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1Proprietary+ConfidentialProprietary+ConfidentialProprietary+ConfidentialCloudTechDiversityEquity+Inclusion20172Proprietary+ConfidentialContentsTheWhyOurvision2017currentstate2017GoalsMissionstatementFocusareasObjectivesTheWhoRoleofmanagers,councilmembers,partners,googlersEDIICounciljobdescriptionEDIICouncilworkinggroupresponsibilitiesTheHowTheoryofChangeStrategyCorecapacity-buildinginterventionsSignalsofeffectivenessEvaluationEvaluationplanProgrameffectivenessThreatsandmitigationsScoredOKRsGuidingPrinciplesforallofoureffortsDefiningdiversity,equity,andinclusivenessGuidingprinciplesfororganizationaldevelopmentEmployingadaptiveleadership3Confidential+ProprietaryConfidential+ProprietaryTheWhyOurvisionOurcurrentState4Confidential+ProprietaryOurvisionAdditionalBurdens15%Equity+FairnessInclusivenessCultureofInnovationVirtuousCycleVirtuousCycleDiversityAllareheldto(thesamemeasurable)highexpectationsAllhavetheopportunitytomeaningfullycontributetoourmostchallengingandbusinesscriticalworkAllarerecognizedandrewardedforexcellentworkAllhaveaccesstoadvancementTruemeritocracyProductsworkforallusersCultureofinnovation,toleranceformistakesMuscletositindiscomfort,conflict,growthWehaveeachothers’back:Allyshipfrommajorityandleaders,andsolidarityamongminoritizedgroupsMultipleperspectivesvaluedandputtouseManywaystobeanddoAllcanbelongWorkplaceisaccessibletoallWorkforcereflectsthediversityofourusersLeadershipreflectsdiversityofourworkforce5Confidential+ProprietaryInclusiontl;drGoogleisgreatplacetoworkformostmales(globally)andwhiteandAAPImales(US).Manywomen(globally)andBlack+,Hispanic/Latinx+Googlers(US)feellessincluded.AtGoogle​,perceptionsofinclusiondivergeacrossraceandgender.ThesametrendspersistacrossCloudTech​,andhavepersistedyearoveryear.GooglersthinkGoogleandourleaderscandomoretofosteracollaborative,fair,psychologicallysafe,anddiverseenvironment.Gender=globaldata;Race/ethnicity=USdata.Diversitytl;drTheGoogleandCloudTechworkforceisnotyetrepresentativeofthediversityofouruserswithregardtogender(globally)andrace(intheUS).CloudTech’sleadershipisnotyetrepresentativeoftherace/genderdiversityofourworkforce.OurcurrentstateProducttl;drCloudTechproductsandprocessesfordevelopers(fromreadabilitytosourceanalysistobugscopetoenterprise-wisedeveloperproductivitytoincidentmanagement)arenotyetmodelingfairandinclusivepractices.Ourareasofinfluenceandfocusincludeenterprise-wide(internalandexternal)developercommunity,GoogleWorks(HRsystemsandprocesses),Firebase(mobile),OMG&Requiem(crisis-responseprocesses).6Confidential+ProprietaryRacerepresentationhasremainedrelativelystablesince2014EOY,representationofwomenhasincreased1%/yearDonotscreenshot,copy,print,ordistributeAllGCloudminusGCloudmarketingandGCloudCustomerGender=globaldata;Race/ethnicity=USdata.7Confidential+ProprietaryL8+race/representationhasremainedrelativelystablesince2014EOY,womenrepresentationhasgrown1%/yearGender=globaldata;Race/ethnicity=USdata.Donotscreenshot,copy,print,ordistribute8Confidential+Proprietary8GOOGLE-WIDEINCLUSIONEOY2016OverallscoreLowaggregatescore?Significantrace/gendergaps?DidgapsgroworshrinkYearoverYear?GoogleisaplacewherealltypesofGooglers(e.g.,allgenders,ethnicities,culturalbackgrounds)cansucceedtotheirfullabilities.grewTEAM-LEVELINCLUSIONMyworkgroupisaplacewherealltypesofGooglers(e.g.,allgenders,ethnicities,culturalbackgrounds)cansucceedtotheirfullabilities.stableIfeelcomfortablebeingmyselfatwork,evenwhenIamdifferentfromothers.stableWhenIspeakup,myopinionisvalued.shrankMyworkgrouphasaclimateinwhichdiverseperspectivesarevalued.stableIfeelsafetakingsocialrisksinmyworkgroup(e.g.,Iamabletobringupproblemsandtoughissues,Ibelievemymistakeswillnotbeheldagainstme,Idon'tfeeldeliberatelyunderminedbyothers).stableINDIVIDUAL-LEVELBELONGINGNESSIfeelincludedatGoogle.stableIfitinwithmycolleagues.stableINCLUSIVELEADERBEHAVIORTheactionsofmymanagershowtheyvaluetheperspectiveIbringtotheteam,evenifitisdifferentfromtheirown.shrankMySVPdemonstratesavisiblecommitmenttodiversityandinclusion.stableMyVPdemonstratesavisiblecommitmenttodiversityandinclusion.stableMyPA/FunctionLeaddemonstratesavisiblecommitmenttodiversityandinclusion.stableINDIVIDUAL-LEVELFAIRNESSMyfunction'spromotionprocessisfair.shrankIbelievemyperformanceisfairlyevaluated.stableOverall,mytotalcompensation(i.e.,salary+bonus+equity)isfairandequitable.stableRespectGoogleisaplacewherecoworkerstreateachotherwithrespect.stableWhenthereareconflictingopinionsamongteammembers,wetreateachotherwithrespect.grewIfeelcomfortableraisingconcernsregardingincivilityandmisconduct(e.g.,withmymanager,HRBP,go/saysomething).*-Googlersconsidertheimpactoftheiractionsoncoworkers.*-IamempoweredtopromoteinclusionatGoogle.*-GooglegeistInclusionIndexResults<70%favorable,oragapof≥5%≥85%favorable,withnogaps≥5%70-84%favorable,andnogaps≥5%Gender=globaldata;Race/ethnicity=USdata.FromCloud2016,2014GooglegeistDonotscreenshot,copy,print,ordistribute24Whereit’smeasuredVPengagementtrackerGooglerengagementtrackergo/inclusiveperf-evaluationgo/DEI101-evaluationSojournevalgoinglivesoonEOYself-assessmentfolderEOYself-assessmentfolderDiversityScorecard(seeDiversityBusinessPartner)TIManagerSurvey(​go/2017tims​)Whenit’smeasuredmonthlyquarterlyInthefirst5andlast5minutesofasession.DataisevaluatedattheconclusionofeachengagementEndofyearEndofyearMiddleandEndofyear(dependingonmetric)Howit’smeasuredMonthly1:1sbetweenVP,PeoplePartner,andDiversityBusinessPartnergo/growattendancePre-postengagementsurveysgo/cloudtech-D&I-EOY-assessmentandgo/journeyselfassessmentgo/cloudtech-D&I-EOY-assessmentandgo/journeyselfassessmentGooglewidePeopleanalyticsdataPA-specificdatasuchastheTImanagersurveyEvaluationPlanEngagementcompletionratesofcoreengagementsEffectivenessSelf-reportedpre-post(“I’mmoreableto...)LeaderpracticesChangesinleaderbehaviorsOutcomesChangesinrepresentation,retention,advancement,cultureOrgpracticesChangesinorgpractices,norms,policiesBackAnimation25Engagement50%ofCloudTechGooglersreached.1Hrace/genderengagementpatternsmitigated.RolloutCoreEngagementGoal(%,#)Outcome(%,#)WinsOpportunitiesScaledInclusivePerfforManagers85%ofmanagers,121088%,1249>90%inDCOps,HWOps,SRE<75%inNetOps,GCD,UFOInclusivePerfTTTforDirectors90%ofDirectors,10986