Global HRM Strategies

Presented by
Rajeev Durai
Google organisations possibility to manage
diversity in better way..
How to Manage Diversity in the google
organisations
 managing diversity in the google organisation workplace presents
a set of unique challenges for HR professionals. These
challenges can be mitigated if an organization makes a concerted
effort to encourage a more heterogeneous environment through
promoting a culture of tolerance, open communication and
creating conflict management strategies to address issues that
may arise (Williams and O’Reilly,1998).
 For leadership to effectively manage diversity in the workplace,
they need to understand their backgrounds and how their
behaviour and beliefs can affect their decision-making within a
diverse environment (Thomas,1991).
Google determination to accomplish the great
diversity in the company environment

 Google need to do more to achieve their desired

diversity and inclusion outcomes. they care deeply
about improving workforce representation and
creating an inclusive culture for everyone. While
we’re moving in the right direction, we are
determined to accelerate progress. That’s why
we’re making some changes to how we approach
diversity and inclusion at Google.
Extending D&I

 First,the responsibility and work to achieve a more

diverse and inclusive Google is shifting from a
primarily People Operations and grassroots-led
model, to one of shared ownership with Google’s
most senior leaders. Google’s leaders are focused
on, and committed to, accelerating our progress
Increasing transparency

 Second, we are further increasing transparency.

Google’s publication of workforce representation
data in 2014 helped shape the current industry
conversation on diversity in tech. We aim to take
the conversation—and our work—to the next level
as we further refine our approach, so this year
we’ve published new and more detailed workforce
representation data (Google report,2018).
Overarching strategy

 Third, we are taking a more systemic approach to

improve outcomes in workforce representation, and
to create an inclusive culture. Our company-wide
strategy is anchored in further operationalizing four
longstanding commitments:
 integrity
 Seta high bar for Google and Googlers to operate in
accordance with our values, our Code of Conduct,
and the law.
Google focus diversity on several ways
 inclusion
 Ensure Google is a workplace where every employee feels
welcomed, respected, supported, and valued. We seek to
embrace diversity and create the conditions for everyone to
thrive.
 equity
 Drive fairness within Google’s processes, as well as in our
distribution of resources and opportunity.
 diversity
 Endeavor to attract, develop, progress and retain more
underrepresented talent at all levels of Google’s workforce,
reaching or exceeding the available talent pool.
Fostering inclusion for all

 Google’s extraordinarily passionate Employee

Resource Groups (ERGs). Google currently
sponsors 20+ ERGs with 250+ chapters across 99
offices and 46 countries. These groups are led by
more than 500 employee volunteers, with 20,000+
Googlers participating as members, which
demonstrates the extent of our workforce
engagement around diversity and inclusion.
Tips for managing diversity in the
Google organisations
 Prioritize communication
 Treat each employee as an individual
 Encourage employees to work in diverse
groups.
 Base standards on objective criteria
 Be open-minded
Prioritize communication

 Google have to manage a diverse workplace,

organizations need to ensure that they effectively
communicate with employees. Policies,
procedures, safety rules and other important
information should be designed to overcome
language and cultural barriers by translating
materials and using pictures and symbols
whenever applicable
Treat each employee as an individual

 Google should Avoid making assumptions about

employees from different backgrounds. Instead,
look at each employee as an individual and judge
successes and failures on the individual’s merit
rather than attributing actions to their background.
Encourage employees to work in diverse groups.

 Google Diverse work teams let employees get to

know and value one another on an individual basis
and can help break down preconceived notions
and cultural misunderstandings.
Base standards on objective criteria

 Set one standard of rules for all groups of

employees regardless of background. Ensure that
all employment actions, including discipline, follow
this standardized criteria to make sure each
employee is treated the same.
Be open-minded

 Recognize, and encourage employees to

recognize, that one’s own experience, background,
and culture are not the only with value to the
organization. Look for ways to incorporate a
diverse range of perspectives and talents into
efforts to achieve organizational goals.
Google mission and vision for Diversity

 Although hiring and investing in the talent of tomorrow is

critical—and we’ll continue our work here—it’s not enough.
We must also renew our focus on development,
progression, and retention, and ensure Google’s culture is
inclusive for everyone. Our leadership will share ownership
for improved outcomes, taking actions based on the current
state of their organization.
Vision for diversity

 Google has determined to change our workforce

representation numbers, because they reflect the
career prospects of real people: Googlers and
future Googlers, students, communities, and
families. Diversity is a business imperative because
Google builds for everyone—and diverse teams
produce better products and services. And it aligns
with our mission: to organize the world’s information
and make it universally accessible and useful..
conclusion

 Google’s workforce data demonstrates that if we

want a better outcome, we need to evolve our
approach. That’s why from now on ownership for
diversity and inclusion will be shared between
Google’s leadership team, People Operations, and
Googlers. It’s also Google committed to
accelerating progress, generating equitable
outcomes, and ensuring our culture is supportive
for everyone
 Google has lower women employee across the world,
but google still concentrate on bolstering women
employee to increase. But google need to promote the
women for CEO that would be motivate, encourage and
equality in the gender. This will assist to inspire and
exemplary for women to work in google. For example
Indira nooyi has been promoted for CEO in the pepsi
company that inspired exceptionally in the world.
Success is never guaranteed, but this work is
fundamental to Google’s mission, and tens of thousands
of Googlers are passionately committed to it.
References

 Thomas. R.R(1991) Beyond race and Gender,

Newyork: American management Association.
 Williams K.U. and O’Reilly, C.A.(1998) ‘’ Demography
and diversity in Organisations: A review of 40 years
of research in organisational behaviour, 20:77-140.
 https://static.googleusercontent.com/media/
diversity.google/en//static/pdf/
Google_Diversity_annual_report_2018.pdf
Thank you..
BY
Rajeev Durai