Tag Archives: Diversity and Inclusion

An accelerator for early-stage Latino founders

After 10 years of working with early-stage founders at Google for Startups, I’ve seen time and time again how access activates potential. Access to capital is the fuel that makes startups go, access to community keeps them running, and access to mentorship helps them navigate the road to success.

But access to the resources needed to grow one's business are still not evenly distributed. Despite being the fastest-growing group of entrepreneurs in the U.S., only 3% of Latino-owned companies ever reach $1 million in revenue. As part of our commitment to support the Latino founder community, today we're announcing a new partnership with Visible Hands, a Boston-based venture capital firm dedicated to investing in the potential of underrepresented founders.

During last year’s Google for Startups Founders Academy, I met Luis Suarez, a founder and fellow Chicagoan whose startup, Sanarai, addresses the massive gap in Spanish- speaking mental health providers in the U.S. Sanarai connects Latinos to therapists in Latin American countries for virtual sessions in their native language. When I asked Luis about the most helpful programs he had participated in, he highly recommended Visible Hands. The program gave Luis the opportunity to work alongside a community of diverse founders to grow his startup and have also helped him craft his early fundraising strategy. Visible Hands also supplies stipends to their participants, helping founders who might otherwise not be able to take the leap into full-time entrepreneurship.

Inspired by feedback from founders like Luis, Google for Startups is partnering with Visible Hands to run a 20-week fellowship program, VHLX, to better support the next wave of early-stage Latino founders across the U.S. and to create greater economic opportunity for the Latino community. In addition to hands-on support from Google and industry experts, we are providing $10,000 in cash for every VHLX participant to help kickstart their ideas. Following the program, founders will have the opportunity to receive additional investment from Visible Hands, up to $150,000.

Our work with Visible Hands and our recent partnership with eMerge Americas is part of a$7 million commitment to increase representation and support of the Latino startup community. I’m also looking forward to the Google for Startups Latino Leaders Summit in Miami this June, where in partnership with Inicio Ventures we’re bringing together around 30 top community leaders and investors from across the country to discuss how we can collectively support Latino founders in ways that will truly make a difference. And soon, we'll share the recipients Google for Startups Latino Founders Fund.

If you or someone you know would be a great fit for VHLX, encourage them to apply by June 24.

NativeNonprofit.day highlights Native-led organizations

Native Americans/American Indians, Alaska Natives and Native Hawaiians make up 2% of the U.S. population, yet large philanthropic foundations allocate less than half a percent of their total annual grantmaking towards Native communities, according to Native Americans in Philanthropy.

The Native Ways Federation (NWF) is working to change this disparity. Founded in 2008 by seven national, Native-led nonprofit organizations, the NWF unites the Native nonprofit sector, advocates for Native nonprofits and provides resources to educate people on the needs of Native communities. On May 20, NWF is launching their inaugural Native Nonprofit Day to drive awareness for Native-led nonprofits that are systematically underfunded. To help celebrate this initiative, they’ve partnered with the Google Registry team to register and use the domain NativeNonprofit.day, which anyone can visit to learn about and support Native nonprofits.

Initiatives like Native Nonprofit Day play an important role in building awareness and amplifying the voices of Native people. As a citizen of the Oneida (Onyota’a:ka) Nation of Wisconsin and a lead for the Google Aboriginal and Indigenous Network (GAIN), I see so many inspiring Indigenous organizations that are doing impactful work, but these groups and their efforts are sorely underrepresented in mainstream media. That’s why I hope everyone will take a moment today to visit NativeNonprofit.day to learn more about the NWF’s efforts, and other Native-led organizations that are doing critical work to support Native communities.

At Google, we’ve also launched several initiatives to support Native communities. Google.org recently announced a $10 million grant to the National Digital Inclusion Alliance to provide vocational internet training to thousands of rural and tribal communities.

Grow with Google made a $1 million investment in Partnership with Native Americans to provide digital skills curriculum and career services to 10,000 students at more than 50 Native-serving organizations. This program will also reach high school students preparing for college and careers, as well as vocational and non-traditional students.

