DEI Dilemma: Google and Meta Scale Back Diversity Programs in 2023 Despite Post-Floyd Pledges
In the aftermath of George Floyd's tragic death in 2020, Google, alongside several tech companies, committed to comprehensive Diversity, Equity, and Inclusion (DEI) programs aimed at supporting Black employees. Google's CEO, Sundar Pichai, articulated a vision to foster sustainable equity for the Black+ community within the company and enhance the relevance of products and programs for Black users.
The ambitious commitments included a 30% improvement in the representation of underrepresented groups in leadership by 2025, more than doubling the number of Black workers in nonsenior roles by 2025, addressing hiring and retention disparities, and prioritizing mental and physical health support for Black employees. This initiative reflected a broader corporate trend in response to the societal upheaval following George Floyd's killing, prompting companies to invest millions in improving diversity, equity, and inclusion.
However, in 2023, there's a notable retreat from these commitments. By mid-year, job postings related to DEI had plummeted by 44%, with November 2023 witnessing a 23% YoY decline, a stark contrast to the expansion seen in the period from 2020 to 2021. In tandem with this trend, tech giants Google and Meta have implemented staff cuts and downsized DEI programs, affecting not only their internal initiatives but also smaller third-party organizations reliant on their support.
The cuts, a departure from the initial surge in post-Floyd commitments, highlight a concerning downturn in DEI investment. Melinda Briana Epler, CEO of Empovia, noted that economic downturns in tech typically impact DEI budgets early on, but the extent of the contrast this year is particularly stark. Devika Brij, CEO of Brij the Gap Consulting, echoed this sentiment, stating that some clients had slashed DEI budgets by up to 90% by midyear.
As tech companies grapple with economic shifts, the scaling back of DEI efforts raises questions about the long-term commitment to fostering diversity and inclusion in the industry. The juxtaposition between the initial surge of pledges and the current retreat underscores the challenges and complexities in sustaining meaningful change in corporate DEI initiatives.
Beyond Promises: The Unsettling Consequences of Tech Giants Scaling Back DEI Efforts Amid AI Revolution
The recent cutbacks in Diversity, Equity, and Inclusion (DEI) programs by tech giants Google and Meta extend beyond the realm of broken promises, according to experts interviewed by CNBC. At a crucial juncture when the technology landscape undergoes a monumental shift with the emergence of artificial intelligence (AI), the reduced commitment to diversity in AI development poses significant risks, potentially exacerbating power imbalances among corporate workers and consumers.
In response to queries, a Meta spokesperson emphasized the company's ongoing commitment to DEI, stating that it remains a core aspect of their identity. The spokesperson asserted that Meta is actively designing equitable practices across various facets, including people, product, policy, and partnerships, to drive progress.
Similarly, a Google spokesperson clarified that the workforce reductions and company-wide efforts aim to refine their focus across the business spectrum. The spokesperson affirmed Google's steadfast commitment to underrepresented communities and DEI initiatives. The company pointed to new investments made in 2023, including a commitment of over $5 million to historically Black colleges and universities and the launch of the Google for Startups Women Founders Fund to support women entrepreneurs.
While not disputing specific details, Google highlighted its decision to sunset the Engineering Residency program in 2021, addressing concerns about pay equity. The replacement, Early Career Immersion (ECI), was introduced to assist underrepresented talent in skill development. However, Google opted not to hire a 2023 cohort of ECI software engineers, citing an uncertain hiring outlook.
Participants in the Google Apprenticeships program also raised complaints about a lack of pathways and pay inequities in the past year. Google emphasized the program's mission to incorporate diverse experiences into product development, asserting its commitment to building products as diverse as its user base.
As technology embarks on a significant AI shift, the implications of reduced diversity initiatives within these tech giants extend beyond their internal dynamics, potentially influencing the AI landscape and perpetuating existing power imbalances. The delicate balance between promises, actions, and the evolving technology landscape remains a critical focal point for the tech industry in the coming years.
