As of 2021, we've reached our goal of improving leadership representation of Black+, Latino+, and Native American+ Googlers by 30%, and we're on track to double Black+ representation throughout our U.S. offices by 2025.

As we work towards our representation goals, we're focusing on more than just hiring. Our recruiting leads are working closely with internal groups like the Black Googler Network to improve hiring, progression, and retention for underrepresented groups at Google. We're launching new onboarding programs for all Black Googlers, and doubling down on our commitment to support Googlers of color through expanded mental health resources, and through internal mentorship programs like Stay and Thrive. We're driving allyship and holding leaders accountable by incorporating diversity, equity, and inclusion into performance reviews for all vice president+ levels. We're also focusing on hiring more employees of color in key growth sites, and we're working with external partner organizations and Minority Serving Institutions in order to strengthen pathways to careers in tech for those historically excluded from the industry.

As part of our commitment to economic equity for Black and Latino communities, we’re building tools that make it easier to support Black- and Latino-owned businesses. Business owners in the U.S. can add a Black-owned or Latino-owned attribute to their Business Profile, which customers can see on their listings on Google Search and Google Maps. In 2020, 17 million American businesses added features like these to their Business Profiles to better connect with their customers.

The Asian American and Pacific Islander community is one of the most culturally diverse groups in the country. We’re celebrating this community for Asian American Heritage Month and beyond through storytelling and initiatives to uplift AAPI small business owners and creators. Here are a few highlights from recent years:

• Our Asian Pacific American Cultures hub, made in partnership with more than 48 Google Arts & Culture partners, is a growing platform created to celebrate the rich history of the AAPI community and to honor Asian American and Pacific Islander experiences.

• We worked with Gold House to help launch its A100 list of the most impactful AAPI talent with a film highlighting search trends like “Asian representation.”

• YouTube’s Asian Pacific American Heritage Month playlist features videos from Asian and Pacific Islander creators and artists.

• As part of our 2021 campaign to honor Asian American Heritage Month and #StopAsianHate, we committed $10 million to organizations fighting for safety, dignity, and equity for the AAPI community.

Googlers with disabilities make critical contributions across the company. We’re actively working to make Google a place where everyone can learn, grow, and have an impact. Here are a few ways we’re doing it:

• Launched a new careers site to better recruit people with disabilities, including information about workplace accommodations

• Created a training on Disability Fundamentals for managers at Google, then partnered with Disability:In to make the course available to their partner companies.

• Cultivating community through Disability Alliance, our internal employee resource group (ERG), which was named ERG of the Year 2020 by Disability:IN

• Joined the Valuable 500 as one of 14 iconic companies, working to “co-create solutions which will transform the business system to be more inclusive of people with disabilities.”

The stories we tell shape the way we see each other and ourselves. Representing people with disabilities authentically and with respect for their full identities is an essential part of building more disability inclusion in the world.

We’ve officially partnered with LaVant Consulting, a disability-focused strategy and communications firm founded by Andraéa LaVant (she/her), to guide our work in disability representation. With the help of LaVant Consulting, we are featuring stories that show how people in the disability community are driving accessibility in the world.

In 2021, we also launched All In, our inclusive marketing toolkit, which shares our learnings and ongoing work to improve representation of people with disabilities, as well as other groups who are marginalized by structural inequalities due to their identities. We worked with Disability:In to create specific guidelines for eliminating stereotypes in representations of people with disabilities, and share these insights in the hopes of driving progress in the industry overall.

Accessibility is at the core of our product mission at Google, and we have pushed this commitment even further in recent years.

Hiroshi Lockheimer (he/him) and more Android team members accepted the award on Google’s behalf, acknowledging this work. The award recognizes innovative products that are inclusively designed for people of all abilities.

2020 was our best year yet for hiring women in tech, and we know that equity doesn’t end with hiring. That’s why we’re focused on ensuring fairness throughout the employee lifecycle to help women and gender-expansive people thrive.