If there’s an initiative or special day you want to raise awareness for, you can get your own .day domain name by visiting new.day.

Belonging at Google in Europe, the Middle East and Africa

Building for everyone requires vision, and constant revision. Every product we create requires continually trying new things, examining data and learning from both our successes and failures to do better every day. Our work on Diversity, Equity and Inclusion (DEI) is no different. Google first published its Diversity Annual Report in 2014 and since then we’ve built on what we’ve learned to increasingly make Google a place that is truly for everyone. Last year, for the first time, the data in the report was broken down across Google’s business regions. With this year’s report we now have the opportunity to report on progress for the business region that encompasses Europe, the Middle East and Africa which we call EMEA.

I’ve led Google’s DEI programs in EMEA since 2019. I’m often asked what DEI looks like in such a diverse region. How can one approach work from Paris to Lagos and from Milan to Tel Aviv? It’s not simple, but we are committed to finding ways to make progress. Each country has different rules governing what data we can collect and what policies are permissible. Our DEI data isn’t perfect, but it’s essential for us to measure our progress as it helps keep us honest about where we are at and where we want to be.

Representation of women in EMEA

The data shows that we have increased the overall representation of women in our workforce from 32.7% to 33.8%. That might sound small, but in an organization the size of Google in EMEA (over 25,000 employees and interns) this represents a significant shift.

We continue to make progress in the hiring of women in EMEA with an overall increase of 14%. Specifically, women made up 28% of our tech hires, 49.2% of our non-tech hires and 47.1% of our Leadership hires. This is an increase year on year of 27% for non-tech and 64% for leadership hires with tech hires staying the same.

Our focus on increasing representation of women in leadership roles across EMEA is showing promising results. We saw a significant gain of 10% in the representation of women in leadership roles which now stands at 29.7%. It’s good to see progress, but there is more to do here.

We know efforts to develop talent from under-represented groups need to start early. We have amplified our efforts to support gender equity in a number of countries in Africa, sponsoring and providing content for the Our Girls, Our Future conference for young women interested in the tech industry. Across Sub-Saharan Africa, we partnered with the Graca Machel Trust to provide digital skills training for more than 5,000 women entrepreneurs.

We also grew Mind the Gap, an initiative we started in Israel in 2008 that encourages women and girls to pursue STEM careers. Mind the Gap transitioned to a virtual platform at the beginning of the pandemic. In 2021, the program reached more than 60,000 students in Israel and expanded to Romania and Ghana.

Racial equity in EMEA

Last year, for the first time, we were able to report race data for our business region in the Diversity Annual Report, thanks to almost three quarters of Googlers in EMEA voluntarily providing this information.

We see White+* continue to account for the highest representation in EMEA (78.1% versus 80.4% last year). Representation of Asian+* Googlers shows the largest increase (from 10.9% to 12.1%), followed by MENA+* (from 7.3% to 7.8%), Black+* (from 2.8% to 3.2%), Latinx+ (from 3.8% to 3.9%) and Indigenous+ (no change at 0.3%).

Where we need to make better progress is in the speed at which things are changing. For example, there has been an increase in representation of MENA+ leaders (from 4.5% to 5.8%) and an increase in representation of Black+ leaders (from 3.3% to 3.8%) across EMEA - but we need to see more progress here. And representation for all racial categories except Black+ and White+ are lower in leadership than in the overall population.

Growing leadership is one of the key planks of our racial equity plans in EMEA. Here’s how we’re focusing our efforts:

  • In recruiting: In 2021, we set an aspiration to double the number of Black+ directors by 2023. Additionally, we aim to drive Black+ representation at all levels across our talent engagement, outreach initiatives and inclusive hiring commitments.
  • Baseline data: Where legally permissible, we have started to collect application data to help understand the representation of our candidates.
  • Nurturing talent: We relaunched Elevate+, a six-month-long EMEA specific program that offers one-on-one mentorship and coaching to Black+ employees. To date, nearly 200 Googlers have participated in this program.
  • Educating majority groups: We continue to engage Googlers through comprehensive anti-racism and racial equity education, such as trainings and our speaker series on racial justice. We also have a thriving community of allyship groups across EMEA.

