Supporting Black+ Googlers throughout their careers
Meaningful, lasting change needs to come from within our own walls. That means looking across the experience of underrepresented Googlers, including Black+, Latinx, and Indigenous communities, and at all of our internal processes, including recruiting, leveling, performance, promotion, talent assessment and retention practices.
Weve laid some good groundwork here. Since June, weve doubled the Retention & Progression team so that each organization has a designated consultant to support underrepresented Googlers, and we plan to triple our investment in this program by 2022. Meanwhile, we continue to roll out more robust checks for fairness and equity in our Perf process, including this cycle.
Weve also taken steps to create a deeper sense of belonging for our Black+ community, from offering relevant and useful benefits to fostering supportive internal communities. For example, last month we introduced a student loan repayment program to address the debt that hinders economic progress for many communities of color. We also increased the percentage of Black+ mental health counselors available to Googlers in the U.S. to 13.5 percent, and are partnering with healthcare providers to create new programs for concerns that disproportionately affect our Black+ community, to be in place by 2022. In EMEA, we’ve launched a new speaker seriesRE:EMEAto localize the conversation on racial equity and increase our understanding of the regions unique history. And to create community globally, next year well roll out a six-month onboarding program for Black+ Nooglers to help build networks during those first few months at Google.read more
Progress on our racial equity commitments
