CUR 518 Week 6 Team Project

1. GOOGLE DIVERSITY
PLANNING
BIANKA BAILEY, ALYSON BERGANDINE, VANESSA COLEMAN, NAKISHA DESHIELDS,
BETHANN SHAUNTEE
CUR 518
AUGUST 06, 2017
MELINDA MEDINA

2. Google began in 1995 as a search engine, developed by Larry Page and Sergey Brin. The duo’s
mission was to organize the world’s information and make it universally accessible and useful. In
1998, Andy Bechtolsheim invested in the company, which led to the birth of Google, Inc.
Today, Google employs nearly 50,000 employees.
Of these, 56% are white, and 69% are males.
Google, 2017

3. ORGANIZATIONAL NEED FOR DIVERSITY
PLANNING IMPROVEMENT SERVICES
Is positively associated with higher business
performance outcomes
Workforce
Diversity
is positively associated with higher
performance in organizations that integrate
and leverage diverse perspectives as
resources for product delivery
Racial
Diversity
is positively associated with more effective
group processes and performance in
organizations with people-oriented
performance cultures
Gender
Diversity
are more creative and perform better in
problem solving than homogeneous teams
Diverse
Teams
The effects of diversity on
group processes and
performance are highly
dependent on the presence of
facilitating or inhibiting
conditions in the organization;
absent facilitating conditions,
the aforementioned outcomes
are reversed
(Kochan, 2002)

4. STATISTICS
SHOW WHY GOOGLE
NEEDS A NEW PLAN
• 56% WHITE
•35% ASIAN
•4% TWO OR MORE RACES
•4% HISPANIC
•2% BLACK
•<1% OTHER
•69% MEN
•31% WOMEN
•LEADERSHIP POSITIONS:
75% MALE, 25% FEMALE
https://www.google.com/diversity/index.html

5. GOALS &
OBJECTIVES
Increase awareness of diversity throughout the company
• Conduct employee training and development workshops on diversity
• At least three diversity educational opportunities will be provided to all staff within the
next year
• Human resources will include a copy of the diversity plan in all orientation packets for
new hires
Improve recruitment of diverse candidates for available positions
• A taskforce will be formed to create a communications plan for promoting employment
opportunities to diverse audiences
• Human resources will use a communications plan for each new opening and provide
applicants with the option of indicating how they learned about open positions
Where the plan hopes to see change
within the organization—awareness of
diversity, recruitment of diverse
candidates, and communication and
sharing among staff
(American Library Association, 2017)

6. PROPOSED EMPLOYEE DEVELOPMENT PLAN
TRAINING OUTLINE
Define
Diversity
What is
diversity, and
what is not
Primary and
secondary
dimensions of
diversity
Historical
changes and
challenges
Legal influence
Understanding
stereotypes
Biases,
prejudices,
perceptions
Challenging
your thoughts
and actions
Discrimination
Identifying and
preventing
discriminatory
behaviors
Resources for
help
Taking action for
yourself and
others
Communication
Actively listen,
and ask
questions for
clarity
Change what
you recognize
as negative
Realize your
role in creating
change
Non-verbal
communication
Body language
and signals
Get to know
how others see
you

7. PROPOSED EMPLOYEE DEVELOPMENT PLAN
Organizational inclusion
• Diversity in action results in inclusion
• All workplace systems, practices, and
policies
Identify and reduce barriers
• Increase engagement and conversation
• Address conscious and unconscious biases
in training, hiring, management
Create opportunity for dialogue
outside the chain of command
Equity
• Understanding equitable and fair treatment
Differences
• Culture, generational, personality, learning
style, focus, and motivation
Barriers
• Assumptions
• Misunderstandings
• Prejudices
• Fear
Conflict resolution

8. LEGAL ISSUES AND OBSTACLES
FEDERAL AND STATE LAWS PROHIBIT DISCRIMINATORY EMPLOYMENT PRACTICES
THESE LAWS:
• CREATE THE “PROTECTED CLASS” CONCEPT
• GROUPS THAT HAVE PREVIOUSLY BEEN DISCRIMINATED AGAINST BASED ON ETHNICITY, NATIONALITY, GENDER, RACE, OR
DISABILITY
• PROHIBIT THE FOLLOWING ACTS BASED ON THE IDENTITY OF AN INDIVIDUAL EMPLOYEE:
1. RECRUITING
2. HIRING
3. PROMOTING/FAILING TO PROMOTE
4. DISCIPLINING & FIRING
IMPORTANT FEDERAL LAWS
• TITLE VII OF THE CIVIL RIGHTS ACTS OF 1964
• THE AMERICANS WITH DISABILITIES ACT (ADA)
• THE ADA AMENDMENTS ACT OF 2008
• THE EQUAL PAY ACT
• THE AGE DISCRIMINATION IN EMPLOYMENT ACT
• THE PREGNANCY DISCRIMINATION ACT
(Wallace, 2015)

9. LEGAL ISSUES AND OBSTACLES
DISPARATE IMPACT DISCRIMINATION
THE ADVERSE EFFECT OF A NEUTRAL AND NON-DISCRIMINATORY PRACTICE OR STANDARD THAT
DISPROPORTIONATELY AFFECTS PERSONS BELONGING TO PROTECTED CLASSES
LOOKING AT GOOGLE’S NUMBERS
• DISPARATE IMPACT CASES USE STATISTICS TO SHOW DISCRIMINATORY EFFECTS OF BAD PRACTICES
• GOOGLE’S NUMBERS SHOW A NEED TO RECRUIT, HIRE AND PROMOTE DIVERSELY TO AVOID POSSIBLE
LEGAL ISSUES
• “NERD IMAGE”
• GOOGLE’S IMAGE OF EMPLOYING NERDS, GEEKS, AND UNDERDOGS MAY LEAD TO POSSIBLE DISCRIMINATORY
EMPLOYMENT PRACTICES BY MANAGEMENT
(Disparate impact, 2017)

10. RECOMMENDED COURSE OF ACTION
The recommendations of this committee based on the research
provided in this presentation is as follows:
Outside Course of Action
Form a recruitment team that resembles the recruits that google desires to attract .
Aggressively send the team out to recruit in highly populated demographics such as gender and
minority specific Colleges and Universities.
Hold career fairs at High Schools for Seniors and Juniors determining what career path to go on.
In House Course of Action
Openly list opportunities for advancement.
Monthly expression panels for open discussions for low represented genders and minorities.
Implement company-wide diversity training sessions.

11. REFERENCES
American Library Association. (2017). Strategic planning for diversity. Retrieved from
http://www.ala.org/advocacy/diversity/workplace/diversityplanning
Disparate impact. (2017). In Business Dictionary. Retrieved from http://www.businessdictionary.com/definition/disparate-impact.html
Goggle. (2017). Equal employment opportunity data chart. Retrieved from
https://www.google.com/diversity/index.html
Google. (2017). Image “Google”. Retrieved from
http://fortune.com/google-diversity/
Kochan, T. (2002). The effects of diversity on business performance: Report of the diversity research network. Retrieved from
solargeneral.org/wp-content/uploads/library/diversity-at-work.pdf
Wallace, A. (2015). Diversity, employment discrimination and inclusion. New York City Bar. Retrieved from http://www.pashalaw.com/diversity-employment-
discrimination-inclusion/