#GoogleWalkout in San Francisco, California on November 1, 2018

For Immediate Release:

Google employees and contractors participate in global “walkout for real change”

20,000 workers in Google offices across 50 cities participated at 11:10am local time on November 1, 2018.

  1. A commitment to end pay and opportunity inequity.
  2. A publicly disclosed sexual harassment transparency report.
  3. A clear, uniform, globally inclusive process for reporting sexual misconduct safely and anonymously.
  4. A commitment to elevate the Chief Diversity Officer to answer directly to the CEO and make recommendations directly to the Board of Directors. And, to appoint an Employee Representative to the Board.
  1. A commitment to end pay and opportunity inequity, for example making sure there are women of color at all levels of the organization, and accountability for not meeting this commitment. This must be accompanied by transparent data on the gender, race and ethnicity compensation gap, across both level and years of industry experience, accessible to all Google and Alphabet employees and contractors. Such data must include, but may not be limited to: information on relative promotion rates, under-leveling at hire, the handling of leaves, and inequity in project and job ladder change opportunities. The methods by which such data was collected and the techniques by which it was analyzed and aggregated must also be transparent.
  2. A publicly-disclosed sexual harassment transparency report, including: the number of harassment claims at Google over time and by product area, the types of claims submitted, how many victims and accused have left Google, and any exit packages and their worth.
  3. A clear, uniform, globally inclusive process for reporting sexual misconduct safely and anonymously. The process today is not working in no small part because HR performance is assessed by senior management and directors, forcing them to put management’s interests ahead of employees reporting harassment and discrimination. The improved process should also be accessible to all: full-time employees, temporary employees, vendors, and contractors alike. Accountability, safety and an ability to report unsafe working conditions should not be dictated by employment status.
  4. A commitment to elevate the Chief Diversity Officer to answer directly to the CEO and make recommendations directly to the Board of Directors. In addition, appoint an Employee Representative to the Board. Both the CDO and the Employee Representative should help allocate permanent resources for demands 1–4 and other equity efforts, ensure accountability to these demands, and suggest propose changes when equity goals are not met.

#GoogleWalkout 11/1 11:10am to protest sexual harassment, misconduct, lack of transparency, and a workplace that doesn’t work for everyone. Views ≠ Google.