As a first step, we reviewed the scientific literature about workplace inclusion across various fields: Sociology, Occupational and Organisational Psychology, Law, Behavioural Science, Human Resource Management and Economics.
We then analysed existing inclusion scales and found that most were out-dated written in the 80s and 90s , not sufficiently validated and developed with WEIRD people those who are White, Educated, and from Industrialised Rich and Democratic countries. Next, we distilled the key inclusion concepts into six core dimensions later we further-distilled them to the five below each capturing a different facet of an inclusive workplace experience. Your manager and colleagues ask for your opinion and want to hear what you have to say.
Psychological safety. It also means being able to trust your manager and peers to have your back. People care about recognising, respecting and including each other. As a result, people feel they can be themselves at work. Employees feel they are evaluated on their skills and experience, not on who they know, what they look like or any other part of their social identity.
Using this approach, we not only cut down the total number, but improved the clarity, consistency and insight of each question. To get all technical for a second, we then embarked on a convergent validity test. This means we tested our scale alongside the renowned Mor-Barak inclusion scale taken by millions of people and found a high correlation between the two scales, confirming that our scale measures the same underlying concept.
To get even more technical, we then used recognised statistical techniques i. The exploratory and confirmatory factor analysis helped us to settle on our dimensions described above. Next, we eliminated questions that generated volatile responses as this indicates they measured different things for different people. Almost a year later, only 19 solid, validated and, dare we say it, perfect questions made it to the final cut. This website uses cookies as specified in the cookie policy.
We approach this work by building long-term partnerships with educational institutions, policymakers, and community organizations. Build For Everyone Google is committed to continuing to make diversity, equity, and inclusion part of everything we do—from how we build our products to how we build our workforce. Thank you for joining us on this journey.
View the diversity report. Our approach to diversity, equity, and inclusion As Google continues to grow, we have a responsibility to scale our diversity, equity, and inclusion initiatives to increase pathways to tech in the communities we call home. Our stories Read about our diversity, equity and inclusion work. Tech Bytes: spotlighting Black women engineers at Google View story. Honoring Indigenous communities around the world View story. Helping Black entrepreneurs around the world succeed View story.
Creating opportunities for Black creatives View story. Our commitment to combat antisemitism View story. Expanding access to computer science education with Code. Meet the Ph. Building community and funding Black founders View story. Hispanic Heritage Month: What it means to be here today View story. Komal Singh wants kids to see themselves in her books View story. A new place for Black women in tech to tell their stories View story. How a community of women from countries crossed language barriers with help from Google Translate View story.
Confronting injustice to build a better future View story. How a cowgirl and her community are creating a legacy View story. Celebrating excellence in the transgender community View story.
Creating new opportunities for Black and disabled Black artists View story. The Black and disabled Black artists creating new opportunities for inclusion View story. How six young women are using technology to tackle unsafe drinking water View story.
Mentorship inspires Deyrel Diaz and future researchers View story. Meet the young women pursuing their dreams with Google's Code Next View story. Honoring Juneteenth at Google View story. Our racial equity commitments, one year later View story. All In: Our inclusive marketing toolkit View story.
Supporting an inclusive recovery this Pride Month View story. Investing in Black-led startups and investment firms View story. Coworkers become allies while working from home View story. Why creating inclusive classrooms matters View story.
Hear educators' stories this Teacher Appreciation Week View story. Finding the intersection of social justice and tech View story. Bringing digital skills to previously incarcerated jobseekers View story. Bonita Stewart's new research for the next era of leaders View story.
An open call for aspiring computer scientists View story. A training network to support diversity in journalism View story. Seeking aspiring designers looking to Change The Game View story.
Join the Women of AdSense summit View story. Supporting diversity in European newsrooms View story. Fair HQ is in private beta for UK based startups and scaleups, book a demo to find out more.
Ready to dive in? Diverse and inclusive companies are more successful, more innovative, more profitable and more fun to work for. This is how…. Simply assess your current practices, send out a confidential employee survey and upload the necessary documents to find out how you are doing.
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