Connect with us

Google

Belonging at Google in Europe, the Middle East and Africa

Building for everyone requires vision, and constant revision. Every product we create requires continually trying new things, examining data and learning from both our successes and failures to do better every day. Our work on Diversity, Equity and Inclusion (DEI) is no different. Google first published its Diversity Annual Report in 2014 and since then…

Published

on

Building for everyone requires vision, and constant revision. Every product we create requires continually trying new things, examining data and learning from both our successes and failures to do better every day. Our work on Diversity, Equity and Inclusion (DEI) is no different. Google first published its Diversity Annual Report in 2014 and since then we’ve built on what we’ve learned to increasingly make Google a place that is truly for everyone. Last year, for the first time, the data in the report was broken down across Google’s business regions. With this year’s report we now have the opportunity to report on progress for the business region that encompasses Europe, the Middle East and Africa which we call EMEA.

I’ve led Google’s DEI programs in EMEA since 2019. I’m often asked what DEI looks like in such a diverse region. How can one approach work from Paris to Lagos and from Milan to Tel Aviv? It’s not simple, but we are committed to finding ways to make progress. Each country has different rules governing what data we can collect and what policies are permissible. Our DEI data isn’t perfect, but it’s essential for us to measure our progress as it helps keep us honest about where we are at and where we want to be.

Representation of women in EMEA

The data shows that we have increased the overall representation of women in our workforce from 32.7% to 33.8%. That might sound small, but in an organization the size of Google in EMEA (over 25,000 employees and interns) this represents a significant shift.

We continue to make progress in the hiring of women in EMEA with an overall increase of 14%. Specifically, women made up 28% of our tech hires, 49.2% of our non-tech hires and 47.1% of our Leadership hires. This is an increase year on year of 27% for non-tech and 64% for leadership hires with tech hires staying the same.

Our focus on increasing representation of women in leadership roles across EMEA is showing promising results. We saw a significant gain of 10% in the representation of women in leadership roles which now stands at 29.7%. It’s good to see progress, but there is more to do here.

We know efforts to develop talent from under-represented groups need to start early. We have amplified our efforts to support gender equity in a number of countries in Africa, sponsoring and providing content for the Our Girls, Our Future conference for young women interested in the tech industry. Across Sub-Saharan Africa, we partnered with the Graca Machel Trust to provide digital skills training for more than 5,000 women entrepreneurs.

We also grew Mind the Gap, an initiative we started in Israel in 2008 that encourages women and girls to pursue STEM careers. Mind the Gap transitioned to a virtual platform at the beginning of the pandemic. In 2021, the program reached more than 60,000 students in Israel and expanded to Romania and Ghana.

Racial equity in EMEA

Last year, for the first time, we were able to report race data for our business region in the Diversity Annual Report, thanks to almost three quarters of Googlers in EMEA voluntarily providing this information.

We see White+* continue to account for the highest representation in EMEA (78.1% versus 80.4% last year). Representation of Asian+* Googlers shows the largest increase (from 10.9% to 12.1%), followed by MENA+* (from 7.3% to 7.8%), Black+* (from 2.8% to 3.2%), Latinx+ (from 3.8% to 3.9%) and Indigenous+ (no change at 0.3%).

Where we need to make better progress is in the speed at which things are changing. For example, there has been an increase in representation of MENA+ leaders (from 4.5% to 5.8%) and an increase in representation of Black+ leaders (from 3.3% to 3.8%) across EMEA – but we need to see more progress here. And representation for all racial categories except Black+ and White+ are lower in leadership than in the overall population.

Growing leadership is one of the key planks of our racial equity plans in EMEA. Here’s how we’re focusing our efforts:

  • In recruiting: In 2021, we set an aspiration to double the number of Black+ directors by 2023. Additionally, we aim to drive Black+ representation at all levels across our talent engagement, outreach initiatives and inclusive hiring commitments.
  • Baseline data: Where legally permissible, we have started to collect application data to help understand the representation of our candidates.
  • Nurturing talent: We relaunched Elevate+, a six-month-long EMEA specific program that offers one-on-one mentorship and coaching to Black+ employees. To date, nearly 200 Googlers have participated in this program.
  • Educating majority groups: We continue to engage Googlers through comprehensive anti-racism and racial equity education, such as trainings and our speaker series on racial justice. We also have a thriving community of allyship groups across EMEA.

