Google 2021 Diversity Annual Report
2021 Diversity Annual ReportWe’re listening, learning,and taking action.
Table of contents3Diversity, Equity & Inclusion Timeline4Introduction Here are 5 key things we realized in 2020, and theconcrete actions we’re taking to create a more justand equitable workplace and world:5Insight #1 — Hiring Hiring changes drove our best year yet for women in techglobally and Black and Latinx people in the U.S.12Insight #2 — Retention Tailoring our retention efforts is necessary to addressthe root causes of higher attrition among Black , NativeAmerican , and Latinx Googlers.20Insight #3 — Racial Equity Applying a systemic approach to racial equity isnecessary to build sustainable change for our BlackGooglers and users.27Insight #4 — Accessibility & Disability Inclusion Strengthening our focus on people with disabilitieshelped us better recruit, hire, and build for thiscommunity.33Insight #5 — COVID-19 & Well-being Supporting those most impacted by COVID-19highlighted a universal need for well-being solutions.39 RepresentationView our global workforce representation data for 202047Looking ahead
From awareness to action2021 Diversity Annual ReportA few years after our founding we began to focus onGoing forward, we will continue to transparently sharefinding solutions to the longstanding challenges ofour data and progress, and we encourage all companiesdiversity, equity, and inclusion (DEI) in the workplace.to do the same. It’s through collective action that we can3make the largest impact on these deep structural issues.Today, we publish one of the largest sets of diversitydata in the industry and transparently share ourlearnings with the world. This year, we’re expandingour data globally and making it easier to use by opensourcing our entire historical data set in BigQuery,the Google Cloud data warehouse.20052009First head of diversity is hired.First company-wide goal fordiversity, equity, and inclusionis set.201020132014EMEAAPAC84%Google publishes our diversitydata publically.Diversity team expands globallywith hiring of leadership inEurope, Middle East, and Africa(EMEA) and Asia-Pacific (APAC).2017 1BSupplier diversity programachieves 1 billion cumulativespend with minority-, women-,veteran-, disabled-, and LGBTQowned businesses.20192020Diversity Annual Report expandsto include LGBTQ , people withdisabilities, military and veterans,and non-binary Googlers globally.Racial equity commitmentslaunch to build sustainable equityfor Google’s Black communityand make our products andprograms helpful to Black users.Unconscious bias traininglaunches and is completed bymore than 50% of employeesaround the world. By 2020, ithas been completed by morethan 84% of Google’s peoplemanagers. 55MGoogle.org launches a genderequality portfolio. By 2020, it hasdedicated 55 million to createeconomic empowerment forwomen and girls.2015 104M25KGoogle.org launches a racialjustice portfolio. By 2020, it hasdedicated 104 million in grantsand 25,000 pro bono hours toadvancing racial equity.
