team partnering with a cross-functional working group,
conducted extensive research, listened to Black Googlers’
experiences, and developed and tested new security procedures to
ensure we could maintain the safety and security of the Google
community without relying on this type of enforcement. Now, as we
prepare to return to the office, we will end the practice of
Googlers badge-checking each other and rely on our already robust
security infrastructure.
Fourth, we’ll establish a range of anti-racism educational
programs that are global in view and able to scale to all
Googlers. We’ll be welcoming external experts into Google to share
their expertise on racial history and structural inequities, and
start conversations on education, allyship, and self-reflection.
And this week we’ve begun piloting a new, multi-series training
for Googlers of all levels that explores systemic racism and
racial consciousness, to help develop stronger awareness and
capacity for creating spaces where everyone feels they belong. We
plan to roll out this training globally by early next year. We’ll
also integrate diversity, equity, and inclusion into our mandatory
manager trainings.
Fifth, we’re focused on better supporting the mental and physical
health and well-being of our Black+ community. For example, over
the past year, we’ve worked with our mental health provider in the
U.S., to increase their Black network of counselors. Our global
EAP providers are also working to further diversify their network
of counselors. Over the next 90 days, our Benefits team will work
with the Equity Project Management Office and Black Leadership
Advisory Group to identify areas where we could expand our
benefits or provide additional support to Googlers and their
families. As one example of the kinds of programs that work: we've
made the medical second opinion service available to Googlers’
extended family—something that our Black+ community told us was
important to supporting a family structure that includes siblings,
parents, parents-in-law and grandparents.
Building products for change
Turning to our external announcements, we want to create products
and programs that help Black users in the moments that matter
most. Two weeks ago, I put out a call for ideas, and Googlers from
all over the world have submitted more than 500 suggestions. We’ve
assembled a product task force to prioritize and implement these
ideas in partnership with our Black Leadership Advisory Group and
members of our Black Googler Network.
Some activations
have already launched, including the Assistant’s responses to
questions related to Black Lives Matter and—as of this
week—Juneteenth. We're also working quickly to give merchants in
the U.S. the option of adding a “Black-owned” business attribute
to their Business Profile on Google to help people find and
support Black-owned local businesses by using Search and Maps.
This opt-in feature is in development and will roll out to
Business Profiles in the coming weeks.
Creating products for everyone is a core principle at Google, so
our product teams will work to ensure that all users, and
particularly Black users, see themselves reflected in our
products. In addition, building on YouTube's announcement last
week, our Trust and Safety team will work to strengthen our
product policies against hate and harassment.
Helping create economic opportunity
Beyond our products, we know that racial equity is inextricably
linked to economic opportunity. So today we are announcing a $175
million+ economic opportunity package to support Black business
owners, startup founders, job seekers and developers, in addition
to YouTube’s $100 million fund to amplify Black creators and
artists. This new commitment includes: $50 million in financing
and grants for small businesses, focused on the Black community
and in partnership with Opportunity Finance Network. This
commitment builds on our recent $125 million Grow with Google
Small Business Fund that is helping underserved minority and
women-owned small businesses across the U.S.
$100 million in funding participation in Black-led capital firms,
startups and organizations supporting Black entrepreneurs,
including increased investments in Plexo Capital and non-dilutive
funding to Black founders in the Google for Startups network.
$15 million in training, through partners like the National Urban
League, to help Black jobseekers grow their skills.
$10 million+ to help improve the Black community’s access to
education, equipment and economic opportunities in our developer
ecosystem, and increase equity, representation and inclusion
across our developer platforms, including Android, Chrome,
Flutter, Firebase, Google Play and more.
Mentorship is also critical to growing networks and successful
businesses. Today, we are launching our Google for Startups
Accelerator for Black Founders, a three-month digital accelerator
program for high potential Seed to Series A startups and
announcing an expansion of our Digital Coaches program to 8 new
cities, including Memphis, Birmingham, and Cleveland, to provide
50K Black-owned businesses in the U.S. with the mentorship,
networking and training they need to grow.
Improving education
We’re also committing nearly $3 million to help close the racial
equity gaps in computer science education and increase Black+
representation in STEM fields. This starts with making sure Black
students have access to opportunities early on in their education.
To that end, we’re expanding our CS First curriculum to 7,000 more
teachers who reach 100,000+ Black students, scaling our Applied
Digital Skills program to reach 400,000 Black middle and high
school students, and making a $1 million Google.org grant to the
DonorsChoose #ISeeMe campaign, to help teachers access materials
to make their classrooms more inclusive.
Beyond the classroom, we’re increasing our exploreCSR awards to 16
more universities to address racial gaps in CS research &
academia, and we’re also supporting Black in AI with $250,000 to
help increase Black representation in the field of AI.
These efforts build on our other education initiatives, including
CodeNext, focused on cultivating the next generation of Black and
Latinx tech leaders, and TechExchange, which partners with
historically Black colleges and universities (HBCUs) and
Hispanic-serving Institutions (HSIs) to bring students to Google’s
campus for four months to learn about topics from product
management to machine learning.
Supporting racial justice organizations
We also continue to support organizations working to advance
criminal justice reform. Earlier this month, Google.org pledged
another $12 million, in addition to the $32 million we’ve already
contributed since the Charleston shooting five years ago today.
We’re announcing the next round of grants—at $1 million each—to
the Leadership Conference Education Fund, the NAACP Legal Defense
and Educational Fund’s Policing Reform Campaign and the Movement
for Black Lives. We’ve also created a public donation page to help
raise even more for organizations fighting against racism and
inequality. Recognizing that racism is a problem the world over,
looking ahead, we will focus on more global solutions, and will be
giving grants to local community organizations tackling these
issues in Brazil, and across Europe and Africa.
Let me close by simply saying thank you to the many Googlers who
have come together to drive these efforts. That includes our Chief
Diversity Officer Melonie Parker and the Employee Engagement team,
our Equity Project Management Office working in partnership with
our Black Leadership Advisory Group and members of our Black
Googler Network, and everyone who has stepped up with ideas on how
we can build a better workplace, and, in turn, better products for
the world.
-Sundar