Reading the linked annual diversity report was worthwhile. https://static.googleusercontent.com/media/diversity.google/en//annual-report/static/pdfs/google_2021

Reading the linked annual diversity report was worthwhile. https://static.googleusercontent.com/media/diversity.google/en//annual-report/static/pdfs/google_2021_diversity_annual_report.pdf https://static.googleusercontent.com/media/diversity.google/... It touches on so many points, the breadth of effort is frankly amazing. Mental health, accessibility, addiction, mentorship, child care, and so forth. Bravo for Google measuring themselves. Knowing nothing, I can't put this in context. Three curiosity followups I'd ask: #1 How does Google compare with other huge organizations? vs Fed Govt, military, education, FAANG, interationally ...? #2 I'm most interested in retention efforts. Daylighting the reasons people say they're leaving. Revealing this info is fraught with danger, I know. Maybe with large enough sample size, across organizations (eg all FAANGs), it could be done safely. #3 For people to advance, there need to be opportunities. If I had a cushy job, why would I leave to make room for another? What's Google doing there? One radical solution is the "up or out" system used for high powered consultancies (lawyers, accounting). I'm sure there's downsides to any proposal. But ya gotta break some eggs to make omelets. The kind of cash Google has, they could just buy people out.