Introduction2020 was a year ofchallenges that had aprofound impact onhow we work and live.4spotlightMelonie, Pedro & johnHear from our Chief Diversity Officer, Melonie Parker;Those already facing social and economic disadvantageswere hit disproportionately hard. Violent and racist attacksagainst Asian, Black, and Latinx communities forcedthe world to reckon with its historic injustices. COVID-19strained well-being and burdened caregivers, many ofwhom are women.These issues deeply impacted us all, at Google and aroundthe world, serving as a reminder that systemic barriersstill hold too many back. We recognize our responsibilityto meet this moment and believe the greatest contributionwe can make to changing these structural inequities issustained action within our company, our communities,and the world.This report details five key insights we’ve realized this year— successes and challenges — and the concrete actionswe’re taking to build diversity, equity, and inclusion intoeverything we do.Vice President of Global Sales, Pedro Pina; and Universityof California at Berkeley’s Director of the Othering& Belonging Institute, john a. powell, on the uniquechallenges of 2020 and how we’re taking decisive actionto make diversity, equity, and inclusion part of everythingwe do.Watch video or read transcript
Insight #1 — Hiring5Hiring changes drove our best yearyet for women in tech globally andBlack and Latinx people in the U.S.spotlightBrendan & KarinaHear our Vice President of Recruiting, Brendan Castle,and Senior Director of Diversity, Equity & Inclusion forEMEA, LATAM, and Canada, Karina Govindji, discuss thework driving the progress we’ve made in hiring and theopportunities ahead.Watch video or read transcript
Insight #1 — Hiring2021 Diversity Annual ReportHiring by race/ethnicityIntersectional hiringU.S. 2020 and 202120202021U.S. 2020 and 202132.4%MEN48.5%43.1% 44.5%42.8%16.1%WOMEN202030.1%MEN27.7%MENASIAN 8.8%BLACK 6.6%8.8%LATINX 0.8%5.4%MEN4.3%MEN6.2%MEN3.4%2.3% WOMENWOMEN2.5%2.3%WOMENWOMENBLACK LATINX 0.7%NATIVEAMERICAN View our full datasetWHITE ASIAN 202130.8%MEN13.7%13.0%WOMEN WOMEN15.2%WOMEN3.2%MEN5.5%6A note about our methodology0.4%MEN0.5%MEN0.4%0.3%WOMEN WOMENNATIVEAMERICAN WHITE
Insight #1 — Hiring2021 Diversity Annual Report7Hiring by genderGLOBAL 2020 and 20212020202132.5%EMEA PAC 2021WOMENU.S. 2020 and 202136.4%MEN63.6%32.1%WOMEN33.1%AMERICAS 202167.9%WOMEN28.5%MEN66.9%View our full datasetMEN71.5%A note about our methodology
Insight #1 — Hiring2021 Diversity Annual Report8what’s workingin the workplaceWe’re expanding access to hiring opportunitiesfor underrepresented groups in many parts ofthe world by centering racial equity across everypart of our hiring process — for leaders, hiringmanagers, and all Googlers.We’re making progress on our goals tocontinue expanding pathways to tech forunderrepresented talent.Quadrupling the number of Googlers who havebarriers to careers in tech, while creating a pathway forcompleted our culture-add training to 10,000. Focusingfuture Googlers across our entry, industry, and executivenew training, like Candidate Advocacy Modules andhiring. In 2020, we provided scholarships for nearly 200Inclusive Hiring Steps, on fundamental processes to helpstudents and industry technologists to attend the Gracemanagers and leaders understand their responsibilityHopper Celebration, a gathering of women in technology.Working with external partner organizations to buildexcluded from the tech industry. We strive to removefor building a model that allows great future Googlers tocome and thrive.Furthering our partnerships with Minority ServingInstitutions. Read more about our investment inChanging English proficiency requirements forbuilding equity in computing education, beginning withinternships to a “preferred” rather than “required”historically Black colleges and universities (HBCUs).qualification in places like Brazil to open up morepathways for underrepresented people to apply.By 2025, we’ve committed to:community and provide resources to groups historicallyBuilding pathways to Google for people with disabilitiesand veterans through dedicated career resources,Ensuring a fair hiring process where candidates areincluding interview advice, hiring teams, and on-demandassessed on their merits, and setting aspirational goalsconversations with current Googlers.to support equity throughout the hiring pipeline.Inviting candidates to connect directly with ouremployee resource groups to learn more about the dayto-day experience at Google and our hiring process.30%Improve leadershiprepresentation ofunderrepresented groups by30%. And we’re on track tomeet this goal, for exampleYouTube’s Black leadershiphas increased by 23% in thelast year.2XDouble the number of Black Googlers in non-leadershiproles in the U.S. And we’realready seeing progress —for example, at YouTube werealized 136% and 18% growth in Black and Latinx hires in tech, respectively.2XDouble the number of Black directors across EMEA(Europe, Middle East, andAfrica) by 2023.10,000Grow our presence in citiesthat contribute to a highquality of life for Black Googlers by adding 10,000jobs in Atlanta, Chicago, NewYork, and Washington, D.C.,as well as continuing to focuson recruiting and hiring Black Googlers in London.