%,104100%inDCOps,HWOps,SRE,GCD,Platforms,<75%inNetOps.SecurityandPrivacy,UFOUnTownhallsToplineVPofeachfunctionattend,9810VPstotalattended,7hostedanUnTownhallSREdidnotattendLimitedScaleSojourn1:OurBrainsonRace5L7+perfunction,9functions78%offunctions,7GCD,NetOps,SRE,Platforms,CorpEngmetthegoalfor2ofthethreecoursesScalingremainsachallenge,asseatsarelimited,andCloudGooglersonlyshowedfor56%oftheseatsweenrolledin.Sojourn2:CourageousConversations5L7+perfunction,9functions56%offunctions,5Sojourn3:BuildingMuscletoNavigateRace5L7+perfunction,9functions11%offunctions,1PilotedDEI101forManagers200managers309Through3iterations,increasedpre-postmeasuresScalingisachallengeduetolowfacilitationcapacityandsensitivedataAllyship101100Googlers93Throughiteration,brokeAllyshipinto101and201DevelopandscaleAllyship201coursetofurtheradvancecapacityEDIIFacilitatorTraining25Googlers11Unabletorolloutin201726EffectivenessWhenattended,coreengagementsworkAmongtheMajorityUnTownhallsSojournRaceLearningLabsAllyshiptraining+50%ptinIunderstandmyroleinworkingforfairness/inclusion.+43%ptinIknowhowtotailormyleadershipbasedonmysocialpower.+39%ptinI’mawareofmyownsocialprivilegeanddisadvantage.+18%ptinIfeelcomfortableworkingacrosslinesofrace/genderdifference.AmongLeadersSojournRaceLearningLabsInclusivePerfforManagersInclusivePerfforDirectorsDEI101forManagers+33%ptinIknowtheEDIIhealthofourorg+27%ptinIknowmyroleinadvancingEDII+30%ptinIknowwhattodotomakeourorgmorefair,diverse,inclusive+44%ptinIknow3+waysrace/genderbiascouldcreepintoperf+46%ptinIknowwhattodoasamgmtteamtokeepperffair.AmongG2GFacilitatorsLearningFacilitationCorpsBalancingSocialPowerSojournTraintheTrainer+22%ptinIamabletoidentifypowerdynamicsingroups.+21%ptinIhavetheskill/willtoaddresspowerimbalances.+21%ptinIcancoursecorrectwhenmypowermanifestsunproductively.2017YEAnimation27Changesinleader/orgpracticesWINSAccountability-Topdownleadershipsettingthetoneandexecutivesholdingtheirorganizationsresponsible“Increasedaccountabilityformanagersinperf/promoprocesses.Peerreviewandcommentary,specificallyfocusingonbiasedlanguage,patternsofdiscrimination,etc”“Followinguponteamsthatloseadisproportionatenumberofunderrepresentedgroups.”Awareness-Googlersunderstandwhatwewanttobetrue,andhowclose/farwearefromthere“Deepawarenessofdepthofproblemsaswescaleourcompany-confusioninvaluesiscompletelyunderminingGoogle’suniquevaluetoourUsersandindustry.”“theconversationhasgonefrombeinguncomfortableoran“add-on”attheperipheryoftheorg,tobeingpartofthecoreoftheorg.I’vestartedseeingalargerdegreeof“uncomfort”bythemajority(middleaged,whitemales)whichItaketobethebeginningsofpositivechange.Capacity-Googlersbuildmuscletonavigatecurrentrace/genderclimateatGoogleTheleaderswhohavebeenthroughSojournareutilizingthetoolsforcourageousconversations.Much,muchmoretodo…”Communication-Consistentandvisiblediscussioninternallyandexternally“Beingpublicaboutmybeliefs,inlisteningeventafterDamorememo,CorpEngWomens’summit,NYCevents“TalkingaboutD&I,andsignalingitisimportanttome.”