• We’ve ensured pay equity for all women employees globally since 2017, and have shared our approach for others to use.

• We’ve created targeted career development and promotion programs for women Googlers at every hiring level, from entry-level to director.

• We’ve created internal policies to alleviate stressors that tend to disproportionately impact women. For example, we expanded our Carer’s Leave from 4 to 14 weeks of paid time away with reimbursement for up to 20 days of caregiver costs.

• To address issues of inappropriate conduct in the workplace, we overhauled our internal processes and added new care programs for people who report concerns.

• We’re cultivating community through conferences like Transcend, our first Women of Color Summit, and through our employee resource groups (ERGs) like Women@Google and Trans at Google.

• We’ve engaged over 4,000 Google managers and leaders in #ItsUpToMe, an internal allyship campaign to hold them accountable as they craft and reach our diversity, equity, and inclusion goals.

Nearly all forms of online violence disproportionately affect vulnerable groups like women and others who are marginalized due to their gender. As part of its mission to address threats to open societies, Jigsaw (a team within Google) is working toward globally scalable solutions to the issue of online toxicity.

• The Economist Intelligence Unit (EIU) was commissioned by Jigsaw to study prevalence of online violence against women.

• To help spot abusive content at the scale that online content requires, Jigsaw created Perspective, an API that uses machine learning to help mitigate toxicity and abuse on online platforms. Jigsaw also worked with several NGOs, tech industry partners, and a group of highly targeted journalists to develop Harassment Manager, an open-source tool that allows users to document and manage abuse targeted at them on social media

• To provide women with tools to be safer and thrive online, Jigsaw teamed up with Women Techmakers to create the Women’s Online Safety Program. This program, embraced at Google offices around the world, includes training on how to push back against online violence and hackathons to develop scalable solutions.

In 2021, we launched the Google.org Impact Challenge for Women and Girls, which focused on gender inequity, one of the most urgent challenges we face as a society. The challenge, launched in partnership with Vital Voices and Project Everyone, was an open call to organizations that create pathways to prosperity for women and girls. Thirty-four organizations have been selected and will receive between $300,000 and $1 million in funding, plus opportunities for mentorship and additional support from Google.

All Googlers are entitled to quality healthcare regardless of gender identity or sexual orientation. We are working to ensure that all Googlers have access to the health resources they need.

• We offer health coverage for all Googlers and their spouses or partners of any gender, nearly everywhere in the world.

• Our inclusive life insurance policy guarantees a Googler’s spouse or partner of any gender with 3X their salary and 50% of their income for 10 years in the U.S. We provide similar guarantees in nearly every country globally.

• We’ve offered coverage for gender affirming surgery and related services for Googlers in the U.S. since 2011. We continue to roll out coverage in additional countries; and where local coverage is not available, we provide access to a global plan that includes reimbursement for care and navigation of healthcare services.

For LGBTQ+ communities, spaces to belong make a big impact – they’re places of validation, safety, community, and joy. We’re working to celebrate and protect these spaces through our tools.

• Businesses can identify themselves as spaces of belonging by using the business attributes, LGBTQ-friendly, Trangender safespace, and gender-neutral restrooms. These attributes help people find and support these businesses, which are so vital to LGBTQ+ communities.

• We’ve added LGBTQ+ points of interest on Google Maps, to help everyone honor important cultural landmarks and murals like the Black Trans Lives Matter Mural in San Francisco or the Gay Liberation Monument in New York.

Suicide disproportionately affects LGBTQ+ youth. To support youth in crisis, The Trevor Project offers free, confidential, 24/7 crisis services via phone, chat, and text.

Since 2019, Google.org has provided the Trevor Project with $2.7 million in funding and 20,000 hours of pro bono support from almost 30 Googlers through the Google.org Fellowship. In 2020, Google.org Fellows assisted The Trevor Project in building an artificial intelligence system that could identify and prioritize high-risk contacts while also reaching more people.