Insight #1 — Hiring2021 Diversity Annual Reportin the worldWe’re actively building more pathways to techfor Black and Latinx communities in the U.S.,and expanding access to STEM opportunitiesaround the globe.Cultivating the next generation of Black and Latinx techleaders through continued investments in Code Nextand Tech Exchange.Equipping students with digital skills through the launchof Grow with Google’s HBCU Career Readiness Program.Supporting Black and Latinx teachers with a 1 millionGoogle.org grant, in addition to providing materialsto make their classrooms more inclusive.Growing opportunities for students from historicallymarginalized groups to pursue computer scienceresearch through 50 exploreCSR awards and careerdevelopment for over 300 students with the CSResearch Mentorship Program.Offering more opportunities to jump-start a careerin tech through our IT Residency Program withopportunities across Asia-Pacific (APAC), EMEA,and the U.S.Created CS First Unplugged, an offline, no-deviceneeded activity designed to prioritize the needs ofstudents learning at home, especially those in schoolsserving low-income communities, which have beendisproportionately impacted by the pandemic. CS FirstUnplugged has been used by over 300,000 studentsall over the world, including in the U.S., Kenya, Nigeria,South Africa, and Japan.9
Insight #1 — Hiring2021 Diversity Annual Reportin the worldWe’re providing tools and support to empowerwomen to succeed in tech and beyond.Launched DigiPivot, a 22-week reskilling program inpartnership with Avtar and the Centre for ExecutiveEducation at the Indian School of Business, to providementorship and programming for women in India topivot into careers in digital marketing.Launched the first global #IamRemarkable week in 2020,which reached 30,000 participants and 150 companiesacross 70 countries. To celebrate the power of diversity,inclusion, and allyship for women and underrepresentedgroups in the workplace. Designed to empower individualsto embrace their achievements, this digital experiencefeatured 50 influential speakers and business leaders,as well as 1,500 self-promotion workshops.Reached over 8,000 women in sub-Saharan Africathrough a partnership with She Leads Africa. OurWomenWill program helped them navigate the negativesocioeconomic impacts of COVID-19 through accessto funding, digital skills, and financial literacy training,as well as mentorship and social networking.Bringing the best of Google’s programs, products,people, and technology to women-led tech startupsacross the U.S. and Canada through our Google forStartups Accelerator: Women Founders Program.Reached 50,000 students in Israel with virtualMind the Gap programming, which aims to empowerunderrepresented students, especially young women,to pursue careers in STEM. The program has also madeits way to England, Brazil, Japan, Poland, Ireland, Spain,South Korea, and Switzerland.10
Insight #1 — Hiring2021 Diversity Annual Report“ This work is not a one and done. It’s nota tick-box exercise. And there is no silverbullet We know we’ve made some goodprogress, but we also know that there isso much more work to do.”Karina Govindji is the Senior Director of Diversity,Equity & Inclusion for EMEA, LATAM, and Canada at Google.11
Insight #2 — Retention12Tailoring our retention efforts isnecessary to address the root causesof higher attrition among Black , NativeAmerican , and Latinx Googlers.spotlightRachel & AprilHear our Head of the Retention & Progression ConsultantTeam, Rachel Spivey, and Head of Inclusion, April Alvarez,discuss the tailored retention and inclusion efforts we’reinvesting in to help underrepresented Googlers stayand thrive.Watch video or read transcript
Insight #2 — Retention2021 Diversity Annual ReportAttrition by race/ethnicityIntersectional attritionU.S. 2020 and 202120202021U.S. 2020 and 2021WOMENASIAN 136NATIVEAMERICAN 112OVERALLATTRITION 100View our full TE MENOVERALLATTRITION 10095MEN98MENWOMEN117WOMEN93WOMENWHITE 66LATINX 105NATIVEAMERICAN 2021BLACK WOMENLATINX 2020ASIAN 85MENBLACK 13124OVERALLATTRITION 100A note about our methodologyMEN119OVERALLATTRITION 100
Insight #2 — Retention2021 Diversity Annual Report14Attrition by genderGLOBAL 2020 and LATTRITION 100U.S. 2020 and 2021WOMENEMEA 2021WOMEN84MENOVERALLATTRITION 1002021OVERALLATTRITION 100APAC 2021WOMEN82108OVERALLATTRITION 100WOMEN82MEN10879MEN111OVERALLATTRITION 100OVERALLATTRITION 100AMERICAS 2021WOMEN97MEN101OVERALLATTRITION 100View our full datasetA note about our methodology
