Google to set up DEI Advisory Council, will strengthen D&I agenda

The Diversity, Equity and Inclusion Advisory Council will work on regulations that will make arbitration optional for employees who report issues or concerns


Taking forward its commitment to making the workplace more friendly and to uphold its D&I agenda, Google will set up a Diversity, Equity and Inclusion (DEI) Advisory Council. As the name suggests, the Council will work towards ensuring more equity, diversity and inclusion at the workplace. As part of these efforts, Google has introduced new measures, including making arbitration optional for employees who report issues or concerns.

A sum of about $310 million will be invested on diversity, equity and inclusion programmes. With the help of the DIE advisory council, Google hopes to check and effectively respond to any issues or complaints pertaining to sexual harassment, discrimination, or retaliation, and do everything possible to bring in diversity, equity, and inclusion into its work culture.

The Company will focus on initiatives that will encourage computer science education and careers; work to build a more representative workforce; ensure a culture of respect, equity and inclusion; as well as support businesses of underrepresented communities and help them grow in the digital economy.

The Council will report to the Leadership Development and Compensation Committee of the Board (LDCC) every quarter with updates regarding the progress of its activities and efforts.

Presently severance is prohibited for any employee who is terminated for misconduct. However, this prohibition will now apply to anyone who is part of any “pending investigation for sexual misconduct or retaliation.” Executives accused of misconduct will have to face a team of specialists, and the outcome will be conveyed to the Audit Committee of the Board.

Arbitration in issues pertaining to harassment, discrimination and retaliation, will be optional for all employees, permanent or temporary, as well as vendors and contractors.

Managers within the organisation will be guided on how to assess the performance or compensation of the concerned accused employees, and take decisions related to their promotion.