Companies, asking for advice: "How can we tell if our diversity and inclusion programs are working?"
Me, an expert: "Find out how Black women are experiencing your company."
Company: "Oh so survey women of color?"
Me: "No, ask the most senior Black woman on your staff to have honest conversations with other Black women. Listen to what she reports."
Company: "How senior does she have to be...?"
Company: "Because we don't really have any senior Black women on staff."
Me: "Well then I guess we know how your diversity and inclusion programs are going."
I have been following the #GoogleWalkout closely, as I believe this is a watershed moment for those of us who have been working to improve the culture of tech. Following is my advice, 5 Things Google Execs Need to Do Today
1. Come to terms with the reality of the situation. Sundar Pichai’s email to the company states (he’s quoting Larry Page) “if even one person experiences Google the way the New York Times article described, we are not the company we aspire to be.”
1 (cont) Take the time to consider this statement as an executive team. Hundreds of current + former Googlers have described their experiences to you. Today, there are thousands who are walking out who don't want to work at a company where assault and harassment are tolerated