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.

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.”

To build a workforce that’s representative of our users, we need to have a thorough picture of our employee demographics. Self-ID is an initiative providing intersectional data of our workforce communities and informing impactful diversity, equity, and inclusion (DEI) programming and resources to help our diverse Googlers thrive at work.

• When Google began collecting DEI data in 2014, we gathered only the information we were obligated to report to the U.S. Equal Employment Opportunity Commission, including race, ethnicity, and binary gender. Although this gave us a preliminary glimpse into the employee demographics, it had its limitations.

• In January 2019, we launched Self-ID, a voluntary self-identification survey that collects data on many aspects of identity. Now Googlers can quickly and easily choose to disclose if they have a disability, have served in the military, or if they’re nonbinary, LGBQ+, and/or Trans+. We’ve been able to expand our data sets in the U.S. and globally – in countries where legally permissible.

• Self-ID is already creating impact, both internally and for the industry. For example, within Google we’ve used the data of those who self-identified as having a disability to set company-wide goals focused on improving product accessibility and disability inclusion. For the industry at large, Self-ID creates a new metric of data that allows us to inspire other companies and organizations to ramp up their DEI efforts and foster a sense of belonging in culture.