Google's recent $50 million settlement in a racial discrimination lawsuit brought by Black employees marks a significant, albeit not unprecedented, moment in the ongoing struggle for workplace equality within the tech industry. The lawsuit, filed in March 2022, alleged that Google fostered a racially biased corporate culture where Black employees were assigned to lower-level positions, paid less, and denied opportunities for advancement. The settlement, which is still pending court approval, affects over 4,000 current and former Black employees in California and New York.
The case, Curley v. Google, LLC, highlights the experiences of April Curley, a former Google diversity recruiter who was hired to direct outreach to historically Black colleges and universities. Curley alleged that Google "was not genuinely interested" in her work and that she was subjected to racial stereotypes, denied promotions, and ultimately terminated. The lawsuit also claimed that Black employees were often told they were not "culturally fit" or "Googley" enough, received harsher job reviews, and faced stricter interview questions.
Beyond the monetary relief, Google has agreed to adopt several provisions aimed at addressing the alleged discriminatory practices. These include analyzing pay disparities based on race prior to finalizing pay changes and refraining from requiring mandatory arbitration agreements for employment-related disputes through August 2026. The company has also pledged not to base compensation decisions on the salary histories of applicants.
This settlement arrives at a time when many major corporations, including Google, are reassessing their diversity, equity, and inclusion (DEI) initiatives. Some companies have cited recent court decisions, executive orders, and a shifting legal landscape as reasons for scaling back DEI programs. For example, Google has discontinued its diversity hiring targets. Google's Chief People Officer, Fiona Cicconi, stated that the company is evaluating changes to its programs to comply with recent court decisions and U.S. Executive Orders. While Google emphasizes its ongoing commitment to an inclusive workplace, the company plans to focus on alternative approaches, such as enhancing leadership and mentorship programs, expanding Employee Resource Groups (ERGs), and promoting inclusive leadership training.
The trend of companies reducing DEI efforts raises concerns about accountability and whether organizations will continue to invest in inclusion without external mandates. Despite the rollback, public accountability, corporate branding, and social expectations may continue to drive DEI efforts.
It is important to note that Google has faced similar allegations in the past. In 2021, the company agreed to pay $3.8 million to settle pay discrimination claims affecting women and Asian employees in California and Washington state. Other tech companies, such as Meta, have also been subject to lawsuits alleging discriminatory practices. These cases highlight the persistent challenges in achieving workplace equality in the tech industry.
While the $50 million settlement is a significant step, it falls below historical benchmarks for large-scale discrimination cases. For example, Coca-Cola's 2001 settlement in a racial discrimination case was $192 million. Nevertheless, the Google settlement underscores the importance of litigation as a tool for advancing workplace equity and holding companies accountable for discriminatory practices. It also serves as a reminder that creating a truly inclusive workplace requires ongoing effort and a commitment to addressing systemic issues.