Insight #2 — Retention2021 Diversity Annual Reportwhat’s workingin the workplaceWhen it comes to our efforts to retainunderrepresented talent, we have roomfor improvement. However, a few of theprograms and practices we’ve implementedhave shown promising results.We’re holding ourselves accountable foranti-racism at every level of the company,from leadership to all Googlers.Incorporated diversity, equity, and inclusion evaluationconsiderations in all performance reviews at the VP leveland above to drive leadership accountability.Doubled our Retention and Progression team sothat every organization has someone dedicated toDeveloping a range of global racial equity educationsupporting underrepresented Googlers. We will tripleprograms for all Googlers and integrating DEI into ourthis investment by 2022.flagship training programs. For example, with over23,000 new hires, or “Nooglers,” joining Google in theEngaging over 40,000 Googlers in our employeelast year, we embedded DEI content into our Nooglerresource groups with programming aimed at mentorship,orientation program, so that everyone understands thatleadership development, and community building.they have a role to play in building a culture of respectand belonging from their first day at Google. As a resultParticipated in the #AmplifyMelanatedVoices movementof the redesigned program, 97% of participants reportedby hosting a speaker series with academics andfeeling more confident in describing how diversitypolicymakers exploring topics such as colorism in Latincontributes to success at Google.America and Afro-Latinx identity through HOLA, anemployee resource group for Latinx Googlers.Building relevant content for our offices all over theworld. Across EMEA, we launched a speaker series,Providing mentorship through our employee resourceRE:EMEA, which hosted industry leaders and expertsgroups like Pathways to Sponsorship, a program tolike Professor David Olusoga, Emma Dabiri, Professoraccelerate the career progression of women in technicalPhilomena Essed, Professor Dina Porat, Mohsin Zaidi,leadership roles as well as leveraging the Latinxand more to share their perspectives and experiencesLeadership Council to play an active role in mentoringwith racial injustice in conversation with our leadership.junior Latinx Googlers.15
Insight #2 — Retention2021 Diversity Annual Reportin the workplaceWe’re listening to what our underrepresentedGooglers need and creating new initiativesto directly support them.Hosted the first Standing in Solidarity: Black CommunitySupport Session, in partnership with The Ladipo Groupand Lyra Health, to create a safe space for BlackGooglers to have conversations around mental health.These virtual sessions have become an ongoing seriesthrough 2021. As our Asian American and Pacific Islander(API) community grappled with increased violenceand racism, we expanded these sessions to the APIcommunity as well.Diversifying our network of mental health counselorsall over the world. In the U.S., we are increasingrepresentation of Black and Asian counselors by 2022.Created Allyship Learning and Deep Dive Sessionsreaching over 4,300 Googlers, with 84% reporting anincreased understanding of racial bias, privilege, andempathy, as well as increased confidence in practicingallyship.Sponsored a well-being program called “Be Well Bro”in partnership with our Black Googlers Network andexternal leaders to create a safe space for Black men todiscuss mental health.Customized financial planning and retirement planningsessions in partnership with the Greyglers, an employeeresource group advocating for the needs of Googlersand users as they age.Further readingLearn more about how we partner with organizations to create a deepersense of belonging in our workplace.16
Insight #2 — Retention2021 Diversity Annual Reportin the workplaceWe’re working to build a stronger sense ofcommunity and belonging.Created new connections and a stronger sense ofcommunity among women of color across the company,by hosting our first Women of Color summit for over20,000 Googlers across 100 cities. The conferencecentered on transcending global boundaries, celebratingeach other, empathizing with shared challenges, andgiving space to stories of triumph and perseverance.Fostered positivity and building community throughthe launch of “Hey Sis,” an outcome from the Stateof Black Women summit, which told the stories of 100Black women at Google and celebrated their work andleadership company-wide.Expanded #ItsUpToMe in EMEA to engage over 3,700leaders and managers across over 30 countries todrive progress on Google’s DEI goals in the workplace.The revised program includes more measures ofaccountability and allyship resources to drive systemic,behavioral change. Dedicated coaches help managerscraft meaningful goals for their teams and holdleadership accountable for reaching them.Leveraged the work of the Inter Belief Network employeeresource group to create a corporate holiday calendarthat is inclusive of multiple global religious communities.Providing resources for cultural celebrations andopportunities for communities to come together. Inpartnership with the Iranian Googlers employee resourcegroup, we hosted virtual cooking demonstrations,community meals, musical performances, and comedynights to celebrate moments like Nowruz, the IranianNew Year.17
