Author Archives: Melonie Parker

$50 million for HBCUs to address the diversity gap in tech

Historically Black Colleges and Universities (HBCUs) have stood as pillars of excellence for more than 180 years and continue to serve as havens for Black students in pursuit of higher education. Founded to provide Black Americans with a fundamental human right — the access to a full education, they have grown to produce some of the greatest leaders, thinkers and cultural influencers of our time. These institutions are actively shaping the next generation of Black leaders and are helping build a more diverse workforce across all industries, including tech. In fact, 25% of African American graduates with STEM degrees come from HBCUs. 

Despite the success of HBCUs, Black professionals continue to be underrepresented across the tech industry. We want to do our part to support these institutions as we work to help close the gap, together. Today, I’m proud to announce a $50 million grant to 10 HBCUs that will help support scholarships, invest in technical infrastructure for in-class and remote learning, and develop curriculum and career support programs. 

Here’s a look at what our HBCU partners had to say about the grant and how it will help them:

  • “With this effort, Google is setting a new standard in corporate philanthropy that directly addresses decades of gross inequities and underfunding at HBCUs and establishes a new path forward to ensuring workforce diversity in STEM, one of our most critical sectors here in the U.S. and within the global market. Google has done its homework and understands that our HBCUs are great institutions for unrestricted investment.” - Dr. Wilson, Morgan State University
  • “This action speaks resoundingly to the company’s recognition of the longstanding and important role that HBCUs have played in preparing their students for achievement in technological areas.” - Dr. Simmons, Prairie View A&M University
  • “Google’s generous gift to create pathways in STEM for HBCU students will propel them into roles and opportunities that prepare them to be 21st century change agents. Having hosted Googlers from the Google-in-Residence program, and having seen the outcomes of our students who have interned at Google and alumnae who are now employed by Google, we are grateful for their comprehensive approach to building equity in computing education.” - Mary Schmidt Campbell, Ph.D., President, Spelman College
  • "The investments that Google is announcing today underscore their belief in our institutions. Along with my colleagues at North Carolina A&T, I look forward to building further on our rich and productive partnership. We are deeply grateful for Google’s generosity." - Chancellor Harold L. Martin Sr., North Carolina A&T
  • “This grant demonstrates the strength and trajectory of Claflin’s global reputation as a leading liberal arts university with a thriving STEM agenda. These funds will also support University initiatives related to enhancing technology in the rural communities we serve.” - Dr. Warmack, President, Claflin University
  • "Google's $50M investment in Historically Black Colleges and Universities (HBCUs) shows a firm commitment to diversity, equity and inclusion, and an appreciation of the value HBCUs bring with regards to the talent and ingenuity of our students, faculty, staff and alumni."- Larry Robinson, Ph.D., President, Florida A&M University
  • “Google’s $5 million gift will support the University as it bolsters its work in STEM education and moves forward into new fields in STEM and in business. This gift will have a lasting and profound impact on the course of the University's future plans." - Charlotte P. Morris, Ph.D. Tuskegee University (AL)
  • “Google’s leadership gift of $50M to UNCF and TMCF on behalf of our HBCUs represents a great opportunity to leverage the pioneering work we have been doing in partnership with Google to enhance the competitiveness and capacity of our institutions in computer science education and technology and catapults our campuses to the forefront as higher education institutions preparing the next generation of Black leaders in technology.“ - Dr. Lomax, President, UNCF
  • "The Thurgood Marshall College Fund (TMCF) applauds Google for its historic and transformative gift to our Historically Black Colleges and Universities (HBCUs) and for recognizing the importance of both the institutions and the students who attend them. This is a powerful endorsement of our HBCUs, of the high-quality education they provide and the outcomes they make possible. The gift — $50 million — is the largest unrestricted gift ever awarded to HBCUs from a tech company. Google understands how important HBCUs are to the future workforce of our nation and sends a clear message with this gift, while leading the way in unencumbered support.” - Dr. Harry L. Williams, President & CEO, Thurgood Marshall College Fund
  • “I am tremendously grateful to Google CEO Sundar Pichai and Chief Diversity Officer Melonie Parker for their continued commitment to supporting Howard University and other HBCU students. Initiatives like this will help to eliminate the barriers our students face as they pursue academic and professional careers in the STEM fields. We are elated that Google has taken this momentous step toward creating a more diverse tech industry workforce by investing in HBCU students.” - President Wayne A. I. Frederick, Howard University

This financial commitment is our largest to date for HBCUs. Each institution will receive a one-time unrestricted financial grant of $5 million, providing institutions with the flexibility to invest in their communities and the future workforce as they see fit. 


