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Google employees walk-out in protest or sexual misconduct handling

"Google's value depends on its ability to find and keep the most talented engineers on the planet, no matter their…

“Google’s value depends on its ability to find and keep the most talented engineers on the planet, no matter their gender or what they look like, or where they are from,” Tomaino told CNBC. “That employees are worried about their own workplace creates further concern for investors.”

Other tech companies, too, have had employees protest recent projects. Representatives from Amazon, Salesforce, and Microsoft have signed petitions and held demonstrations about how their work is being used for surveillance or separating families at the U.S. border.

The Tech Workers Coalition, an employee activist group, says that it has seen an increase in interest and events over the last year.

Time’s up at Google.

As Google workers, we were disgusted by the details of the recent New York Times article, which provided the latest example of a culture of complicity, dismissiveness, and support for perpetrators in the face of sexual harassment, misconduct, and abuse of power. Sadly, this is part of a longstanding pattern, one further amplified by systemic racism. We know this culture well. For every story in the New York Times, there are thousands more, at every level of the company. Most have not been told.

As the recent article and the executive response make clear, these problems go all the way to the top. Mens Google har championed the language of diversity and inclusion, substantive actions to address systemic racism, increase equity, and stop sexual harassment, have been few and far between. ENOUGH. Reassuring PR will not cut it: we need transparency, accountability, and structural change.

On Thursday, November 1

st, Google employees and contractors will walk out in protest, fighting for equity, and demanding real change:

1 – An end to Arbitration in cases of harassment and discrimination for all current and future employees, along with a right for every Google employee to bring a co-worker, representative, or supporter of their choosing when meeting with HR, especially when filing a harassment claim.

2 – A commitment to pay and opportunity inequity, for example, make sure there are women of color at all levels of the organization, and accountability for not meeting this commitment. Dette må være ledsaget af gennemsigtige data om kønsaspektet, race og etnicitetskompensationsgab, på begge niveauer og års erhvervserfaring, tilgængelig for alle Google og Alfabet ansatte og entreprenører. Such data must include, but not limited to: information on relative promotion rates, under-leveling at hire, the handling of leaves, and inequity in project and job ladder change opportunities. De metoder ved hvilke sådanne data blev indsamlet og de teknikker ved hvilke det blev analyseret og aggregeret skal også være transparent.

3 – A publicly disclosed sexual harassment transparency report, including: the number of harassment claims at Google over time and by product area; de types of claims submitted; how many victims and accused have left Google; any exit packages and their worth.

4 – A clear, uniform, globally inclusive process for reporting sexual misconduct safely and anonymously. The process today (ie go / saysomething) is not working, because of HR’s performance is assessed by senior management and directors, which forces them to put management’s interests ahead of employees reporting harassment and discrimination. The improved process should also be accessible to all: full-time employees, temporary employees, vendors, and contractors alike. Accountability, safety and ability to report unsafe working conditions should not be dictated by employment status.

5 – Elevate the Chief Diversity Officer to answer directly to the CEO and make recommendations directly to the Board of Directors. In addition, appoint an Employee Representative to the Board. Both the CDO and the Employee Representative should help allocate permanent resources for demands 1-4 and other equity efforts, ensuring accountability to these demands, and suggesting changes when equity goals are not met.



For every story in the New York Times, there are thousands more, at every level of the company. Many have not been told. We are part of a growing movement, and we are not going to stand for this anymore.


Many temps, vendors, and contractors (TVCs) are doing business-critical work without the benefits or recognition, and several do so in the hopes of being able to convert to full-time employment. Kommer frem med seksuelle chikaneforstyrrelser eller andre HR-klager (løn / anerkendelse) kan betydeligt jeopardisere konverteringsmuligheder, let alene fortsatte beskæftigelse som en tvc. Remember, TVCs are paid hourly, have very limited benefits, and probably make significantly less than their FTE counterparts.

The power structure that inherently diminishes TVCs is rooted in the same foundation of inequality. Hvis vi vil ha virkelig forandring, må vi tage handling sammen.


This is part of a growing movement, not just in technology, but across the country, including teachers, fast food workers, and others who use their strength in numbers to make real change. Vi vet at det kan være vanskeligere for andre arbejdstagere at stå opp, hvorfor vi står i solidaritet med de midlertidige og kontraktsarbejdere her hos Google, men vi opfordrer alle, der føler denne uretfærdighed for at tage kollektive handlinger.

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