Google releases diversity stats: 70% men, 61% white

googlediversityIn an unusual move for a tech giant, Google today released data related to employee gender and ethnicity.

Unsurprisingly, there are more men (70%) than women working at Google. Caucasian employees (61%) also make up a majority of the company’s workforce in the U.S.

These are numbers that Google isn’t proud of.

“Put simply, Google is not where we want to be when it comes to diversity, and it’s hard to address these kinds of challenges if you’re not prepared to discuss them openly, and with the facts,” the company wrote in a blog post.

The gender gap is even more pronounced for tech-related positions:

googlediversity1

Here’s the breakdown for non-tech workers:

googlediversity2

And for “leadership” employees:

googlediversity3

Google took this opportunity to show how it is trying to improve the makeup of its employee base, highlighting its diverse employee support groups and efforts to expose computer science to both women and minority groups.

But we’re the first to admit that Google is miles from where we want to be—and that being totally clear about the extent of the problem is a really important part of the solution,” the company notes. 

Google’s decision to reveal this data comes as pressure mounts on tech companies to close the gender gap and diversify their workforce. Rev. Jesse Jackson Sr. recently appeared at a Hewlett Packard board meeting and implored tech companies to place more emphasis on minority leadership.

With the exception of a few companies like Intel, few tech giants have released information like this — but perhaps Google will start a new trend. Reports show that more than 85 percent of engineers at tech companies are men, while only 18 percent of computer science graduates are female — a number that’s dropped from about 37 percent in 1984.

Related: Code.org founder on the real reason there aren’t more women in tech

  • Salty_Swede

    What is the goal of this release?

    Just for comparison, here are some quick facts from the census bureau
    http://quickfacts.census.gov/qfd/states/00000.html

  • Porknaut

    After fighting so hard to try to end racism and sexism, they come roaring back with a vengeance. It would be one thing if these studies included commentary and stats about qualifications (among other things), but they seem to only ever describe the situation in the most pathetically simple and inconclusive way. Let’s use these fairly meaningless stats to push gender and race based quotas. Progress!

  • Harry

    Wow. Time to realize some cost savings in the Google HR department.

  • Guest500

    It is important to remember a couple of things:

    The word “minority”, especially when spoken by Jesse Jackson, does not include Indians, Asians, or Jewish people, of which Google hires plenty.

    There are few African American and Latino college grads and of those a small percentage have STEM educations

    It is difficult to even find a candidate, and of course Google goes out of their way to look.

    Maybe one day we can have an honest conversation about this.

  • Kary

    I hope this blog post was cleared by their employment attorneys. Not my area of the law, but I’m not sure that post was a good idea.

  • Pamela

    Google admits the LACK OF DIVERSITY for so long, has made them one of the most successful corporations in the world.

    Whites make up 72% of U.S. Asians make up about 5%. Asians are over represented at Google, Whites are underrepresented.

  • not surprised

    As long as the tech community reflects the views of those in this comments section– that is, “this doesn’t affect me personally so I don’t care, don’t rock the boat, corporations that make billions of dollars must know what they’re doing in every area, anything that points out a failing in the inclusion of diverse populations is P.C. nonsense, and this is based off a flawless meritocracy that should not be questioned”– we will make zero progress. As someone who has been affected by these embarrassingly regressive policies, and as someone who is interested in silly extraneous concerns like racial and social justice, I sincerely hope that these commenters, the overseers of these discriminatory hiring practices, and other people who share their views will soon be relegated to the back chambers of history with those who scoffed at desegregation, marriage equality, the women’s vote– you know, other P.C. nonsense they couldn’t be bothered with.

    • Guest500

      You don’t understand, I’m guessing you don’t hire people. Simply put, the candidates don’t exist. Please do the math and you’ll see.

      I don’t think most people care but when you get browbeaten all the time and you can’t even find Black or Latino (and the only minorities that count in this discussion), it starts to become absurd.

      Btw, what is the NBA doing about it’s embarrassing lack of diversity?

      • not surprised

        I’m curious to know what you’re doing to “find” underrepresented minority candidates (hey, check it out, looks like diversity does not just mean one type of people besides whites! That’s why black and latino are “the only minorities that count,” for the edification of an HR person who clearly sees his or her work in terms of numbers and quotas) for these positions. If you’re only going off of education and job history, there are factors that stack the odds against people of color and women. To suggest that racial bias has nothing to do with an allegedly completely even-handed, open-minded hiring process is to ignore significant data to the contrary:

        http://www.nytimes.com/2009/12/06/weekinreview/06Luo.html
        (on “whitening” resumes to increase the chances of getting an interview)

        http://jezebel.com/5822293/man-takes-fake-white-name-to-test-job-discrimination (man takes a “white-sounding” name to test job discrimination)
        There are plenty more articles like this.