DEI Challenges Deepen: Google and Meta Face Backlash Over Pay Inequities and Personnel Cuts in Diversity Programs
The woes surrounding Diversity, Equity, and Inclusion (DEI) efforts at Google and Meta have deepened, with participants in the Apprenticeships program raising concerns about pay inequities. Despite contributing significantly to Google's codebase and performing work akin to Level 3 software engineers, apprentices alleged receiving only half the base salary of their full-time counterparts. Internal correspondence revealed their confrontation with Aparna Pappu, the program's executive sponsor, highlighting the disparity and urging attention to the company's stated goal of increasing representation of underrepresented talent.
In response, Google defended the program, asserting that apprentices receive compensation for their learning and training, with annual reviews ensuring alignment with market standards. The Apprenticeships program, designed to provide real-work job training for underrepresented individuals, emerged following the closure of other failed diversity initiatives. The company shut down a program for entry-level engineers from underrepresented backgrounds in 2021, following complaints of systemic pay inequities.
Beyond pay concerns, both Google and Meta faced personnel cuts in roles dedicated to recruiting underrepresented individuals. Meta's Sourcer Development Program, intended to help diverse workers enter corporate technology recruiting, witnessed layoffs of over 60 workers, with claims of inferior severance packages. Google cut DEI leaders collaborating with Chief Diversity Officer Melonie Parker, while Meta trimmed several DEI managers hired in 2020. Notably, layoffs at both companies extended to leaders of Black employee resource groups (ERGs), prompting concerns about diminishing physiological safety and heightened burnout within these vital support networks.
The latest developments underscore a complex and challenging landscape for DEI initiatives at major tech companies, raising questions about the sustained commitment to fostering diversity, equity, and inclusion amid evolving corporate dynamics and shifting priorities. As the industry navigates these challenges, the spotlight remains on the delicate balance between promises, actions, and the actual experiences of underrepresented individuals within these tech giants.
DEI Downturn: Meta and Google Face Backlash Over Learning Program Cuts, Impacting External Partnerships
The challenges surrounding Diversity, Equity, and Inclusion (DEI) efforts at Meta and Google intensify as both companies cut staff, ERGs, and learning and development training for underrepresented talent. Multiple sources, fearing retaliation, disclosed that planned training initiatives were scaled back, prompting Meta to assert that these changes were aimed at streamlining programs for greater impact.
Simone White, Senior Vice President at Blavity, a media organization focusing on content for the Black community, and the organizer of AfroTech, a prominent tech conference for Black talent, highlighted the consistent failures in internal DEI programs due to a lack of internal teams to sustain the mission.
External organizations reliant on corporate sponsorship faced even more significant setbacks. In 2023, major tech leaders, including Google and Meta, reduced collaborations with third parties, impacting projects and initiatives. Devika Brij, CEO of Brij the Gap Consulting, emphasized the ripple effect, detailing how budget cuts hinder progress and force firms to backtrack on their efforts. Some companies, faced with financial constraints, have requested free work, further hindering the advancement of DEI initiatives.
Melinda Briana Epler, CEO of Empovia, echoed the sentiment, expressing concern about companies wiping away the progress made before the budget cuts. Stefania Pomponi, founder of Hella Social Impact, revealed how cost-cutting measures led to canceled contracts, emphasizing the impact on business outcomes. Pomponi underscored the correlation between diverse teams and enhanced performance outcomes, urging companies to consider the long-term repercussions of such cuts on both their people and business.
As the internal and external dimensions of DEI initiatives face unprecedented challenges, the narrative surrounding corporate responsibility and commitment to diversity takes center stage. The repercussions of these cutbacks extend beyond the immediate workforce to the broader ecosystem of organizations working towards fostering inclusive workplaces and reiterate the complex landscape in which DEI efforts unfold.
DEI Initiatives Grapple with Setbacks: Tech Giants Scale Back Sponsorship, Attendee Support, and Funding
The landscape of Diversity, Equity, and Inclusion (DEI) initiatives faces a complex and challenging phase as some large tech companies, including Meta, scale back sponsorship and attendance for prominent conferences like Grace Hopper, the largest women's tech conference organized by AnitaB.org. Brenda Wilkerson, CEO of AnitaB.org, highlighted the pivotal role of organizations like theirs in the current climate, emphasizing that funds set aside in the wake of George Floyd's murder have not been fully extended, underscoring the continued need for their work.
