To many, Google 's lack of surface level diversity is not an issue. In reality, a lack of surface level diversity leads to a lack of intellectual diversity. Bock first became aware of Google 's diversity issues in 2012. after he "read an article […] that showed systematic discrimination against female applicants for scientific jobs" (Manjoo, 2014, p. 3).Bock recognizes the correlation between diversity and increased creativity. In 2013 Bock launched "diversity training workshops" and noticed results right away, citing examples of employees noticing the bias in their coworker’s comments (Manjoo 2013 p. 2). Bock and the People Operations team also encourage diversity through resource groups such as “Gayglers,” “Women @ Google”, and “Black Googlers Network.” People Operations puts an extraordinary amount of effort into transforming Google’s diversity, however the company can only do so much.
The truth of the matter is that Google is not completely at fault for the lack of diversity. Forbes author, Jay McGregor (2014), states the sad statistics
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Everything People Operations does is to improve Google as a productive business. Google executives feel that the best way to do this is by focusing on the employees. They ask themselves "what can Google do to increase employee motivation?" What will employees respond to?
Google 's benefits create a full proof environment. Anything and everything an employee could want or desire is at their disposal. Google provides a wide variety of free services including but not limited to on site meals, haircuts, and medical services. Google also offers unlimited sick leave, tuition reimbursement, death benefits, and busses that transport San Francisco residents to and from work. Google believes that satisfied employees will work more efficiently and increase employee job
General Motors takes a very elaborate approach when it comes to diversity. Like most multi-national companies, GM seeks diversity in their workforce. But they don’t stop there. GM also acknowledges diversity in their consumer-base. In order to meet the varying needs of their customers, GM emphasizes diversification of all aspects of the company. A rather modern approach for diversity in an organization, but very appropriate considering the reputation and impact General Motors has around the globe. The Diversity focus areas for GM are as follows: customers, employees, communities, dealers, and suppliers.
In the second article “Why is gender diversity so much easier than to solve than racial diversity”, Micah Singleton (2015) mentioned that most major companies had shown they are lack of gender diversity from the recent statistic. When asked them to change this situation, most of companies including Snapchat, GoPro and Uber were unresponsive and some of companies including Tesla and Netflix even declined. Using a specific example as logos, Singleton (2015) mentioned Airbnb who wants to improve gender diversity in the workplace as a good role to illustrate the approach that the company can make to increase gender diversity.
2. With the benefits that Google provides to its employees to maintain a balanced lifestyle, Google is an incredible company to work for although it demands long hours, dedication, and hard work from all employees. Nonetheless, even though Google is an excellent company, due to research and past examples, Google must focus on its hiring process more because many qualified employee’s leave because of their long and tough hiring process.
“Google’s mission is to organize the world’s information and make it universally accessible and useful”. With this mission set the company created Google Zeitgeist which at every end year sums up what millions of people search for, still continued every year. Google is able to a hold a competitive advantage over its competitors such as ask.com and msn because it provides to its users with services such as cloud computing, software and online commerce and much more.
Organizational diversity is a vital attribute causing rapidly growing controversial debates in today’s public and private business sectors. Many of the adversarial perspectives regarding organizational diversity have manifested in various organizations due to the implementation of laws, sanctions, programs and other initiatives designed and mandated to create a more equalized employment workforce.
From this paper one can see that diversity is much more than just cultural differences. Occupation, differences in skills and abilities, personality traits, and values and attitudes are just a few of the types of diversity that impact individual behavior.
I am writing this paper off a Google Drive document, and found all my research through Google search engine. Google recently announced, that Gmail now has 425 million users, and is being used by government agencies in forty-five states and sixty-six of the top one hundred Universities have gone Google. Google also announced at it’s recent developer conference, over five million businesses have gone Google. Google is an American multinational thriving corporation, and one of the most common household words in modern society. For young adults nearing college graduation, many may dream of working at Google and experiencing the modern, unique technology benefits Google offers their employees. According to CNN Money Fortune, Google is number one on the best companies to work for list, and after interviewing a “Googler” readers can confirm the statement, though it’s fun, that Google has a productive work environment that keeps employees happy, and makes it the best company to work for.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
Carr, Nicholas. "Is Google Making Us Stupid." The Atlantic. N.p., 01 July 2008. Web. 30 Spetember 2013. .
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
Google tries to retain its employees and evaluate them in a quantitative but also qualitative manner. In fact, the company made its work environment colorful and vehicles the image of a fun place to work through what it proposes. For example, employees can have free snacks or bring their pet at the office or go to the gym etc... Employees can benefit from flexible working hours and have some time for their self-directed projects which shows the importance of the creativity and innovation from each and in every departmen...
chances of finding suitable candidate for the vacancy (Armstrong, 2009). Google is also known to have attractive benefits such as free legal aid, travel insurance, on -site physicians etc. making it appealing for applicants to apply as well as further widen the pool of potential candidates.
Nowadays, diversity is an important factor inside the organizational structures as organization worldwide. As we all know, workforce diversity can be defined as a workforce that consist of a broad mix of peoples within a workforces that including from a different unit of racial, religion and ethic background with a different of ages, genders and sexual orientation, employees mental ability and a different domestic and national cultures. Regarding to Wentling and Palma, the diversity also can explain as the co-existence of employees from various socio-cultural backgrounds within the company (Wentling, R.M., and N. Palma-Rivas., 2000). the diversity elements can be categorized in three classes as social, value and informational diversity (Worman, 2005).
Diversity issues will gain importance because of the effective interactions and communications between the people. Diversity is the reality of the business world. It can have negative and positive impact on the employee’s behaviour towards work and work results. This also depends on how the employees have understood it and grasps it.