It’s not just about supporting racial equity in our workforce — it’s also important to support the wider community. Black founders in EMEA received $63 million in ‘follow-on’ funding after they participated in our Black Founders Fund, with 95% of participants reporting a positive impact on their startup’s ability to fundraise. We announced a second fund earlier this year.

Disability in EMEA

Our recruiting teams and local HR teams work closely with our Disability Alliance group to progress our commitments to communities with disabilities, ensuring that our hiring process is accessible and our culture and managers are prepared to support and lead Googlers with disabilities.

Our talent engagement team in EMEA hosted its first ever Disability Conference (DisCo for short) for nearly 2000 students, new graduates and industry professionals with disabilities. The conference created a space for people with disabilities and allies to connect and engage with each other and Google.

We’re also fostering new connections with disability communities around the globe. Last year, our London, Dublin, Munich, Zurich, Wroclaw and Nairobi offices celebrated #PurpleLightUp, a global campaign that celebrates every employee with a disability around the world. Leaders from each office also held conversations with our employee resource group (ERG) for Googlers with disabilities.

LGBTQ+ representation in EMEA

We have incredibly active Pride and Trans employee resource groups at Google. These groups play a critical role in promoting belonging and inclusion within the LGBTQ+ community - from creating thoughtful programming for Trans Awareness week to leading Pride events activations across 26 countries, from Poland to South Africa.

Google is also a founding member of We Are Open, an alliance of businesses and other organizations in Hungary that promotes diversity and inclusion at the workplace, focusing on LGBTQ+ inclusion. In line with Google’s vision to be helpful for all, including our LGBTQ+ communities and its allies, we were excited to partner with Open for Business in creating a report on LGBTQ+ inclusion in Central and Eastern Europe that was released last year.

In addition, to aid small business recovery during the pandemic, we launched a global campaign to help support and celebrate LGBTQ+ friendly spaces - from a LGBTQ+ bookstore in Sweden, to Rainbow Square in Copenhagen. Google also officially supported the Ja Für Alle campaign in the referendum for Equal Marriage rights in Switzerland.

In conclusion

It’s up to every one of us to contribute to building a more inclusive, equitable, and representative workplace, region and world where everyone feels they belong. We have a responsibility to relentlessly represent and support the rich diversity of talent in our region and to make Google a place where everyone can thrive. This work is not a one-off effort. It requires thoughtful and committed, ongoing systemic action. Only by committing to doing this work together can we make meaningful and long lasting change.

If you’d like to find out more, please take a look at this year’s Diversity Annual Report.

Focused on progress: Our 2022 Diversity Annual Report

Editor’s note: Today, Melonie Parker sent the below email to Google’s employees around the world.


Building for everyone requires vision, and constant revision. We’re continually iterating, examining data-driven outcomes, and learning from both our successes and failures. Our focused efforts in diversity, equity and inclusion are no different.

As we prepared to report on how our DEI work is progressing, we found ourselves once again in the midst of a particularly painful time. I’m personally grappling with the recent hate crimes targeting Black and AAPI communities because of their identitiesTo me, it seems, our wounds are never fully allowed to heal. They're reopened over and over again by these senseless acts. This signals the seriousness of the work we have to do to advance equity and understanding across differences. At Google, I'm inspired by the work we continue to do: We’ve resolved to do better every day and to contribute to a world that is equitable, safe and just."

Since we shared our first Diversity Annual Report in 2014, we’ve built on what we’ve learned to increasingly make Google a place that better represents and embraces the diversity of our world. Our 2022 Diversity Annual Report, released today, shows the positive progress we’re making. We’re encouraged by what the data is telling us: it shows we’re on the right track.