Today’s grant follows a lot of work in the last several years to support HBCUs, including our Pathways to Tech initiative. These initiatives are designed to build equity for HBCU computing education, help job seekers find tech roles, and provide opportunities to accelerate their careers.

Logos for Claflin University (SC), Clark Atlanta University (GA), Florida A&M University (FL), Howard University (DC), Morgan State University (MD), NC A&T State University (NC), Prairie View A&M University (TX), Spelman College (GA), Tuskegee University (AL), Xavier University (LA), UNCF and Thurgood Marshall College Fund

This grant further solidifies our commitment to providing access and opportunities for underrepresented groups in tech. We’ll continue to partner closely with HBCUs to achieve this shared goal.

Furthering our work with HBCUs

Melonie Parker in a graduation cap and gown receiving her diploma from Hampton University.

Melonie Parker graduating from Hampton University, a historically Black research university in Hampton, Virginia.

We have a responsibility to not only increase representation of our workforce, but also work with higher education institutions to provide access and opportunities for underrepresented groups in the tech industry. As Google’s Chief Diversity Officer, it gives me great pride to continue our long-standing partnership with historically Black colleges and universities (HBCUS) in order to achieve these goals.

For example, this year, we expanded our Grow with Google Career Readiness Program to 20 schools, and in our recent Tech Exchange cohort, 95% of students rated their overall experience as positive. We’ve also reached more than 4,000 students through our Google in Residence program. I’m proud that we’ve hired hundreds of students from HBCUs as a part of these joint efforts with our HBCU partners.

Now, we’re deepening our partnership with HBCUs with a new “Pathways to Tech” initiative, designed to build equity for HBCU computing education, help job seekers find tech roles, and ensure that Black employees have growth opportunities and feel included at work. To help us drive this work, we are working with HBCUs to form a tech advisory board that strengthens our existing partnership. The HBCU Tech Advisory Board is composed of four parts:

  1. HBCU Tech Advisory Board:The board will be involved in shaping “Pathways to Tech” efforts and will expand to include additional corporations in the future. 

  2. HBCU Presidents’ Council: Dr. Michael Lomax of UNCF and Dr. Harry Williams of TMCF will lead an HBCU Presidents’ Council, which will advise the board and ensure that we’re creating and executing meaningful programming that meets the needs of HBCU students.

  3. Joint Steering Committee: To set goals and drive this work forward, I will sit on a steering committee alongside Dr. Kamau Bobb, Global Lead, Diversity Strategy and Research at Google; Maria Medrano, Senior Director, Diversity Strategy at Google; Eric Hart, Chief Programs Officer at Thurgood Marshall College Fund; Chad Womack, Senior Director of STEM Programs and Initiatives; Angela Van Croft, Director, Corporations and Foundations at United Negro College Fund; and Alycia Onowho, Program Manager at Howard University.

  4. Internal Advisory Committee:I will lead an HBCU Advisory Committee that consists of senior vice presidents across Google, including product leaders and executives across Talent Acquisition, Grow with Google, Google.org and Engineering Education, to organize our efforts across the company. 

As we deepen our work together, here’s a look at some of the areas we’re focused on.

Helping to build equity for HBCU computing education 

We’ll continue to invest in programs that help students develop skills and immerse themselves in tech, and help universities and faculty establish the infrastructure and tools they need to support these students. Our ultimate goal is to ensure that when HBCU students graduate, they’ll have the skills they need to succeed in tech. 

This year, our Tech Exchange program will host 114 computer science majors, providing them with the opportunity to immerse themselves in coding classes at Google. This first-of-its-kind program is now in its fourth year, and we’ve continued to update, broaden and improve the program over the years. Through our Google in Residence program, which sends experienced Google Software Engineers to HBCU campuses for a semester to teach introductory computer science classes, we’ve reached more than 4,000 students. Through this initiative, students gain practical knowledge about what it’s like to work in the tech industry. 

Our Faculty in Residence program is an immersive professional development program that brings CS faculty from HBCUs and HSIs to Google for a four week summer residency, where they design project-based, industry-informed content and implement that content back in their classrooms.

