What is the point of posting nasty and abusive commentary? That's not contributing to anyone's understanding of issues, technology, policy or perpetrators.
Aryt On Sat, Jan 4, 2020, 11:56 AM bo0od <[email protected]> wrote: > doesnt matter what all been said here, just because you worked at google > = you deserve every bit of what happened, wish for you all the worst > things in you life. > > also Medium is a shitty media. > > congrats you suck. > > Yosem Companys: > > My solution was to advocate for the adoption of a company-wide, formal > > Human Rights Program that would publicly commit Google to adhere to human > > rights principles found in the UN Declaration of Human Rights, provide a > > mechanism for product and engineering teams to seek internal review of > > product design elements, and formalize the use of Human Rights Impact > > Assessments for all major product launches and market entries. > > > > But each time I recommended a Human Rights Program, senior executives > came > > up with an excuse to say no. At first, they said human rights issues were > > better handled within the product teams, rather than starting a separate > > program. But the product teams weren’t trained to address human rights as > > part of their work. When I went back to senior executives to again argue > > for a program, they then claimed to be worried about increasing the > > company’s legal liability. We provided the opinion of outside experts who > > re-confirmed that these fears were unfounded. At this point, a colleague > > was suddenly re-assigned to lead the policy team discussions for > Dragonfly. > > As someone who had consistently advocated for a human rights-based > > approach, I was being sidelined from the on-going conversations on > whether > > to launch Dragonfly. I then realized that the company had never intended > to > > incorporate human rights principles into its business and product > > decisions. Just when Google needed to double down on a commitment to > human > > rights, it decided to instead chase bigger profits and an even higher > stock > > price. > > > > It was no different in the workplace culture. Senior colleagues bullied > and > > screamed at young women, causing them to cry at their desks. At an > > all-hands meeting, my boss said, “Now you Asians come to the microphone > > too. I know you don’t like to ask questions.” At a different all-hands > > meeting, the entire policy team was separated into various rooms and told > > to participate in a “diversity exercise” that placed me in a group > labeled > > “homos” while participants shouted out stereotypes such as “effeminate” > and > > “promiscuous.” Colleagues of color were forced to join groups called > > “Asians” and “Brown people” in other rooms nearby. > > > > In each of these cases, I brought these issues to HR and senior > executives > > and was assured the problems would be handled. Yet in each case, there > was > > no follow up to address the concerns — until the day I was accidentally > > copied on an email from a senior HR director. In the email, the HR > director > > told a colleague that I seemed to raise concerns like these a lot, and > > instructed her to “do some digging” on me instead. > > > > > https://medium.com/@rossformaine/i-was-googles-head-of-international-relations-here-s-why-i-left-49313d23065 > > > > > > -- > Liberationtech is public & archives are searchable from any major > commercial search engine. Violations of list guidelines will get you > moderated: https://lists.ghserv.net/mailman/listinfo/lt. Unsubscribe, > change to digest mode, or change password by emailing > [email protected].
-- Liberationtech is public & archives are searchable from any major commercial search engine. Violations of list guidelines will get you moderated: https://lists.ghserv.net/mailman/listinfo/lt. Unsubscribe, change to digest mode, or change password by emailing [email protected].