Some highlights:

  • Last year, we achieved our best hiring year yet for women globally (37.5% of hires) and Black+ and Latinx+ hires in the U.S.
  • The number of Black+ and Latinx+ Googlers in the U.S. is growing faster than the Googler community overall, and as a result, we saw our largest increases in representation of Black+ and Latinx+ Googlers in the U.S. ever (20% and 8% respectively year over year).
  • We also improved leadership representation of Black+, Latinx+ and Native American+ Googlers in the U.S. by 27%. Representation of women in leadership is also up 9% year over year.
  • Overall, Black+ attrition in the U.S. was comparable to Google-wide attrition levels for the first time ever. We are also seeing promising progress in the improved attrition for many of our intersectional communities, including Black+ women.
  • The data from our Diversity Annual Report also shows us areas where we’ll work to do better, and we remain focused on improving hiring and retention for Native American+ Googlers, and retention for Black+ and Latinx+ men outside of tech.
  • We’re also encouraged by what we heard from our employees this year: 87% of Googlers say they feel comfortable being themselves at work (up 3% year over year), and 91% say their work groups value diverse perspectives (up 2%).

Behind all these stats are programs and strategies that are helping us make real progress. In 2021, we focused on building belonging through learning opportunities like the Racial Equity Learning Platform, and by offering career development and mentoring programs like our Noogler onboarding for Black+ employees at all levels. We also tripled our Retention and Progression team so every organization within Google has someone dedicated to supporting employees from underrepresented communities.

As we move to hybrid work, we want Googlers entering physical spaces to feel valued and respected so they can do their best work. The Diversity Annual Report notes how we’re making our workspaces more inclusive and accessible across all Google sites — especially notable today as we celebrate Global Accessibility Awareness Day.

A broad industry focus on representation and access is also important to us. That’s why we continue to invest in communities and efforts such as the Latino Founders Fund, awarding non-dilutive funding, paired with deep mentorship from Google experts, to help Latinx founders retain ownership of their companies. And in 2021, Grow with Google launched a series of Asian-owned small and medium business workshops in partnership with the U.S. Pan Asian American Chamber of Commerce.

We’re also thinking long-term about representation, as we build pathways into tech and digital skills for people from underrepresented communities. Also in 2021, we expanded Mind the Gap, an initiative that encourages women and girls to pursue STEM careers. Additionally, we expanded support for Native American and Indigenous job-seekers in the U.S. and Canada.

I see our 2022 Diversity Annual Report as a powerful reflection of how we are reaching critical “near stars” on our journey toward the North Star of building an inclusive workplace at Google.

I hope you will check out this year’s Diversity Annual Report to share in our progress and what we’ve learned.

Thank you,

Melonie

This Googler hopes his team is one day obsolete

I first met Keawe Block a few years ago, and something he said has stuck with me ever since: “In an ideal world, my team wouldn’t exist.” Keawe, who works remotely in Washington state, is the head of all diversity tech recruiting efforts across North America — his team is dedicated to building a more equitable and representative Google.

His team has made major strides over the years, but we know there’s always more to be done. I recently had the chance to catch up with Keawe to learn more about his team’s approach to finding talent and creating community, every day and especially this May — Asian Pacific American Heritage Month.

How did your team start?

Our team started around 10 years ago out of a desire to put an emphasis on building a more representative pipeline for Google. It came out of a need. We didn’t look like the communities that use these products. Our team works to challenge bias within our interview process, to influence systems and process changes to increase equity, and to advocate for candidates that come from historically underrepresented groups

Why motivates you to show up every day?

This work is more than a passion for me — it’s personal. My motivation consists of two parts: First is leading and developing my team by helping them grow and expand their impact, and second is effectively changing the landscape of Google and tech by building a more representative workforce.

These both have immediate and long-term effects. Google has helped create a life for myself and my family that I didn’t think was possible. If I can use my platform to walk others through that path, that’s a win that can potentially have generational impact.

What would you like to see your team work on next?

Over the years the emphasis on diversity, equity and inclusion have expanded across Google and become a part of everyone’s job. More specifically, every recruiter plays a part in building inclusive pipelines and making Google more representative. We intend to educate and share what we’ve learned to the point where our work is no longer needed, because it is embedded in everything everyone does.

Google Translate learns 24 new languages

For years, Google Translate has helped break down language barriers and connect communities all over the world. And we want to make this possible for even more people — especially those whose languages aren’t represented in most technology. So today we’ve added 24 languages to Translate, now supporting a total of 133 used around the globe.

