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incorporated by reference in Part III, Item 12 of this Annual Report on Form 10-K. As of January 27, 2020, there were 299,895,185 shares of the registrant’s Class A common stock outstanding, 46,411,073 shares of
- Introduction
- Data continues to inform our work
- Intersectional hiring
- Intersectional atrition index
- Focusing on inclusion helps build a sense of belonging
- Inclusion at Google
- Expanding our demographic data
- Global eforts
- Global Disability Alliance Summit
- State of Black Women EMEA
- We launched Grow with Google in Spanish
- Stepping forward: Building belonging at Google
My team is focused on building a workforce that beter represents our users and our world, while ensuring that every employee feels like they truly belong at Google. As you’ll see in this report, Google has made progress in several areas of hiring and retaining talented professionals from underrepresented groups. We also continued our work to und...
At Google, we use data to inform everything we do, from the way we develop products and services to the way we design our diversity, equity, and inclusion eforts. We use data to ensure fairness in our people processes and outcomes, and build a more representative workforce. Looking at our own internal data as well as external data from the
Native American includes Native Americans, Alaska Natives, Native Hawaiian and Other Pacific Islanders as a categorized by U.S. government reporting standards Native American includes Native Americans, Alaska Natives, Native Hawaiian and Other Pacific Islanders as a categorized by U.S. government reporting standards
Native American includes Native Americans, Alaska Natives, Native Hawaiian and Other Pacific Islanders as a categorized by U.S. government reporting standards Native American includes Native Americans, Alaska Natives, Native Hawaiian and Other Pacific Islanders as a categorized by U.S. government reporting standards
Building a culture of belonging empowers people to do their best work. Google is a company where people of diferent views, backgrounds and experiences can come together and show up for one another. Here are some ways that we’re doing just that.
We are accelerating eforts to ensure every Googler—and in particular those from underrepresented groups—experience Google as an inclusive workplace. The responsibility to prioritize inclusion at Google involves everyone. That’s why diversity, equity, and inclusion training is embedded throughout Google’s core learning and development opportunities....
We’ve put a lot of thought into how we can be inclusive of more identities. For example, in our 2019 Diversity Annual Report, we shared data about employees who self-identified as having a disability, being non-binary, LGBQ+, Trans+, and/ or having a military background. We gathered the data as part of a global efort to give employees an opportunit...
In addition to our ERGs, here are some other ways we’re scaling and bringing a diversity, equity, and inclusion lens to our work in communities around the world. Global
Last year, we held our first ever Global Disability Alliance ERG summit. This gathering was an opportunity for employees from around the world to come together to collaborate and discuss strategies for disability inclusion at work, and improving accessibility in our products and workplace. Asia-Pacific
We brought together Black+ women from Ireland, France, Belgium, Switzerland, Nigeria, Kenya, South Africa, and the UK for the first convening of Black+ women within this region. The focus of the summit was to share experiences, address the group’s unique opportunities and challenges, and support personal and professional enrichment. Global
with the aim of increasing access to jobs and business training for Spanish speakers around the world. This means availability of Grow with Google tools, training, and resources in Spanish, including free, video-based digital skills curriculum through Applied Digital Skills, interactive assessments for entry-level IT support jobs through the
Diversity, equity and inclusion are impossible without building a culture of belonging. When people feel like they belong somewhere, they want to stay there, grow there, and find more people like them to work there. This virtuous circle of belonging is essential to expanding the reach and impact of our work going forward. Belonging happens when we ...
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Access key Google reports on topics like transparency, sustainability, diversity, and economic impact. ... Google UK: 2019 Gender Pay Report ... 2021 Diversity Annual ...
Portions of the registrant’s Proxy Statement for the 2020 Annual Meeting of Stockholders are incorporated herein by reference in Part III of this Annual Report on Form 10-K to the extent stated herein. Such proxy statement will be filed with the Securities and Exchange Commission within 120 days of the registrant’s fiscal year
Dec 31, 2020 · as well as other statements regarding our future operations, financial condition and prospects, and business strategies. Forward-looking statements may appear throughout this report and other documents we file with the Securities and Exchange Commission ("SEC"), including without limitation, the following sections: Item 1 "Business," Item 1A "Risk Factors," and Item 7 "Management’s ...
2020 2019 5-year trend; Sales/Revenue: 307,157: 280,875: 257,488: 182,350: 161,402
Quarter Ended December 31, 2020. (1) Total revenues and hedging gains (losses) for the quarter ended December 31, 2019 were $46,075 million and $91 million, respectively. Total revenues and hedging gains (losses) for the quarter ended September 30, 2020 were $46,173 million and $(22) million, respectively. Non-GAAP constant currency revenues ...
