Our commitments to racial equity

Google’s response

Our concrete commitments to build sustainable equity for Google’s Black community and make our products and programmes helpful in the moments that matter most to Black users

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Our commitments

Building sustainable equity in our workplace

Creating meaningful change starts within our own company. Strengthening our commitment to racial equality 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 equality for our Black+ community.

Working to improve Black+ representation at senior levels and committing to a goal to improve leadership representation of underrepresented groups by 30% by 2025

We’re adding a goal to more than double the number of Black+ Googlers at all other levels 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.

Across our sites in Atlanta, Washington DC, Chicago and New York we’ll aim to add an additional 10,000 Googlers by 2025, including 1,000 new roles by 2021. In global sites, including London, we will continue to focus on recruiting and hiring Black+ Googlers.

Doing more to address representation challenges and focusing on hiring, retention and promotion at all levels

To help direct that work, we’re 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. We’re 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. This will include from recruiting and hiring, to performance management, to career progression and retention.

We’ve doubled the retention and progression team so that each organisation has a designated consultant to support underrepresented Googlers, and we plan to triple our investment in this programme by 2022. Meanwhile, we continue to roll out more robust checks for fairness and equity in our internal development processes, including this cycle.

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 that 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 unauthorised visitors in offices. We have realised that 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 that 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.

In addition, in October 2020 we introduced a student loan repayment programme to address the debt that hinders economic progress for many minority communities.

And in EMEA, we've launched a new speaker series — RE:EMEA — to localise the conversation on racial equity and increase our understanding of the region’s unique history. And to create community globally, next year we’ll roll out a six-month onboarding programme for Black+ Nooglers to help build networks during those first few months at Google.

Establishing a range of anti-racism educational programmes that are global in view and are 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. 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 that they belong. We plan to roll out this training globally by early 2021. We’ll also integrate diversity, equity and inclusion into all of our flagship employee and manager training. And moving forwards, all VP+ performance reviews will include an evaluation of leadership in support of diversity, equity and inclusion.

To better support the mental and physical health and wellbeing of our Black+ community

For example, over the past year, we’ve worked with our mental health provider in the US, to increase their Black network of counsellors from 6.6 per cent to 9.8 per cent, and are partnering with healthcare providers to create new programmes for concerns that disproportionately affect our Black+ community, to be in place by 2022. Our global EAP providers are also working to further diversify their network of counsellors. Our benefits team is working 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 programmes 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.

Increasing supplier diversity

We rely on thousands of suppliers to help us run our business – from marketing agencies and construction, to food and professional services. We are setting a goal to spend £75 million with Black-owned businesses, as part of our broader commitment to spend a minimum of £750 million with diverse-owned suppliers in the US every year, starting from 2021. This commitment will bring more business to a diverse set of suppliers, and more importantly, create sustained economic impact for these communities.

Holding ourselves accountable

We’ll hold ourselves accountable for creating an inclusive workplace. Moving forward, we’ll be sharing progress with Alphabet’s board regularly through transparency reports covering representation, hiring, retention, performance and promotion equity, and we’ll continue to publish our diversity annual report to share this progress with all of you.

Helping create economic opportunity

Beyond our products, we know that racial equality is inextricably linked to economic opportunity. We are announcing a $175 million+ economic opportunity package to support Black business owners, start-up founders, job seekers and developers, in addition to YouTube’s $100 million fund to amplify Black creators and artists. This new commitment includes:

  • £37 million in financing and grants for small businesses, focused on the Black community and in partnership with Opportunity Finance Network of which over £6.5 million in loans and grants for Black-owned businesses have been allocated to local partners. This commitment builds on our recent £93 million Grow with Google Small Business Fund that is helping underserved minority and women-owned small businesses across the US.
  • £75 million in funding participation in Black-led capital firms, start-ups and organisations 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 equality, 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. We launched our Google for Start-ups Accelerator for Black Founders, a three-month digital accelerator programme for high potential Seed to Series A start-ups, and have selected 76 founders to receive funding. We’ve announced an expansion of our Digital Coaches programme to 8 new cities, including Memphis, Birmingham and Cleveland, to provide 50,000 Black-owned businesses in the US with the mentorship, networking and training that they need to grow.

Finally, we’ve also established a £750,000 fund in Brazil and a £1.5 million fund in Europe to support Black founders outside the US.

Improving education

We’re committing nearly £2.25 million to help close the racial equality gaps in computer science education and increase Black+ representation in STEM fields. This starts with making sure that 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 programme to reach 400,000 Black comprehensive school students, and making a £750,000 Google.org grant to the DonorsChoose #ISeeMe campaign, to help teachers access materials to make their classrooms more inclusive.

Beyond the classroom, we’ll grant 50 universities an exploreCSR awards award for the 2020–2021 academic year to help attract and retain underrepresented students in computer science, and we’re also supporting Black in AI with £185,000 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.

In addition, we also launched the Grow with Google HBCU Career Readiness Programme in partnership with the Thurgood Marshall College Fund to help equip historically Black college and university students with digital skills.

Supporting racial justice organisations

We continue to support organisations working to advance criminal justice reform. Building on $32 million in donations towards criminal justice reform over the past five years, Google.org is committing an additional $12 million in grants to advance racial justice.

We announced 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. You can learn more about organisations fighting against racism and inequality here.

Recognising 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 organisations tackling these issues in Brazil, and across Europe and Africa.

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    Building on $32 million in donations towards criminal justice reform over the past five years, Google.org is committing an additional $12 million in grants to advance racial justice. In addition to grants, Google.org will be providing pro bono technical support to organisations through the Google.org Fellowship programme.

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