Over 300 million people speak these newly added languages — like Mizo, used by around 800,000 people in the far northeast of India, and Lingala, used by over 45 million people across Central Africa. As part of this update, Indigenous languages of the Americas (Quechua, Guarani and Aymara) and an English dialect (Sierra Leonean Krio) have also been added to Translate for the first time.

The Google Translate bar translates the phrase "Our mission: to enable everyone, everywhere to understand the world and express themselves across languages" into different languages.

Translate's mission translated into some of our newly added languages

Here’s a complete list of the new languages now available in Google Translate:

  • Assamese, used by about 25 million people in Northeast India
  • Aymara, used by about two million people in Bolivia, Chile and Peru
  • Bambara, used by about 14 million people in Mali
  • Bhojpuri, used by about 50 million people in northern India, Nepal and Fiji
  • Dhivehi, used by about 300,000 people in the Maldives
  • Dogri, used by about three million people in northern India
  • Ewe, used by about seven million people in Ghana and Togo
  • Guarani, used by about seven million people in Paraguay and Bolivia, Argentina and Brazil
  • Ilocano, used by about 10 million people in northern Philippines
  • Konkani, used by about two million people in Central India
  • Krio, used by about four million people in Sierra Leone
  • Kurdish (Sorani), used by about eight million people, mostly in Iraq
  • Lingala, used by about 45 million people in the Democratic Republic of the Congo, Republic of the Congo, Central African Republic, Angola and the Republic of South Sudan
  • Luganda, used by about 20 million people in Uganda and Rwanda
  • Maithili, used by about 34 million people in northern India
  • Meiteilon (Manipuri), used by about two million people in Northeast India
  • Mizo, used by about 830,000 people in Northeast India
  • Oromo, used by about 37 million people in Ethiopia and Kenya
  • Quechua, used by about 10 million people in Peru, Bolivia, Ecuador and surrounding countries
  • Sanskrit, used by about 20,000 people in India
  • Sepedi, used by about 14 million people in South Africa
  • Tigrinya, used by about eight million people in Eritrea and Ethiopia
  • Tsonga, used by about seven million people in Eswatini, Mozambique, South Africa and Zimbabwe
  • Twi, used by about 11 million people in Ghana

This is also a technical milestone for Google Translate. These are the first languages we’ve added using Zero-Shot Machine Translation, where a machine learning model only sees monolingual text — meaning, it learns to translate into another language without ever seeing an example. While this technology is impressive, it isn't perfect. And we’ll keep improving these models to deliver the same experience you’re used to with a Spanish or German translation, for example. If you want to dig into the technical details, check out our Google AI blog post and research paper.

We’re grateful to the many native speakers, professors and linguists who worked with us on this latest update and kept us inspired with their passion and enthusiasm. If you want to help us support your language in a future update, contribute evaluations or translations through Translate Contribute.

How I balance life as a Googler and a military spouse

I grew up next to Travis Air Force Base in Northern California, where my dad served for 35 years, primarily in the Air Force Reserve. While we didn’t have to move or deal with long deployments, the majority of my classmates did. All I saw was the strain that military life put on families — and if I had any say in it, I didn’t want that life.

After my first date with my now-husband, I remember thinking, “Air Force pilot… that’s not ideal.” And it wasn’t! Four years of a long distance relationship, two deployments and my husband’s impending next assignment weighed heavily on our daily life. I was proud of my work at Google in Austin, Texas, and when we got married I was determined to find a way that I could prioritize both my marriage and my career.

The entire year before we received our move orders, I was filled with an insecurity many military partners are familiar with: the expectation that a civilian employer wouldn’t want to invest in the partner’s career if they were likely to move in a short time. Thankfully in my case, this expectation was unfounded at Google.

Only one Air Force base on our list was remotely close to a Google office, and that was in Tokyo. While the odds of receiving our top choice were slim, I started looking on our internal job boards and networking with Googlers who had any ties to the Tokyo office well before we actually received our assignment to Yokota Air Base.

