1. Using the Tabl, identify 3 components that describes the effectiveness of Googles diversity and inclusion program. Describe each of the 3 components and then describe the evidence from Googles website that illustrates each component.

2. Again using the Table , describe 3 other practices Google could implement to foster diversity within the organization.

Key components of effective managing diversity programs Top Management Support Make the business case for diversity. Include diversity as part of the business strategy and corporate goals. Participate in diversity programs, and encourage all managers to attend. Ensure that the composition of the executive management team mirrors the diversity of the workforce. Recruitment and Hiring Ask search firms to identify wider arrays of candidates. Enhance the interviewing, selection, and hiring skills of managers. Expand college recruitment at historically minority colleges. Identifying and Developing Talent Form a partnership with internship programs that target mihority students for management careers. Establish a mentoring process. Refine the company's global succession planning system to improve identification of talent. Improve the selection and development of managers and leaders to help ensure that they are capable of maximizing team performance. Ensure that all employees, especially women and minorities, have access to management development and leadership programs. Employee Support Form resource groups or employee network groups, including employees with common interests, and use them to help the company develop business goals and understand the issues they are concerned with (e.g., Asian Pacific employees, women, gays, lesbians, transgenders, Native Americans, veterans, Hispanics) . Celebrate cultural traditions, festivities, and holidays. Make work-life balance initiatives (such as flextime, telecommuting, elder care, etc.) available to all employees. Ensuring Fair Treatment Conduct extensive diversity training. Implement an alternative dispute resolution process. Include women and minorities on all human resources committees throughout the company. Holding Managers Accountable Link managers' compensation to their success in meeting diversity goals and creating openness and inclusion in the workplace. Use employee attitude or engagement surveys to track employees' attitudes about such things as inclusion, fairness, opportunities for development, work-life balance, and perceptions of the company culture. Implement 360-degree feedback for all managers and supervisors. Improving Relationships with External Stakeholders Increase marketing to diverse communities. Provide customer service in different languages. Broaden the company's base of suppliers and vendors to include businesses owned by minorities and women. Provide scholarships and educational and neighborhood grants to diverse communities and their members