Critical Analysis Of Google And Bock's Lack Of Diversity

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

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