We were fortunate to have a six-month notice and my managers were very supportive. They initiated conversations and introduced me to managers in the Asia Pacific region. I had quite a few late-night video calls with leads, recruiters and mobility specialists, and complex processes to navigate, but on February 14, 2020, my husband and I landed in Japan.

Bry, with a baby in a baby carrier, poses with her husband in front of mountains.

This move would have been significantly harder if it weren’t for the support system I had at Google, specifically the Googler Veterans Network (VetNet) and the Googler Military Partner Group. These groups created a community of people who understood both of the worlds I lived in. I loved having the opportunity to continue bridging the gap between the military and civilian life through volunteering at our annual resume review workshops for veterans, partners, and transitioning service members, organizing veteran small business career fairs, and even hosting my husband’s squadron at Google Austin for a culture and leadership lab.

When I needed help navigating my move to Japan, I received support from other internal military partners. Because of my lived experiences, Google People Operations asked me to help create benefits and resources to support our military spouses and partners. This included resources for military partners and their managers, and paid leave for military partners during a Permanent Change of Station (PCS) or to prepare for a partner’s military deployment.

These last two years have been such an unexpected adventure. I earned a promotion, had a baby, switched roles and explored Japan. I’m proud of the advancement of my career, and more importantly to me, my growth as a wife and mother. We find out this summer where we’re off to next. While these moves will always bring some form of stress that accompanies the unknowing, I’m at peace and look forward to using the military partner benefits I helped develop, wherever in the world we land next.

To learn more about careers at Google, check out our site for the military community.

Asian community and culture in focus

The strength and resilience of the Asian community has been remarkable — especially in response to the rise of anti-Asian hate crimes over the past few years. In the U.S. alone, they rose 339% in 2021, according to a report by the Center for the Study of Hate and Extremism. But through this adversity, coupled with all of life’s other stresses, the Asian community has shone brighter than ever. As an Asian American, I’m proud of how our community has come together while also uplifting others along the way. Asian Pacific American Heritage Month (APAHM) — and all year long for that matter — is a chance to celebrate this spirit, and that’s why it’s so important for Google to show up to support the Asian community.

In my role as VP of Engineering for Google Search, I spend a lot of time thinking about how to organize and understand the information that people want and need. Through Google’s services and tools, we have an incredible opportunity to share relevant information with our users on important topics like cultural identity and history.

One great example, in honor of APAHM, the Google Assistant team has curated a collection of facts and quotes about notable people and achievements in Asian history. Just by saying, “Happy Asian Pacific American Heritage Month” to your Google Assistant, you can learn something new every day throughout the month of May.

Join me in celebrating APAHM and exploring some of the talented members of our community that Google is featuring this month.

Recognizing Asian culture through art and music


Throughout May, products across Google will spotlight Asian creators and heritage, showcasing the creativity and influence of these artists, musicians and entertainers on modern culture. For instance, Google Arts & Culture is launching a new iteration of its Asian Pacific American Culture Hub with a focus on community, intersectionality and inclusion. Features will range from new stories celebrating Asian Americans and Pacific Islanders' (AAPI) joy, to inspiring contemporary artists and storytellers, to a fresh group of seven new partners who amplify voices and create space for togetherness. Organizations include the Asian American Arts Alliance, Welcome to Chinatown, Asian American Writers’ Workshop, Kearny Street Workshop, Asian Arts Initiative, San José Museum of Art and the Japanese American National Museum.

And for all the Pixel users out there, you can now carry a piece of art on your phone by downloading a new wallpaper created by visual artist Sarula Bao in the Curated Culture collection. Bao’s wallpapers illustrate the importance of community through sharing culture and celebrating one another, including a special Year of the Tiger wallpaper, all available in your wallpaper & style settings.

Over at YouTube Music, we will be spotlighting playlists featuring Asian American and Asian diasporic artists, such as keshi, Rina Sawayama, P-Lo, Lyn Lapid and Eric Nam. YouTube Music will also celebrate Asian+ artists on social channels and on billboards in select US markets.

And onGoogle TV, we’ll feature TV and movie recommendations throughout the month ranging from Asian Pride in Hollywood and Stop Asian Hate Collections to content featuring K-Dramas, Martial Arts, Bollywood, Anime and more.