It’s not just about supporting racial equity in our workforce — it’s also important to support the wider community. Black founders in EMEA received $63 million in ‘follow-on’ funding after they participated in our Black Founders Fund, with 95% of participants reporting a positive impact on their startup’s ability to fundraise. We announced a second fund earlier this year.

Disability in EMEA

Our recruiting teams and local HR teams work closely with our Disability Alliance group to progress our commitments to communities with disabilities, ensuring that our hiring process is accessible and our culture and managers are prepared to support and lead Googlers with disabilities.

Our talent engagement team in EMEA hosted its first ever Disability Conference (DisCo for short) for nearly 2000 students, new graduates and industry professionals with disabilities. The conference created a space for people with disabilities and allies to connect and engage with each other and Google.

We’re also fostering new connections with disability communities around the globe. Last year, our London, Dublin, Munich, Zurich, Wroclaw and Nairobi offices celebrated #PurpleLightUp, a global campaign that celebrates every employee with a disability around the world. Leaders from each office also held conversations with our employee resource group (ERG) for Googlers with disabilities.

LGBTQ+ representation in EMEA

We have incredibly active Pride and Trans employee resource groups at Google. These groups play a critical role in promoting belonging and inclusion within the LGBTQ+ community – from creating thoughtful programming for Trans Awareness week to leading Pride events activations across 26 countries, from Poland to South Africa.

Google is also a founding member of We Are Open, an alliance of businesses and other organizations in Hungary that promotes diversity and inclusion at the workplace, focusing on LGBTQ+ inclusion. In line with Google’s vision to be helpful for all, including our LGBTQ+ communities and its allies, we were excited to partner with Open for Business in creating a report on LGBTQ+ inclusion in Central and Eastern Europe that was released last year.

In addition, to aid small business recovery during the pandemic, we launched a global campaign to help support and celebrate LGBTQ+ friendly spaces – from a LGBTQ+ bookstore in Sweden, to Rainbow Square in Copenhagen. Google also officially supported the Ja Für Alle campaign in the referendum for Equal Marriage rights in Switzerland.

In conclusion

It’s up to every one of us to contribute to building a more inclusive, equitable, and representative workplace, region and world where everyone feels they belong. We have a responsibility to relentlessly represent and support the rich diversity of talent in our region and to make Google a place where everyone can thrive. This work is not a one-off effort. It requires thoughtful and committed, ongoing systemic action. Only by committing to doing this work together can we make meaningful and long lasting change.

If you’d like to find out more, please take a look at this year’s Diversity Annual Report.

Source

Continue Reading
Click to comment

Leave a Reply

Your email address will not be published.

Google

An update on our work in responsible innovation

Launched in late 2019, to date more than 32,000 employees across Google have engaged in AI Principles training. Given our growing understanding of effective hybrid and remote learning, we continue to expand and modify the courses. For example, this year we adapted our popular four-part Tech Ethics self-study course to a one-part deep dive based…

Published

on

By

Launched in late 2019, to date more than 32,000 employees across Google have engaged in AI Principles training. Given our growing understanding of effective hybrid and remote learning, we continue to expand and modify the courses. For example, this year we adapted our popular four-part Tech Ethics self-study course to a one-part deep dive based on Googler feedback. Similarly, we launched the Responsible Innovation Challenge — taken by more than 13,000 employees — as a series of engaging online puzzles, quizzes and games to raise awareness of the AI Principles and measure employees’ retention of ethical concepts, such as avoiding unfair bias.

Source

Continue Reading

Google

Supporting news innovation in the Asia Pacific region

How the Innovation Challenge worksThe Asia Pacific GNI Innovation Challenge is open to news organizations of all sizes that aim to produce original journalism and whose projects focus on innovation to create a more sustainable and diverse news sector. Projects will be evaluated against several criteria, including: impact on the news community, innovation, feasibility and…

Published

on

By

How the Innovation Challenge works

The Asia Pacific GNI Innovation Challenge is open to news organizations of all sizes that aim to produce original journalism and whose projects focus on innovation to create a more sustainable and diverse news sector. Projects will be evaluated against several criteria, including: impact on the news community, innovation, feasibility and a willingness to share knowledge. Applicants should be based in the Asia Pacific region and have their principal place of business there. For more information on eligible projects, criteria and funding, see our website.

