Google is looking to address inequality in the tech sector, because that's where its expertise and experience lies. Its is not doing this by hiring based on racial profiles. It is doing this by trying to encourage people from diverse backgrounds to a) enter the field in the first place and b) actually apply for jobs at Google.
> It is doing this by trying to encourage people from diverse backgrounds to a) enter the field in the first place and b) actually apply for jobs at Google.
Is there anything in the data (I haven't looked too much in dept) about the application pool. Because it seems to me, b) kind of sidesteps deeper issues and kind of says (figuratively) "Minorities just don't know to apply to Google. If that is the sentiment I am not sure I agree with it.
(Unless of course Google and just then turn around and implement racial quota hiring decision and then in effect we back to that. As "just apply, we'll make sure you get in").
I have seen companies do that. One company I worked for hired a minority into upper management. Her skill set, experience and competence was not up to par. Compared to the rest of the managers. The belief was that she was there as a token "minority" person. Not necessarily disagreeing with that. Maybe those kind of steps are needed. But just saying companies do that.
Now on a) I know Google does some good work. They have good programs for Women in tech. But not familiar too much with their program geared for racial minorities. Can you point me to some?
My understanding is that we have analysed our hiring process and found that the diversity of candidates is ~equivalent to the diversity of hires. In other words, there isn't bias in our hiring processes. The problem is we don't have enough candidates from diverse backgrounds applying.