Amplifying Asian history through continued learning

This year, people searched for "Asian representation" more times than ever worldwide. Search interest in “Asian cuisine” also reached a record high this year in the U.S. So to kick off the month, you’ll see a little surprise if you look up “APAHM” or other related terms in Google Search. Later this month, there will be a special Doodle celebrating a pioneer of the Asian community — keep an eye on about.google, where you can also learn about AAPI history through art collections, videos with notable members of the community, Google Doodles and more.

And as interest in Asian culture and representation continues to grow, Google is partnering with Gold House for the second year in a row on their annual A100 List — the definitive honor recognizing the 100 most impactful Asians and Pacific Islanders in American culture over the last year. We will be amplifying voices of the A100 honorees throughout the month of May.

Uplifting Asian businesses everywhere

Google is committed to helping small business owners by providing them with resources and tools to help reach new customers and show their products across Google. For example, Mother-in-Law’s Kimchi — a small business owned by Lauryn Chun that seeks to celebrate the legacy of her mother’s cooking and share a delicious, authentic, handcrafted small-batch kimchi — used Google Ads and Google Shopping free listings to grow her sales by 128%, going from nine jars to over a million sold nationwide — delivering her kimchi to kitchens all across the country. To discover more tools that help small businesses, like Mother-in-Law’s Kimchi, visit g.co/smallbusiness.

A video of Lauryn Chun, owner of Mother-in-Law’s Kimchi, talking about how she used Google tools to grow her small business
10:25

At Google, we must take these opportunities to meaningfully celebrate, uplift and appreciate Asian culture and the people across our community who are doing trailblazing work. And while there is always more work to be done, APAHM gives us the opportunity to celebrate the vast identities that make up the Asian community and recognize our talents, influence and resilience of our community together.

Reconociendo a los educadores en esta Semana de Apreciación al Maestro

Read this post in English. // Blog en inglésaquí.

Nota del Editor: Kurt Russell, la historia de un maestro de Oberlin High School en Ohio, fue nombrado recientemente como Maestro Nacional del Año 2022. En honor a la semana de Apreciación al Maestro , él nos comparte más de su historia, la importancia de la comunidad educativa y algunas formas en las que Google reconoce a los educadores.

Los maestros tienen la habilidad de transformar vidas. La señorita Francine Toss y el Señor Larry Thomas cambiaron la mía al compartir conmigo conocimiento, confianza, autovaloración, paciencia y amor durante los años de la escuela primaria y secundaria. Y yo sé que hay una cantidad incontable de profesores, en todo el país, que hacen esto mismo con sus alumnos cada día. Me siento honrado de representarlos al ser nombrado como Maestro Nacional del Año.

Pero seamos honestos, enseñar no es sencillo. Hay momentos en los que puede ser frustrante. Nos podemos llegar a sentir invisibles y poco valorados. Suele ser un desafío poder satisfacer las múltiples necesidades de nuestros alumnos, teniendo muchas veces recursos limitados. Pero mis queridos profesores me motivaron a enfrentar estos desafíos. Esta es una comunidad que proveé un apoyo inquebrantable y muestra resiliencia, excelencia profesional e inspiración - no solo para los estudiantes, sino también entre nosotros.

Por casi 10 años, Google ha sido un patrocinador del programa de Maestro del Año del Consejo de Jefes Estatales de Oficiales de las Escuelas como parte de su apoyo constante a los educadores alrededor del mundo. Estoy muy agradecido por las maneras en las que Google se muestra en la actualidad, y cada día, para engrandecer a la comunidad educativa.

El señor Thomas - mi primer profesor que era un hombre de color - me inspiró a convertirme en educador. Me vi a mí mismo en él y en la materia que impartía. Y es por este ejemplo, que continué con la importante labor de enfatizar la relevancia cultural y la representación de la diversidad en mi propia enseñanza. Por esta razón, me complace ver que Google hizo equipo nuevamente con El Niño Consciente para donar otra cantidad de libros inclusivos, 1,000 más Títulos I de escuela primaria por todo el país - construir suguía de lectura inclusiva y la sección de aulas cultural del Centro de Profesores de Google for Education. La representación es importante en toda la experiencia educativa, y yo soy la prueba de la diferencia que puede hacer en la vida de alguien más.

