COMM8090: Workplace Diversity, Equity, and Inclusion at Google

This report presents a case study on Google's workplace diversity, equity, and inclusion (DEI) practices. It begins with a background on the increasing importance of DEI in modern companies and the company's commitment to these principles. The problem statement highlights potential conflicts arising from a lack of mutual respect and the impact on productivity. The research aims to explore factors driving DEI, evaluate its influence on employee performance, and assess Google's practices. The report includes a literature review covering the concepts of diversity, equity, and inclusion, along with relevant theories and benefits. The methodology outlines a positivist research philosophy, an analytical research design, and data collection methods involving interviews, surveys, and secondary sources. The study proposes a timeline and lists references, providing a comprehensive overview of the research on DEI within Google's workplace. The assignment is a report based on the COMM8090 course.

Impact of Workplace Diversity, Equity and Inclusion
in Making Progress: A Case Study of Google
Name of the Student:
Name of the University:
Author Note:

Background of the Study:
Companies are increasingly witnessing the
change of trend towards a diverse employee pool
that ensures working together on a day to day
basis
Diversity, equity and inclusion are simply the
buzzwords for an organization in recent times
and are the vital necessities for changes in the
workplace ambience

Company Background
Google’s imperative lay in equity, diversity
and inclusion as they help in enhancing the
users, products and the employees
It remains committed towards implementing
goals that not only helps in the
representation of workforce thus leading to
the creation of inclusive culture

Problem Statement
Workplace diversity, equity and inclusion gives rise
to conflict amongst the employees. This is
primarily due to the lack of the mutual respect
amongst team members in addition to the presence
of prejudice, racism, discriminations and lack of
respect that make employees less productive that
hinders the progress of the company’s

Research Aims and Objectives:
Exploration of the factors that drives towards
diversity, equity and inclusion in Google
Evaluation of influence of diversity on the
employee performance in Google
Accessing the diversity practice of Google
and its impact on workplace progress

Research Question
What factors drive diversity, equity and
inclusion in Google?
How workplace diversity influences employee
performance in Google?
What influences diversity, equity and
inclusion in workplace progress in Google?

Literature Review:
Concept of Diversity, Equity and
Inclusion:
Diversity with workplace encompass
race ,gender, age, ethnic group, citizen
status, orientation, religion, physical and
mental conditions, military service and other
differences amongst people.
Equity within workplace refers to the fair
treatment received by everyone.
Inclusion means including all the people
irrespective of the disabilities, abilities or the

….Continued
Theories of Diversity
These include:
Goals theory
Contigency theory
Learning theory
Benefits of Diversity, Equity and Inclusion
Lowers employee turnover
Increases resource acquisition across multi channel
backgrounds
Increases creativity amongst employees
Enhances flexibility organization.

Methodology:
Research Philosophy:
This study uses positivism as research philosophy for
investigating in logical and critical manner
Research Design:
The study will make use of analytical design for gaining detailed
idea.
Method of Data Collection:
Interview, survey and secondary sources
Data Analysis Techniques :
Quantitative and Qualitative

Proposed Timeline of the Study

References:
Saxena, A. (2014). Workforce diversity: A key to improve productivity. Procedia
Economics and Finance, 11, 76-85.
diversity.google. (2019). Retrieved from https://diversity.google/commitments/
Resick, C. J., Hargis, M. B., Shao, P., & Dust, S. B. (2013). Ethical leadership, moral
equity judgments, and discretionary workplace behavior. Human relations, 66(7), 951-
972.
Boekhorst, J. A. (2015). The role of authentic leadership in fostering workplace
inclusion: A social information processing perspective. Human Resource
Management, 54(2), 241-264.
Okoro, E. A., & Washington, M. C. (2012). Workforce diversity and organizational
communication: Analysis of human capital performance and productivity. Journal of
Diversity Management (Online), 7(1), 57.
Madera, J. M. (2013). Best practices in diversity management in customer service
organizations: an investigation of top companies cited by Diversity Inc. Cornell
Hospitality Quarterly, 54(2), 124-135.
Kolb, P. (2014). Understanding aging and diversity: Theories and concepts. Routledge.
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