Insight #2 — Retention2021 Diversity Annual Reportin the worldWe’re investing in the success of underrepresentedcommunities beyond our walls.spotlightspotlight“I knew I was standing among a fortressof women.”Tia McLaurin, Community Engagement Manager,“Digital skills are a critical component ofbusiness survival during this time.”Penny Gage, NCAI Indian Country Digital TrainerGrow with GoogleSince the early days of the COVID-19 pandemic, womenClosures of small businesses related to COVID-19 leadhave accounted for the majority of all lost jobs, andto serious economic challenges for business ownersBlack women have been particularly impacted, losingand the communities they serve, and disproportionately154,000 jobs in December 2020 alone in the U.S. Inimpact small businesses in communities of color —response, nine female Googlers, led by Tia McLaurin,including in Indian Country. We supported the Nationallaunched Black Women Lead, a Grow with GoogleCongress of American Indians to help sustain and createinitiative to train 100,000 Black women in digital skillseconomic opportunities in tribal communities, providingby 2022. In partnership with Dress for Success, The Links 1.25 million in Google.org grants for immediate reliefIncorporated, and National Pan-Hellenic Councilfor hundreds of Indigenous-owned businesses and freesororities, this program is part of Google’s 15 millionGrow with Google training and support to more thancommitment to Black job seekers.11,000 Indigenous business owners in the U.S. to accessdigital tools and skills needed to grow.Sigma Gamma Rho Sorority Inc.,one of six partner organizationsof the Black Women Leadprogram, a Grow with Googleinitiative led by Tia McLaurin18
Insight #2 — Retention2021 Diversity Annual Report“ The business craves our insights they’re eager to make change, eager tounderstand what can we do better.”Rachel Spivey is the Head of the Retention & ProgressionConsultant Team at Google.19
Insight #3 — Racial Equity20Applying a systemic approach toracial equity is necessary to buildsustainable change for our BlackGooglers and users.spotlightMarian, Cassandra, & JuanHear Vice President of Responsible AI and HumanCentered technology, Marian Croak; Vice Presidentof Customer Care & Vendor Management Office,Cassandra Johnson; and Treasurer of Google andAlphabet, Juan Rajlin, discuss Google’s systemicapproach to racial equity.Watch video or read transcript
Insight #3 — Racial Equity2021 Diversity Annual Report21what’s workingin the workplaceWe’ve made concrete, global commitmentsto racial equity company-wide, from hiringcriteria to leadership accountability, communityinvestments, and new product creation.We’re working directly with community leadersand representatives from our employee resourcegroups to create new internal programs that builda greater sense of belonging.Created racial equity commitments and an EquityBuilding from an idea surfaced by Black Googlers, weProgram Management Office with input from members ofintroduced a student loan repayment program to helpour Black Leadership Advisory Group and Black Googlersalleviate the economic burden of student debt for thoseNetwork employee resource group.most impacted, especially women and communities ofFurther readingExplore our comprehensive set of concrete racial equity commitments.color within the U.S.Committing to more inclusive practices and policies— and revisiting them when we don’t get them right.In years past, we enlisted Googlers’ help to reduceinstances of unauthorized visitors in offices, and we nowrealize this process is susceptible to bias. Our GlobalSecurity and Resilience team has since partnered witha cross-functional working group, conducted extensiveresearch, listened to Black Googlers’ experiences,and developed and tested new security procedures toensure we maintain the safety and security of the Googlecommunity without relying on this type of enforcement.Created a conversation guide to help managers andGooglers have conversations and show support for theAsian community in response to heightened incidents ofxenophobia and racism.
