Diversity at Google

immigrant in this country. I came 25 years ago. The country has moved
from a place where I was somebody that stood out to
somebody that in a strange way blends in with what is around. I know that that is not
something that I can or should take for granted. CHRIS GENTEEL: My
life has always been filled with a
diversity of people and experiences, perspectives. And it’s hard to imagine
a company like Google or a society like ours being
successful without being inclusive of all
that perspective. JEN FITZPATRICK: When
we’re building Google Maps, we’re really
looking at how do we help people in the everyday
moments of their life. And so having people around
the table when we’re designing the product who’ve had
different life experiences, who come from different
types of neighborhoods, from different
places in the world really makes a
difference in helping us think about how do we help
as many people as possible. NANCY LEE: One of
the first things that Google did
to try and decide what it needed to solve
in terms of diversity was understanding what did
its workforce look like and whether it could
actually be more diverse. And we shared that data both
with Googlers as well as with the public so
that we could be held accountable
for the fact that we didn’t look like we wanted to. And so many of our
efforts now are built around increasing that
representation of diversity at Google. VALEISHA BUTTERFIELD
JONES: This is hard work. If you look at the
problems that we’d like to solve as an
industry, they also reflect the problems
of our society. And it’s so important that we do
the work, even when it’s tough, and that we’re committed
to the long-term result. RUTH PORAT: Having that tone
from our senior leaders– which is, we want to be able to pull
up the greatest talent we have around the organization
and make it really clear, we want to see more women in
senior leadership positions, we want to see more people
from underrepresented groups, because it makes us a better
company– really, to me, is the starting point. And it becomes infectious. Once you set that tone,
it becomes really clear. This is a priority, because it
makes sense to be a priority. TORRENCE BOONE: What we’re
striving for is possibility. We want to unlock
what is unexpected. And you’re going
to get that when you bring all of these
diverse perspectives together.

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