Thursday's action follows more than a year of turbulence and organization in the parent company's alphabet.
Lack of diversity is a problem across the technology industry, but Google has been at the center of public attention since August when an employee's internal memo attributed to women's underrepresentation in the technology industry to gender differences went viral. The notary writer, an engineer named James Damore, was later fired, but the incident led to internal turmoil and employee frustration about how the company handles diversity-related employment and retention, as well as harassment.
Overall, almost 70 percent of Google employees are male and 53 percent are white, according to the company's latest diversity statistics. In the leadership roles, the numbers are even stronger: 67 percent are white and 75 percent are him.
At the Alfabet Shareholders' Meeting in June, a group of employees increased leadership by presenting a proposal that required the Alphabet Exercise Compensation to be associated with diversity measurements. The proposal did not go out, but Pat Tomaino, representative of Zevin Asset Management, who submitted the proposal said that these recent protests are another sign that the company's top managers must take responsibility.
"Google's value depends on the ability to find and retain the most talented engineers on the planet, no matter what gender or what they look or where they are from," Tomaino told CNBC. "That employees are worried about their own workplace, creates further concern for investors."
Other technicians have also had employees protesting against the latest projects. Representatives from Amazon, Salesforce and Microsoft have signed petitions and held demonstrations about how their work is being used to monitor or separate families at the U.S. border.
Tech Workers Coalition, an activity activist group, says there has been an increase in interest and incidents over the past year.
The time is up with Google.
As Google workers, we became abhorrent of the details of the recent New York Times article, which gave the final example of a culture of compassion, abomination, and support for perpetrators in the face of sexual harassment, abuse and abuse of power. Unfortunately, this is part of a long-standing pattern, a further reinforced by systemic racism. We know this culture well. For every story in the New York Times there are thousands more, at all levels of the company. Most have not been told.
As the last article and exercise response clarifies, these problems are all the way to the top. Although Google has stood for the language of diversity and inclusion, material measures to tackle systemic racism have increased equity, and stopping sexual harassment has been few and far between. ENOUGH. Soothing PR will not cut it: We need openness, responsibility and structural changes.
Thursday, November 1
1 – End of forced arbitration in cases of harassment and discrimination for all current and future employees, along with a right for all Google employees to bring a staff member, representative or supporter of their choice when they meet with HR, especially when submitting a claim for harassment.
2 – An obligation to terminate pay and opportunity for inequality, for example, to ensure that there are women of color at all levels of the organization and responsibility for not fulfilling this commitment. This must be accompanied by transparent gender, racial and ethnicity gap data across the level and years of industry experience, available to all Google and Alfabet employees and contractors. Such data may include, but not limited to: information on relative marketing rates, undercutting by leasing, handling of leaves and inequality in project and job change opportunities. The procedures at which such data were collected and the techniques at which it was analyzed and aggregated must also be transparent.
3 – A published sexual harassment report, including: Number of Google's harassment requirements over time and by product area; types of submitted claims how many victims and accused have left Google; some exit packages and their value.
4 – A clear, unified, globally inclusive process for reporting sexual abuse safely and anonymously. The process today (ie go / sayomething) does not work, in any way, because HR's performance is assessed by senior executives and board members, and forces them to put management's interests in front of employees who report harassment and discrimination. The improved process should also be available to all: full-time employees, temporary employees, suppliers and contractors. Responsibility, security and ability to report unsafe working conditions should not be dictated by job status.
5 – Lift the Chief Diversity Officer to respond directly to the CEO and make recommendations directly to the board. In addition, a representative appoints employees to the board. Both CDO and employee representatives should help to allocate permanent resources to claims 1-4 and other equity efforts, ensure responsibility for these requirements and propose changes when equity targets are not met.
WHY DO YOU DO THIS?
For every story in the New York Times there are thousands of all levels in the company. Many have not been told. We are part of a growing movement and we will not stand for this anymore.
WHY ARE CONTRACT WORKERS INCLUDING THE DOMANDS?
Many temps, suppliers and contractors (TVCs) conduct business-critical work without benefits or recognition, and several hope to convert to full-time employees. Coming out with sexual harassment issues or other HR complaints (pay / recognition) can significantly jeopardize conversion opportunities, even less employment still like TVC. Remember, TVC is paid every hour, has very limited benefits, and probably does significantly less than their FTE colleagues.
The power structure that basically reduces TVCs is rooted in the same basis for inequality. If we want real change, we must act together.
WHAT IS PRIVILEGED GOOGLE WORKERS WALKING OUT?
This is part of a growing movement not only in technology but across the country, including teachers, fast food workers and others who use their strength in number to make real change. We know that it may be harder for other workers to get up, so we are solidarity with temporary and contract workers here on Google, but we urge everyone who feels this injustice to take collective action.