Since 2017, we’ve invited more than 50 faculty members from 30 HBCUs to join the program.

Helping students find jobs in tech

We’ll also remain focused on helping HBCU students find and secure internships and jobs that will help them build successful careers. Last year, we launched the Grow with Google HBCU Career Readiness Program, a partnership with the Thurgood Marshall College Fund, which brings Grow with Google digital skills training into the career centers of HBCUs. The program recently expanded to 20 HBCUs, and aims to help 20,000 students learn digital skills by the end of the current school year. As we have in the past, we’ll continue our HBCU Campus Outreach efforts to prepare students for the tech industry with resume workshops, mock interviews and opportunities for students to develop their soft skills and technical skills through events like coding challenges and hackathons.

Creating a workplace where everyone belongs 

For students who choose to pursue a career at Google, we’re also accelerating efforts to ensure every Googler — and in particular Black students and those from other underrepresented groups — experience Google as an inclusive workplace and have the opportunity to accelerate their careers. 

We have a responsibility to help provide access and opportunities for underrepresented talent to join the tech industry. Many of the initiatives we’re working on are the first of their kind in our industry. It’s so important that we keep this momentum going.

Digital skills training for 100,000 Black women

I wouldn’t be where I am today without the help of other Black women. As Google’s Chief Diversity Officer, I credit much of my success to others creating opportunities for me to succeed in the workplace. That’s why today, as a part of this work, I’m focused on helping our employees build connections and uplift each other, and ensuring that everyone has the resources and support they need to thrive at Google. It’s also why I joined The Links, Incorporated — one of the largest volunteer organizations committed to serving Black communities.

Today, we’re proud to further that mission by announcing Grow with Google: Black Women Lead, an initiative to train 100,000 Black women in digital skills by 2022. The pandemic has resulted in unemployment for millions of Americans, and its impacts are further revealing the economic opportunity gaps that still exist for Black women. During COVID-19, women have accounted for 56% of workforce exits, and Black women have been particularly impacted, losing 154,000 jobs in December 2020 alone. 

Because 80% of middle-skills jobs  in the U.S. require proficiency in digital tools, our new initiative will focus on this essential training. We’re thrilled to do this important work in partnership with six organizations led by Black women — The Links, Inc., Dress for Success and four sororities of the National Pan-Hellenic Council. Google will train these partners to deliver Grow with Google digital skills training and career development workshops to Black women in their communities. Dress for Success will offer additional career services including interview preparation, mentorship and networking to women participating in the program. This initiative is part of a $15 million commitment the company announced in June to help Black jobseekers grow their digital skills.

I am grateful to the leaders of these organizations, who are uniting for the first time with the shared goal of upskilling 100,000 Black women with digital skills. Their legacy, expertise and credibility will help ensure we accomplish this mission. Here’s more information about each of the initiative’s partners:

  • A photo of dozens of women wearing pink looking up at the camera

    Alpha Kappa Alpha Sorority, Inc.: Established in 1908, Alpha Kappa Alpha’s mission is to cultivate and encourage high scholastic and ethical standards, to promote unity and friendship among college women, to study and help alleviate problems concerning girls and women in order to improve their social stature, to maintain a progressive interest in college life and to be of “Service to All Mankind."

  • A group of women wearing red and black Delta Sigma Theta sorority apparel

    Delta Sigma Theta Sorority, Inc.: Established in 1913, Delta Sigma Theta Sorority, Incorporated is an organization of college-educated women committed to the constructive development of its members and to public service with a primary focus on the Black community.

  • A group of women wearing blue dresses and white jackets standing outside a building.

    Zeta Phi Beta Sorority, Inc.: Established in 1922, Zeta Phi Beta Sorority, Incorporated’s mission is to foster the ideas of service, charity, scholarship, civil and cultural endeavors, sisterhood and finer womanhood.

  • Six women in jeans and blue and yellow Sigma Gamma Rho sorority apparel

    Sigma Gamma Rho Sorority, Inc.: Established in 1922 by seven educators, Sigma Gamma Rho’s mission is to enhance the quality of life for women and their families in the U.S. and globally through community service, civil action and social action.

  • A group of dozens of women wearing light green shirts standing on steps outdoors.

    The Links, Inc.: Established in 1946, The Links is a group of women committed to enriching, sustaining and ensuring the culture and economic survival of African Americans and other persons of African ancestry.

