It is August 2017 and among google’s ranks, an employee named James Damore wants to vocalize his criticism towards Google’s diversity efforts among its workers. He plots down that the Google programs of Google, like mentoring are catered towards certain genders and/or race, and does not cater to everyone. In one example he cited that, women may not be suited to high-stress positions that’s why women were few in high positions. Also, he noted that this behavior may in turn lower the standards of Google in their effort to increase diversity. The memo reaching 10 pages was posted in Google’s private internal forums. His memo was leaked to the general public resulting in a nationwide outrage.

Due to this Sundar Pichai, decided to fire James Damore. Stating that he violated the company’s code of conduct by creating a hostile work environment. Also stating that Google does not tolerate harmful gender stereotypes in the workplace.

Gender and race stereotyping, in many corporations are really present. And in the case of Google, the CEO, Pichai, wanted to preserve the status quo, not addressing the issue of the diversity gap within the enterprise.

I personally have not experienced a similar scenario in the paper. I believe as a future Lasallian business leader, I ask myself how should I treat an employee of mine with the same mindset as Damore., For some types of organizations, he may seem dangerous to people of authority within the organization, because he may spark the formation of a union. For me, it may be better to listen to his insights and act on them promptly, by changing corporate culture through policies like mentor raffle, rather than get rid of a person like Damore. Getting rid of Damore does not solve the problem because there is a high likelihood that another person with the same mindset may come in the future. If diversity bias is quickly resolved today then questions in the mind of people with the same frame of mind as Damore can be dispelled by corporate policy and culture.