Ex-Google Recruiter Sues Company For Anti-White, Anti-Asian Hiring Bias

Ex-Google Recruiter Sues Company For Anti-White, Anti-Asian Hiring Bias

Ex-Google Recruiter Sues Company For Anti-White, Anti-Asian Hiring Bias

A former YouTube recruiter is filing a lawsuit claiming that the tech company discriminated against white and Asian men in its hiring practices. Former Google employee James Damore had earlier claimed that he was sacked for writing an anti-diversity memo which caused controversy.

It claimed the manager of YouTube's tech staffing management team, Allison Alogna, sent an email in March 2017 indicating that new level-three software engineering candidates - specifically, geeks with five years of experience or less - must be from "historically underrepresented groups". "We have a clear policy to hire candidates based on their merit, not their identity", Google's spokesperson said. And he alleges that internal documents known as "weekly recaps" show Google had set hiring targets for women, blacks and Latinos. He also alleged that late past year, management deleted emails and other digital records of diversity requirements.

It is not the first time the company is criticized over its diversity practices.

Google strongly rejected the charge while also defending its attempts to build a diverse workforce.

Wilberg said that in 2016 and 2017, he and his fellow recruiters were told on several occasions to approve or dismiss job candidates based exclusively on whether they were women, black or Latino.

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According to the Verge, Google's workforce is now 69% male and 91% white or Asian.

These lawsuits come amid the rising debate over the efforts from the technology firms to raise the dismal numbers of women, African Americans and Hispanics in the workforce. Wilberg alleges that one black engineer reported that she was uncomfortable only being asked to interview black candidates. The former employee says he was sacked in late 2017, after complaining about its hiring policies.

The lawsuit has been filed in state court in Redwood City, California, and the case is Wilberg v. Google 18-CIV-00442, California Superior Court, San Mateo County (Redwood City). They then mentioned that Google's racial and gender preferences in hiring were not up for debate, because this was morally and economically the best thing to do for Google. In a way, Google even popularized the idea of transparency around diversity numbers as a defensive tactic against claims about systemic inequality.

Shemla's analysis found that there is often a mismatch between an organization's diversity policy and the company's goals or between the policy and the way it is implemented.

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