Insight #3 — Racial Equity2021 Diversity Annual Reportin the workplacein the worldWe’re creating more spaces for Googlers toshare their stories and increase understandingof experiences with systemic inequity all overthe world.In addition to the teams dedicated to makingour core products like Search and Maps moreinclusive, we assembled a product task forceto prioritize and implement the 500 productsuggestions from Googlers all over the worldto help Black users in the moments thatmatter most.spotlightAfter witnessing a surge of online searches forPhoto by Garret GoochBlack-owned businesses in summer 2020, Google’sHosted our first virtual Black Executive Leadershipways to help support Black business owners,Roundtable in EMEA,“Breaking the Black Ceiling:including the addition of a Black-owned businessRepresentative Leadership Goals, Roles, and the Nextattribute for merchants, which shows up whenGeneration,” bringing together over 20 Black leaderspeople use Google Search and Maps.to discuss real issues, share experiences, and learnfrom each other.Launched a monthly internal panel discussion seriesled by our Women@Singapore group and APACemployee resource group leads. The program, “You Can’tAsk That,” drives awareness and understanding of theexperiences of underrepresented groups across APAC.Centering racial equity for all communities led our PRIDE@and Trans@ employee resource groups to use Pridemonth to support and celebrate the Black communityand embrace intersectionality in the journey for justice.product teams worked quickly to introduce newFurther readingLearn more about how we took action to support and honor thelegacy of Black-owned businesses within Google Maps.22
Insight #3 — Racial Equity2021 Diversity Annual Reportin the worldWe’re helping to create economic opportunityfor underrepresented communities all over theworld, with a focus on Black entrepreneurshipand skill-building.Created a 175 million economic opportunity packageMeet two of the 76 inspiring founders who have receivedto support Black business owners, startup founders, jobfunding from the Google for Startups Black Foundersseekers, and developers in the U.S., including:Fund in the U.S.: 100 million to Black-led capital firms, startups,and organizations supporting Black entrepreneurs 50 million for small businesses serving theBlack community 15 million in training to help Black job seekersgrow their skills 10 million to build equity for the Black communityspotlightAquagenuity: Atlanta, GADoll Avant is a data scientist and social impactstrategist who wanted to address the water-qualityhealth crisis. She created Aquagenuity, a real-timein the developer ecosystemwater-quality aggregator that empowers individualsEstablished a 1 million Black Founders Fund in Brazilabout their water. Doll is an alumnus of the Googleand a 2 million Black Founders Fund in EuropeDoubling the size of our Grow With Google DigitalCoaches program to provide free digital skills training foran additional 50,000 Black small businesses across 20markets in the U.S.and businesses with critical health informationfor Startups Founders Academy and recipient of theGoogle for Startups Black Founders Fund.Cyber Pop-Up: Chicago, ILChristine Izuakor is rethinking how businessesapproach the cybersecurity industry. Cyber Pop-Upis an on-demand cybersecurity service platformpowered by vetted and highly skilled freelanceexperts. Its unique model addresses diversityissues in the industry by expanding employmentopportunities for underrepresented communities.Christine is a recipient of the Google for StartupsBlack Founders Fund.Googler André Barrence, Head of Google for Startups, LATAM23