How to apply

Applications are open until August 23 at 11:59 PM SGT and can be submitted via our website in English, Bengali, Chinese (traditional), Hindi, Indonesian, Japanese, Korean or Thai. We’ll be hosting a virtual town hall on Wednesday, July 13 at 2:00 PM SGT to answer applicants’ questions.

The GNI Innovation Challenges have been driving innovation in news since 2018 and have funded over 200 projects in 47 countries globally. We want to help empower news organizations across the APAC region to pioneer new thinking to support quality journalism. We look forward to receiving your application!

Source

Continue Reading

Google

Google News Showcase continues to grow in the UK

At the beginning of last year, we brought Google News Showcase, our product experience and licensing programme for news publishers, to the U.K. It’s designed to help publishers engage more deeply with their readers – and to help readers find, follow and support the news organisations covering the issues that matter to them. We continue…

Published

on

By

At the beginning of last year, we brought Google News Showcase, our product experience and licensing programme for news publishers, to the U.K. It’s designed to help publishers engage more deeply with their readers – and to help readers find, follow and support the news organisations covering the issues that matter to them. We continue to learn, update and expand the product, and we’ve seen strong, steady numbers – both in terms of the number of publishers signing on for the product in the UK, and how readers are interacting with the content.

More publishers join News Showcase in the UK

We’ve negotiated and signed deals with almost 240 news titles in the U.K. since launching News Showcase. The most recent is The Guardian, building on our longstanding work together on digital innovation for the future of news.

Keith Underwood, CEO of The Guardian, commented: “We are pleased to have expanded our partnership with Google to make our journalism available in digital, video and other formats in ways that will engage even wider audiences. This new deal supports further investment in journalism and will bring a new audience back to our sites where we can build deeper relationships of enduring value.”

Local news publishers make up 93% of the titles who’ve signed up to News Showcase in the U.K. to curate news in new ways and deepen their engagement with online audiences. These include Grantham Journal, NationalWorld.com, Reach’s Belfast Live and Clear Sky’s North Devon Gazette.

As Mark Thompson, Editor of National World, says: “We believe it is vital that our stories, videos and images are given the value they deserve so that we can produce ever more insightful, reliable and relevant journalism for audiences all over the UK. News Showcase has enabled our teams based in England, Scotland and Northern Ireland to display their impressive work on a great platform and in a meaningful way.”

Simon Bax, CEO of Clear Sky, also tells us: “Joining the Google News Showcase has had a dramatic and immediate effect as it has enabled us to hire an additional journalist, has elevated our standing within the community and has increased the team’s self-assurance.”

We recently announced that we’re making it easier to find local publishers in Google News Showcase by bringing their panels into the local section of Google News. Through our partnerships with local news publishers in the U.K., we’ve seen first-hand how local news is an essential way for readers to connect to their communities and ensure they get the news that impacts their day-to-day lives.

Supporting publishers and journalists in the UK

News Showcase is one element of our broader investment in news and journalism in the U.K. We spent more than $18 million on training, partnerships and programming with news organisations and other news industry partners between 2018 to 2020, and we’ve trained 16,500 journalists and journalism students since 2015.

We’re proud to fund the Journalism AI fellowship, organised by the media think-tank Polis at the London School of Economics, and to support organisations like Headlines Network who are providing essential mental health resources for journalists in England and Wales. We’re continuing our support for the University of Central Lancashire’s Journalism innovation and Leadership (JIL) Programme for a third year and recently announced the Innovation Challenge for Europe, where small and medium-sized news organisations can apply for funding to stimulate innovation in news.

We’re dedicated to continuing our contribution to and collaboration with the news ecosystem, supporting the open web and continuing to provide access to information in the UK and elsewhere.

Source

Continue Reading

Trending

Copyright © 2021 Today's Digital.