Partner with third parties to measure progress

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We’re building on previous work we did with Geena Davis and her research institute to measure gender representation in YouTube ads using machine learning. We’re also working with the Association of National Advertisers ’ #SeeHer initiative to expand our technology to help brands measure representation and unconscious bias in their ads.



Look beyond your bubble

As a technology company looking to recruit diverse talent, there are limits to what we can do in the San Francisco Bay Area. So one of our starting points was to expand our recruiting areas. We are currently developing active search pipelines in cities like New York and Los Angeles.



Make inclusion a daily habit for the team

Outside experts, like GLAAD founder email address list and ADCOLOR , helped us develop training for our team. And we recently launched internal campaigns that include posters hanging in many of our offices. Transparency and accountability also help, so we share biweekly reports with leaders on our team’s representation statistics.


And don't forget to involve the heart

We learned that it all starts and ends with managers. So with the help of Reggie Butler, we engaged the heart with a new training that helps them change their behavior to demonstrate their commitment to inclusion, beyond business reasons. It’s called Examined Human.

Google builds products for everyone. And we believe everyone deserves to see themselves reflected in our work. To do that, the first step is to develop good habits. We have a lot to learn from the leaders in this space. We are excited and committed to the work that will get us there.

Over the past year, we ran a Chromebook campaign with a TV media plan and targeted creative tailored for Latino audiences. We saw a 1.5X higher consideration lift among Latino audiences compared to the general population. So we’re now building a team to ensure there’s a multicultural media plan for each campaign.