*Engagement-Focusonhighimpact,highrigorinterventionsandinitiatives“Havingmorefrank,directconversationsw/direct-reportsaboutwhythesetopicissoimportant.”Transparency-Measurewhat’sworkingandwhat’snot,andshareitregularly“Continuedreporting,analysis,etcofhiringpractices,candidateselection,hiringcommitteereviews,interviewfeedback.”*mostfrequentlycited2017YECommentCodingAnimation28Changesinleader/orgpracticesOPPORTUNITIES*Engagement-Focusonhighimpact,highrigorinterventionsandinitiatives“Whereweseethegreatestleaderengagement,wealsoseethegreatestorgengagement.”“Utilizeleaderstoactivateengagementamongwhite/AAPImen.”*ProcessImprovement-Ensuringeveryonecansucceed,thrive,progress,andbecomerepresentativeofouruserbase“Newprocessesforpostingofopenrolestoensureopportunitiestoapply/pursue,ratherthanjusthavingmanagersselectingindividuals-increasesopportunitiesforbroaderrangeofemployees.”“Demographicimprovementwasnotuniformlydistributed.”*Stasis-Breakthestatusquo;Refusetoreturntobusinessasusual“Survey,townhallquestions,individualdiscussionindicatespeoplehavenotseensignificantprogress,don’thaveconfidencethateffortstodatehavemadeanimpact.”“Someteammembersstillnotconvincedthatissuesare“happeninghere”,despitemultiplereassurancesthatwehavethedataandthatitisreal.”“Individualpushbackandresistancetoorganizationaleffortsregardingdiversity.Artifactsofbias,techniquestlikegaslighting,denial,“whatabout”,straw-man,etc.”“Allowedexistinggrouppatternstogounchangedinmanyareas.”“Conductingperfthesamewayyoudidlastyear.”“Basinghiringonthesamefactorsasyoudidlastyear.”Transparency-Measurewhat’sworkingandwhat’snot,andshareitregularly“Expandtransparency:LeadertrackerandmonthlyVP1:1sdrovetone-settingabove.”*mostfrequentlycited2017YECommentCodingAnimation29MostVPsratedtheirownorgbetweenreactiveandproactive2017EOYD&IAssessmentsDrive&go/journeyselfassessment*DidnotcompleteEOYself-assessmentby12/31302017OKRs:DiversityBusinessPartnerPodMoveDiversity,Equity,Inclusivenesseffortsfromreactivetoproactive.KR:Green.90%ofDirectorscompletego/inclusiveperf-tttbyEOY.85%ofmanagerscompletego/inclusiveperfbyEOY.KR:Red​.FiveL7+leadersfromeachfunctioncompletego/sojournLabs[​Lab1:OurBrainsonRace​,Lab2:CourageousConversationsAboutRace​,andLab3:BuildingMuscletoNavigateRace​].3outof9functionsmettheOKR.KR:Green.100%ofVPsreadgo/inclusiveperf-handout.KR:Green.OneVPfromeachfunctionreviewedtheir2016scorecard.16of18VPscompleted.KR:Green.OneVPfunctionisrepresentedontheD&Icouncil.KR:Green.RecognizeimpactfulD&Iworkviabonus,time,andvisibility.KR:Green.100%offunctionsrepresentedontheDiversityCouncil.KR:Green.DiversityCouncilhasatleastoneexecutivesponsorandmaintainedbetween1and2sponsors(MelodyMeckfesselandJimMiller).*KR:Yellow.Launchfivesite-basedAllyshipgroups.Launched2site-basedAllyshipgroups(SVLandSFO).*KR:Red.IdentifyfiveL8+leaderstoexecutivesponsorsite-basedallyshipgroups.Currentlyhousing2executivesponsorsfortwosites.