Almost a year after former Google employee James Damore's infamous diversity manifesto that put diversity in the tech world under the spotlight once again, Google has released a full diversity report. The exhaustive document provided hard data on how Google's workforce looks on axes of race and gender. The full report can be found here, courtesy of Google. This is the fifth annual report from Google and the first since the Damore incident last August. According to Google's findings, things have not improved much in terms of demographic representation in its employment since last year.
File photo - A Google carpet is seen at the entrance of the new headquarters of Google France before its official inauguration in Paris, France December 6, 2011. Google needs to do more to boost diversity in its workforce, according to the company's latest annual report on the tech giant's makeup. "The data in this report shows that despite significant effort, and some pockets of success, we need to do more to achieve our desired diversity and inclusion outcomes," explained Danielle Brown, Google's chief diversity and inclusion officer, in a statement on the report. Specifically, the report found that attrition rates for black Google employees, while improving in recent years, have offset some of the company's hiring gains. "We're working hard to better understand what drives higher attrition and taking focused measures to improve it," said Brown.
Google published its fifth annual diversity memo and few are happy with the results. From a broad viewpoint, the search giant's workforce is still predominantly male and white. However, it made incremental improvements in hiring more women in leadership roles, as well as in hiring more females overall. Google published its fifth annual diversity memo and few are happy with the results. Google released its annual diversity report this week.
Google has launched a new internship program aimed at young black professionals based in Brazil. The Next Step initiative is aimed at increasing the representation of black employees at the company's Brazilian offices. One of the main differences of the program is that it will not include fluency in English as part of the list of desired qualifications. The company will aim to address this by offering an intensive on-premises English language course. Video: We can fix the IT skills shortage.
BENGALURU: Top technology services companies across the world such as IBM and Accenture have grappled with the problem of high employee turnover in an industry that typically witnesses high attrition rates. However, with the emergence of predictive algorithms and tools that crunch data in seconds and provide crucial insights and indicators into employee behaviour, IT companies may finally have found a solution to the problem of attrition. And the likes of IBM are investing heavily on such predictive analytical tools, as they look to save hundreds of millions of dollars annually, which otherwise is wasted on hires that may not have been the best fit for the company in the first place. "You can do an analysis and you can look at whether the benefits in your compensation program is really targeted at the people who are the most productive and the most likely to stay because you can spend a lot of money on people who have a low probability of staying with you," said Kevin Cavanaugh, vice president for Smarter Workforce Engineering at IBM. "So you're largely going to be wasting that compensation. And we've done some work in IBM where we found that we could save millions of dollars by targeting our benefits and compensation for the people who are most productive and most likely to stay with us," Cavanaugh told ET on Thursday.