  • Four women wearing black and sporting nametags talking to one another.

    Dress for Success: Established in 1997, Dress for Success helps 1.2 million women work towards economic independence and upward mobility. Women benefiting from Dress for Success are provided a support network, professional attire and the development tools to kickstart their job search for the first time or to relaunch their careers.

I’m looking forward to seeing the impact of this initiative as we train 100,000 participants by spring 2022 and set them up for success with digital skills that are so important today, and for the future.

How to foster inclusion while working from home

People are searching for new ways to connect with their communities while being physically distant. I’ve focused my career on building initiatives and resources for minority groups within large companies. To ensure Google is a workplace where everyone can do their best work, we've spent the last several years understanding how employees from different backgrounds experience Google and building internal programs that foster an inclusive work environment.

As we navigate the impact of COVID-19 in our own workplace, it’s vital to continue building a culture of belonging. With much of our workforce working remotely, we’re focused on helping our employees connect and finding new ways to prioritize inclusion. Here are some of the lessons we’ve learned.

Help boost virtual connections 

We know current events are impacting our employees in different ways. Some are balancing expanded childcare responsibilities, while others who live alone may be experiencing feelings of isolation. Based on early research, we see that people in underrepresented groups are likely being impacted disproportionately more, in general. To help, we’ve explored a variety of virtual formats for connecting people across Google and many of our Employee Resource Groups have extended their efforts to help underrepresented Googlers build community during this time. Our Black Googler Network hosts recurring virtual Yoga sessions, and our Women@Google chapters across the globe have been hosting virtual sessions for connection and career development. Our Asian Google Network has aggregated resources for their community and created office hours for members to connect online. 

Manage equitably 

Managers have a unique role in caring for teams, and we’ve asked our managers to work with their teams to create flexible work schedules. Having regular conversations with employees about how their attention might be divided and which projects should be prioritized is one way to see how they’re doing and help everyone remain connected. It’s also important to find solutions that work for both our roles and needs at home. We temporarily expanded our existing Carer's Leave policy to support employees who need to take time off to look after their children. And beyond formal policies, managers play a critical role in ensuring employees feel supported and included.  

Help people speak up

Remote meetings keep us connected, but video conversations can make it tougher for some participants to speak up. We want everyone to feel comfortable, empowered and heard, because it makes them—and all of us—more successful. To ensure everyone’s voices are recognized, use multi-sensory cues to indicate who’s speaking and who’s listening. We encourage employees to avoid relying only on visual cues like hand gestures because people with visual impairments, or who are temporarily distracted or have bad internet connection, may not be able to see them. We also recommend appointing a moderator separate from the speaker, if possible, to help participants ask questions in real time. A moderator lessens the onus on the speaker to pay attention to participants’ body language or their unmuting, as well as on participants to figure out when they can chime in. It’s also a good idea to leave space in the meeting for those who’ve been quiet to contribute by saving time and opening up for input, but don’t feel like you have to “go around the room”—equal time doesn’t always mean equal contribution. Some people formulate and communicate questions better by writing, so consider an accessible, shared channel or document for participants to type their questions and have the speaker or a moderator go through them. Bonus: The act of writing forces people to be more succinct and clear.

Make sure meetings and presentations are accessible

Accessibility is a core value at Google and it’s critical to our inclusion work. Real-time closed captions (CC) can help participants who are deaf or hard-of-hearing, aren’t fluent in the language being used or are unable to adequately use audio. Provide a phone dial-in option for those without strong internet access. Participants can also turn off their cameras to improve the connection or adjust the video quality. For presentations, using a large font size and high contrast (here’s how in Google Docs and Slides) helps people easily see images and read text. Slides are a useful tool, but not everyone may be able to see them, so we also recommend providing alternatives to purely visual information, like giving a verbal summary of a photo, chart or graph. If you’re going to share your slides, documents and other materials, remember to add alt text, or text description of the visual, to your images, graphs and charts so people who use screen readers know what visuals are being shown. Finally, when it comes to images, find ways to show diversity in race, skin tone, size, cultural background, name, hair type, ability, gender, age, geography and beyond. The people you use in your images should represent diverse backgrounds.

We’re committed to making Google a place where people of different views, backgrounds, and experiences can do their best work and show up for one another.  These tips aren’t exhaustive by any means, but they are a useful start to empowering people to meaningfully join in and contribute.