Insight #3 — Racial Equity2021 Diversity Annual Reportin the worldEntrepreneurs Maisha Burt and Allyson McDougal co-foundedWorkChew, a service that offers its members the unique opportunity toco-work from local restaurants and hotels in their communities.Grazielle Cardoso receives her certificate in Digital Marketing afterattending the Grow with Google program when it landed in BeloHorizonte, Brazil.Partnering with the U.S. Black Chambers Inc. (USBC)Trained over 3,700 Black entrepreneurs, students,to deliver trainings that help small businesses growand professionals on digital marketing skills throughtheir presence online. With 145 affiliate chambers andBlack Ads Academy 2020 in Brazil.332,000 members across the country, USBC providesleadership and advocacy resources and initiatives toEstablished the Reconciliation Action Plan to encourageempower Black business owners.every Googler to become an active contributor in drivingequitable opportunity for Aboriginal and Torres StraitIslander peoples in Australia.Launched the Angel Investing School, a four-weekprogram for Googlers in the U.S. and EMEA, whereparticipants learned the practice of angel investing.The program saw 24 investors from diverse backgroundstrained, with 20 who planned to make an investment ina Black-founded startup.24
Insight #3 — Racial Equity2021 Diversity Annual Reportin the worldin the worldWe’re helping to amplify Black voices worldwide.We’re making direct investments to racial justiceorganizations that work toward criminal justicereform and empowering Black communities allover the world.Launched the #YouTubeBlack Voices Fund, a 100million global commitment to fund programming focusedon Black experiences, racial justice education, andto support Black YouTube creators and artists. The#YouTubeBlack Voices Class of 2021 provides dedicatedDonated 12 million in support of racial justicepartner support, seed funding, training, workshops, andorganizations like the Equal Justice Initiative, the Centernetworking for 132 creators hailing from Australia, Brazil,for Policing Equity, and The Marsha P. Johnson Institute.Kenya, Nigeria, South Africa, the U.K., and the U.S.Committed 1.5 million to support racial justicePartnered with Google Arts & Culture to honor the legacyorganizations that empower Black communities acrossof Black history all over the world. In Brazil, we partneredEurope and sub-Saharan Africa, with a particular focuswith Museu Afro Brasil to create an interactive onlineon training and skill-building for entrepreneurs andexperience that drove awareness and understandingBlack youth.of the Afro-Brazilian experience. And in the U.K., welaunched the first digital hub dedicated to telling storiesof Black British history and culture.25
Insight #3 — Racial Equity2021 Diversity Annual Report“ Being vulnerable is probably the hardest,but most amazing thing anyone can do, andI think a lot of leaders and a lot of Googlershave done that this past year . if I had towrap up this past year, it’s vulnerability, it’sgrace, but it’s also growth.”Cassandra Johnson is the Vice President of CustomerCare & Vendor Management Office at Google.26
Insight #4 — Accessibility & Disability InclusionStrengthening our focus on people withdisabilities helped us better recruit, hire,and build for this community.spotlightEve & KRHear our Senior Director of Accessibility and DisabilityInclusion, Eve Andersson, and Head of BrandAccessibility, KR Liu, discuss our focus on making ourworkplace and world more equitable and accessible forthe disability community.Watch video or read transcript27
Insight #4 — Accessibility & Disability Inclusion2021 Diver
Google's IT Residency Program (ITRP) is a 26-month role designed to jumpstart your career in technology at Google or beyond. "Unplugged" is a set of offline, unplugged activities introducing computer science concepts that show how technology keeps us connected. Insight #1 — Hiring 2021 Diversity Annual Report 10 in the world. 2021. 2021.
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