*KR:Red.CompletetheEOYselfassessment​,andmeetwithyourDBPtoreceiveyourdiversityscorecard.KR:Red.OneVPfromeachfunctionattendedanUnTownhall.10of18VPscompleted.KR:Red.100%ofVPsshare2016orgassessmentresultsatanAll-hands.7of18completed.KR:Red.100%OFVPslaunchdiversityandinclusionOKRsalignedwithCloud,6of18completed.KR:Red.100%ofVPsattendanUnTownhallevent,ofwhich10of18completed.KR:Red.100%ofVPshostanUnTownhallevent,ofwhich7of18completed.Animation312017OKRs:DiversityCouncil(1of2)ProductInclusion:Incorporateaninclusionlensintoqualityimprovementsandsalesgrowtheffortsofatleastoneproductorserviceaspartof(I)2project.KR:Green.Identifytwoproducts/serviceswithopportunityforincreasedrevenue,usage,efficiency,orusersatisfactionKR:Yellow.Mostinclusiveexperiencefordevelopers.Googleengineeringculturecentersaroundtransparency.Modelcultureofinclusiontoolsfordevelopers,fromreadabilitytosourceanalysistobugscopetoenterprise-widedeveloperproductivityanalyticstoincidentmanagement.KR:Yellow.DeliverN(>2)findingsandanyshorttermimpactbyendofQ3.KR:Yellow.DeliverN(>3)findingsbytheendofQ4.Productsareinclusiveofdiverseglobaluserperspectivesandneedsby2018.OrgInclusion:CloudhavetransitionedfromaReactiveProactiveontheDiversityandInclusionMaturityMatrix​.*KR:Yellow.PublishandpromotemonthlynewsletterstoallofCloudteams.KR:Yellow.AllCloudregions(APAC,EMEA,US-East,US-West)haveacohortofleaderswhowillchampionandbeactioninitiatorsacrossallregionsandsites.*KR:Yellow.EstablishaglobalallyshipprogramwithtrainingandguidancetosupportGooglersinthemajorityinadvocatingforinclusivenessKR:Red.AllsiterepresentativeswillhostanintroductiontotheCloud/DIeffortswithtrainingmaterialstomanagersandleads.KR:Red.80%ofteamsparticipateinplanningtheirProactiveRoadmapusingthedesignatedhashtag#TIinclusion.KR:Red.80%ofCloudleadersuseandpublishtheresultsoftheProactiveScorecardusingthedesignatedhashtag“#TIinclusion”.Cloudfostersafairandinclusiveenvironmentwhereallcanthrive.KR:Yellow.Achieve≥80%favorableratinginallGooglegeistinclusivenessindexitems,withnonegativegapsacrossgenderandrace.KR:Yellow.Achieve≥90%favorableratinginthecategory“comfortableraisingconcernsaboutincivilityandmisconduct”,withnonegativegapsacrossgenderandrace.Animation322017OKRs:DiversityCouncil(2of2)LeadershipDiversity:ThecompositionofCloudleaders,fromDirectorstoVP’s,reflectsandorsurpassesthestaffcompositionofTechInfra.KR:Green.Inclusiveperfandpromopracticesareconsistentlyemployedbymanagersandpromocommitteemembers.KR:Green.Priortotheperfandpromocycles,sendCloud-widemessagingtoteamsandpeoplemanagersre-affirmingourexpectationsthatallsupportafairperf/promoprocess.KR:Yellow.VPSponsorshipprogramofunderrepresentedminorities.TechInfraLeaders(Directorsandabove)createinclusiveanddiverseorganizationsasmeasuredbytheGooglegeistinclusivenessscores(Highinclusivenessscores;nogaps)KR:Yellow.VPsandDirectorsinTechInfraadvocateforandsupport(andimplement/sponsor)analliesprogramwiththeirorganization.KR:Red.Race/genderdiversityoncriticalprojectteamsisrepresentativeoforgdiversity.HiringDiversity:TI’shiringprocessissuccessfulatincluding/closingunderrepresentedpopulations.Aswehirenewteammembers,weensurethat%ofoffersmadetounderrepresentedminoritiesmeetorexceedmarketsupply.KR:Green.Establishmonthlyreviewofdiversityrecruitinginitiativesacrossstaffingandhiringorganisations.KR:Green.Cloudhassponsoredandparticipatedinonetargetedindustryeventperquarter,sendingCloudrepresentativeswithdiversityhiringfocus.KR:Yellow.Developanonlinemanagementtrainingforhiringbestpracticesreaching80%ofactivehiringmanagersbyendofyear.KR:Yellow.Identifyandcollecthiringmetricsforcandidatesfromunderrepresentedbackgroundswhooptintodatasharing.