Anonymous sources revealed that Meta and other tech giants reduced sponsorship or attendance for employees at Grace Hopper 2023, with some companies opting for virtual participation to curtail travel costs. Microsoft, despite reducing physical attendance, emphasized its commitment to the event's virtual option, facilitating broader employee participation. Google, while maintaining a presence at the conference, retracted travel for some approved employees.
Beyond conference sponsorships, companies like Google reportedly cut spending with Blavity, the organization behind AfroTech, signaling broader reductions in financial support for external DEI initiatives. Simone White of Blavity expressed the challenges, noting that existing corporate partners were pulling back due to the dissolution of DEI teams in some companies.
Brenda Wilkerson acknowledged the perilous state of progress, citing challenges in societal shifts, the erasure of some progress in the past year, and a backlash against racial reckoning. The mentioned backlash includes the Supreme Court's decision to end affirmative action at colleges and opposition to DEI programs in conservative circles, exemplified by legislation in Florida impacting Black history education and laws affecting the LGBTQIA+ community.
As DEI initiatives grapple with setbacks, the interplay of corporate commitment, societal shifts, and legislative dynamics remains at the forefront. The optimism for a turnaround in 2024 is tempered by the multifaceted challenges faced by organizations striving to foster diversity and inclusion in an evolving landscape.
DEI Shifts Amidst Backlash: Grace Hopper Moves, Tech Giants Navigate AI Challenges
The ramifications of the backlash against Diversity, Equity, and Inclusion (DEI) efforts are reshaping the landscape, prompting AnitaB.org to relocate its flagship event, Grace Hopper, from Florida to Philadelphia in 2024. Brenda Wilkerson, CEO of AnitaB.org, highlighted the necessity of DEI work, especially in the era of rapid advancements in artificial intelligence (AI). Wilkerson emphasized the critical role of inclusivity in AI development, citing instances where major tech giants like Apple and Google grapple with accurately displaying and identifying images, a challenge exacerbated by historic data biases.
Meta responded to the narrative of reduced DEI support by asserting increased engagement with third-party organizations such as The Executive Leadership Council, focusing on enhancing Black leadership in executive positions. Experts, including Wilkerson and Simone White of Blavity, emphasized the enduring importance of DEI initiatives, particularly in the evolving landscape of AI development.
Wilkerson underlined the potential consequences of excluding critical segments of the population from AI training data, emphasizing the need for diverse decision-makers to prevent biased outcomes. Against this backdrop, companies that made cuts to DEI initiatives in 2023 face challenges in building future relationships with stakeholders and attracting and retaining talent, especially as younger generations prioritize organizations with genuine commitment to diversity.
As the DEI narrative unfolds amidst technological inflection points, the relocation of Grace Hopper and continued AI challenges underscore the persistent need for inclusivity, accountability, and genuine commitment to diversity in the tech industry. The decisions and actions of companies today are likely to shape their relationships with stakeholders and talent attraction in the future.
In conclusion, the evolving landscape of Diversity, Equity, and Inclusion (DEI) initiatives reflects a nuanced interplay of corporate decisions, societal shifts, and technological advancements. The decision to relocate Grace Hopper in response to the backlash highlights the ongoing challenges faced by DEI organizations, while tech giants like Meta assert increased engagement with third-party initiatives. The critical importance of DEI work is underscored by the profound impact of artificial intelligence on image recognition and the potential consequences of biased training data.
The enduring commitment to inclusivity in the face of AI challenges becomes pivotal, with leaders like Brenda Wilkerson emphasizing the role of diverse decision-makers in shaping fair outcomes. The repercussions for companies that scaled back DEI initiatives in 2023 extend beyond the immediate impact, potentially affecting their ability to build future relationships with stakeholders and attract and retain talent, especially among younger generations who prioritize diversity.
As the tech industry navigates these complexities, the decisions made today will reverberate in the future. The imperative for genuine commitment to diversity, accountability, and inclusive practices remains central to the success and ethical evolution of the tech sector.