Este año, el programa de Maestro Nacional del Año y Google for Education están ofreciendo un premio de $5,000 para cada Maestro Estatal del Año como reconocimiento y admiración por la increíble labor que hacen.

Si hay algún maestro que esté haciendo una diferencia en tu vida, como la Señorita Toss y el Señor Thomas lo hicieron por la mía, considera nominarlos como próximo Maestro Estatal del Año. Ya sea que tu seas su estudiante, padre o compañero educador, esta es una excelente manera de hacerle saber a alguien que han hecho un impacto en ti.

Durante esta semana en la que celebramos la profesión de enseñar y a los maestros que han hecho una diferencia, espero que mis compañeros educadores se sientan valorados y apreciados. Porque para mí, y para muchos otros, en verdad lo son.

Una foto de grupo de los Maestros Estatales del Año con el Presidente Joe Biden y la Primera Dama Dr. Jill Biden posando para una foto.

Los Maestros Estatales del Año en la Casa Blanca, conociendo El Presidente Joe Biden y la Primera Dama Dr. Jill Biden. Credito de foto: Foto oficial de la Casa Blanca por Adam Schultz.

Lifting up educators this Teacher Appreciation Week

Read this post in Spanish. // Blog en español aquí.

Editor’s note: Kurt Russell, a history teacher from Oberlin High School in Ohio, was recently named the 2022 National Teacher of the Year. In honor of Teacher Appreciation Week, he’s sharing more about his story, the importance of the teaching community and some ways Google is showing up for educators.

Teachers have the ability to change lives. Ms. Francine Toss and Mr. Larry Thomas changed mine by pouring knowledge, confidence, self-worth, patience and love into me during my elementary and middle school years. And I know countless teachers across the country are doing the same for their own students every day. I’m honored to represent them as this year’s National Teacher of the Year.

But let’s be honest, teaching is not easy. At times, it can be frustrating. We can feel invisible and unappreciated. We constantly struggle to meet our students’ varied needs, often with limited resources. But my fellow teachers motivate me to meet these challenges. This is a community that provides unwavering support and demonstrates resilience, professional excellence and inspiration — not just for our students, but also for each other.

For nearly ten years, Google has been a sponsor of the Council of Chief State School Officers’ National Teacher of the Year program as part of their ongoing support for educators worldwide. I’m thankful for the ways Google is showing up today, and every day, to lift up the teaching community.

Mr. Thomas — the first teacher I had who was a Black man — inspired me to become an educator. I saw myself in him and in the curriculum he taught. And because of his example, I’ve continued the important work of emphasizing cultural relevance and diverse representation in my own teaching. For this reason, I’m glad to see Google team up again with The Conscious Kid to donate another round of inclusive books to 1,000 more Title I elementary schools across the country — building on their inclusive reading guide and the cultural learning section on Google for Education’s Teacher Center. Representation matters throughout an entire educational experience, and I’m proof of the difference it can make in someone’s life.

This year, the National Teacher of the Year program and Google for Education are also offering a $5,000 award to each State Teacher of the Year in appreciation and admiration of the incredible work they do.

If there’s a special teacher making a difference in your life, like Ms. Toss and Mr. Thomas did for me, consider nominating them as next year’s State Teacher of the Year. Whether you’re a student, parent or fellow educator, this is a great way to let someone know they’ve made an impact on you.

During this week when we celebrate the teaching profession and teachers who have made a difference, I hope my fellow educators feel valued and cherished. Because to me, and to so many others, you truly are.

A large group of people — the 2022 State Teachers of the Year, President Joe Biden and First Lady Dr. Jill Biden — pose in front of a portrait of Abraham Lincoln. Above them is a golden chandelier.

The 2022 State Teachers of the Year at the White House, meeting President Joe Biden and First Lady Dr. Jill Biden. Photo credit: Official White House Photo by Adam Schultz.