        • Guest500

          You are very sad and clueless. I don’t have to jump through hoops- because for every job opening I get hundreds of applications, many of which are qualified candidates. I guess though, from what you’re saying, I should spend extra time and money looking for candidates who didn’t bother to apply so I can say I’ve got the right mix of people? Could anything be more ludicrous?

          News flash: I’m looking for smart, motivated people who want to work for me and are willing to take the step of submitting a resume. If someone isn’t even motivated enough to do that they will not be a good employee.

        • Guest

          That makes sense. So how come women, Jews and Asians are wildly over represented in higher education today? There must terrible racism in higher education today.

  • badger2013

    The problem isn’t overt racism on the part of Google, or for that case other tech companies, it’s a lack of qualified candidates that lead to results like Google’s and in other companies:

    “[Sports editor of the Cincinnati Enquirer Angel] Rodriguez: For full disclosure, I have hired five people recently and they all have been white males. They also happened to be the best candidates. I don’t want to sound like a hypocrite when I talk about diversity and then not practice what I preach. I owe it to our readers to assemble the best staff possible and also owe it to the minority candidates that applied for those positions to not give them a job they won’t do well in. It bothers me that I haven’t been able to assemble a more diverse staff, but I do know that I will keep trying.”

    http://sportsillustrated.cnn.com/more/news/20140406/tracy-wolfson-allie-laforce-race-sports-media-circus/?eref=sihp#all

    • too bad

      So the solution is simply, white men are superior to women and other races in these areas. Nope, nothing problematic about that logic at all.

      I am so amazed, almost impressed, that people are so willing to publicly proclaim such ignorance, without even feigning a more intelligent attitude in the interest of not just coming off as an out-and-out bigot who simply does not care about these issues at all.

      • badger2013

        And I am amazed at the kinds of straw men that people will put up to knock down. Never did I say that this was proof that white men are superior (nor did the sports editor of the Cincinnati Enquirer for that matter) — my point was that without qualified candidates, companies can’t be expected to hire blacks, Hispanics, women, or any other person of an underrepresented group.

        The reasons for this inadequate talent pool are varied, but include our nation’s gross inequality which leaves many communities and their education systems in shambles. Those communities are disproportionally black and Hispanic, and that ultimately affects how many of them are able to attend college and enter the pool as qualified candidates. The under-representation of women is more likely due to choice: it’s a situation that’s analogous to the very low number of men in many medical fields. I also don’t doubt that there is some low-level sexism as well.

        The reasons can be debated, but the bottom line is that without good candidates, no one will be hired.

        • too bad

          Everything you’re saying is true, so let’s change the definition of “good candidates”. If plenty of worthwhile people are being left out of college and other institutions, why does it still lead to the conclusion that only people who have passed through those institutions worthwhile? If it’s a flawed system, which you seem to understand, why are we allowing it to determine who succeeds and who doesn’t?

          • badger2013

            To use an easy example, if you were a hospital administrator looking for a doctor, would you consider a minority who hasn’t finished medical school to be a good candidate? And would you pass over white males who have finished medical schools in order to hire someone from an underrepresented group? If you did so in an attempt to right social wrongs, you’d be doing yourself a disservice as well as your patients.

            The situation is less extreme in the computing world, but the end result is much the same — you can’t hire someone who doesn’t have the background in computer science/software engineering necessary to succeed at Google just because they are part of an underrepresented group.

  • Guest

    All of this is complete nonsense. What do you mean you can’t find the candidates? There are HBCU institutions with thousands of graduates in STEM majors across this country looking for a company to start their careers. The students are actively involved in all types of campus organizations, such as the NSBE, designed to enhance their professionalism and hireability for potential employers, as well as earn internship and co-op’s to gain real world experience. Most HBCU’s also offer resume writing centers and seminars for their students. There are even career services offices which the schools use to form campus partnerships or fill the rolls companies need people for.

    Don’t say they arent there, tell the truth and say you aren’t really looking.

    • Guest

      Thank you for making some sense and cutting through the ridiculousness posted in the rest of this comments section. I wonder if the “geeks” here are familiar with Geek Hero Neil deGrasse Tyson’s various speeches about the difficulties of pursuing a career in the scientists as an African-American (or woman, or other minority). You’re all proving his point handily, falling over yourselves to create a narrative where everyone’s doing the absolute best they can to promote diversity and those darn minorities just aren’t applying themselves enough to triumph over a completely skewed system that puts them at a disadvantage every step of the way. Please.