(eg.Pipelinedetails(YTD:TotalHires,%%ofDiversity,closerate,diversitycloserate)).KR:Yellow.IdentifydiversitychampioninterviewersundereachCloudVPwithagoaltoincludingonechampiononeverycandidateinterviewpanel.KR:Red.Developateaminclusionvideoandtalkingpointsrecruiterscansharewithcandidates.“WhyCloudisagreatplacetowork”(eg.go/sre-brand-statement,go/sre-brand-talking-points).KR:Red.Promotemanagementtrainingopportunitiesandtrackattendance.KR:Red.DevelopadetailedprocessforevaluatingtheexpansionofexistingGooglesitesandintegrationofnewsitesingeographicareasthatwillattractandretaindiversetalent.KR:Red.Expeditedrecruiting...decreasemediancandidatecycletimeby20%fortargetedhires.Animation33Confidential+ProprietaryConfidential+ProprietaryGuidingPrinciplesforEDIIorgdevelopmentwork34Confidential+ProprietaryWhatisdiversity,equity,andinclusiveness(EDII)?34Diversity,equity,andinclusivenessareinterrelated.Itisonlypossibletoachieveonewiththeothertwo.Allarepreconditionstobuildingproducts,developerenvironments,andcustomertoolsthatarerelevantandusefulinourmulticulturalworld.DefinitionWhatitlookslikeinpracticeHowwemeasureitDiversityDifferencesandvariationsfoundinagroupincludingsocialidentities(race,gender,class,etc.)andotherpersonalattributes(background,fieldofexpertise,beliefs,values).Aworkforcethatisrepresentativeofthefulldiversityofourusers(i.e.customers,clients,etc.)LeadershipthatisfullyrepresentativeofthediversityofourworkforceNewhires:Representationofwomen(global)andpeopleofcolor(US)bringstotalworkforceandleadershiprepresentationtoexceedingtherepresentationfoundintheexternaltalentpool.Internalmobility:Nogapsacrosslinesofrace/genderinnettransferinrates(transfersinminustransfersout)Attrition:Lowregrettableattritionrate,withnogapsacrosslinesofraceandgender.EquityEquallyhighoutcomesofaccess,opportunities,andsuccessforallindividuals,regardlessofanysocialorculturalfactor.Fairnessinindividualperformance,compensation,andgrowth.Nopredictabilityinhowworkersassessorganizationalfairnessoreffectiveness.Nogapsacrosslinesofgender(global)/race(US)in:Hiringpass-throughratesPerformanceratingsdistributionsPromotionratesAssessmentofmanagereffectivenessCompensation(afteradjustingforrole,tenure,ladder,andperformancehistory)InclusivenessValuingtheperspectivesandcontributionsofallpeople,incorporatingtheneedsandviewpointsofthefulldiversityofthegroup.Effectivecommunicationandrelationships,includingacrosslinesofdifferenceAworkenvironmentthatisaccessibleforallEmployingmultipleperspectivesandapproachesinourwork,onesinformedbyavarietyofexperiences,backgrounds,andfieldsofexpertise.95%favorablewithnogapsacrosslinesofgender(global)/race(US)in:Organizationalsurveyitemsrelatedtoculture,respect,inclusiveness,valuesManagereffectiveness35Confidential+Proprietary10guidingprinciplesforEDIIorgdevelopment35GoalsEDIIishowwedoourbusinessIntegrateEDIIintoallbusinessdecisions.ResistsiloingEDIIasaseparateor2ndgoal.Firstdonoharm,thenrelieveit