Google Provides Internal Tools to Facilitate Blacklisting
Google’s internal company systems allowed employees and managers to maintain a “block list” of other employees with whom they did not wish to interact. For example, if A adds B to her block list, B is not able to look A up in the company directory, communicate with A through the internal instant messaging system, view A’s contact information or management chain, or see A’s posts on internal social media. A and B would not be able to work together constructively on an engineering project if either person blocked the other.
It is common knowledge within Google that employees were habitually added to block lists for expressing conservative political views. In these comments, employees and managers discussed using block lists to sabotage other Googlers’ job transfers onto their teams.
When an employee was blocked by a manager in another department in retaliation for reporting misconduct, Google HR defended the practice of blacklisting co-workers, stating: “Thanks for sharing this. Co-workers are allowed to control who can access their social media accounts (like G+ and hangouts). Unless your inability to access John’s social media accounts is negatively impacting your ability to do your job, we don’t find any information to suggest that John is retaliating against you in violation of policy.”
On a separate occasion, another Googler posted: “Another day, another entry on a blacklist I wish wasn’t necessary to keep.” This was reported to Google HR. Google HR responded that the employee “was just expressing his own personal opinion on who he likes working with, [therefore] we did not find his comments to violate Google policy.”
At a “TGIF” all-hands meeting on October 26, 2017, an employee directly asked executives about the appropriateness of employees keeping political blacklists. Kent Walker, the Senior Vice President of Legal, dodged the question rather than repudiating the practice of blacklisting.
On September 8, 2017, a group of conservative employees met with Paul Manwell, Google CEO Sundar Pichai’s Chief of Staff, to raise concerns about the ongoing problem of politically motivated blacklisting, bullying, and discrimination at Google. This meeting was a direct response to the company’s handling of the Damore situation.
The conservative employees shared their own experiences with discrimination and asked the management for three major reforms. First, they asked for clarity around communication policies, recommending that Google publish a clearer statement on what is acceptable and unacceptable employee communication, and that any and all complaints about communication be adjudicated through “a documented, fair, transparent, and appealable process.” In the meeting, the employees pointed out that company leadership was sending mixed messages on whether it was even permissible to criticize diversity policies. Second, the employees requested protection from retaliation, asking the leadership to make a public statement that conservatives and supporters of Damore would not be punished in any way for their political stances. Third, the conservative employees asked the company to make it clear that the hostile language and veiled threats directed at Damore and his supporters were unacceptable, and in the interest of making Google a healthier environment for employees of all political stripes, the managers and VPs who made such statements should retract them. On information and belief, none of these reforms ever took place.
In or around October 2017, a number of diversity activists at Google indicated that they had met with VPs Danielle Brown and Eileen Naughton in order to ensure that they would be able to continue blacklisting and targeting employees with whom they had political disagreements. On October 22, 2017, a conservative employee asked HR to help put him in contact with company leadership to discuss the issue of targeted political harassment. This request was acknowledged by Employee Relations on October 31, 2017. On December 22, 2017, Employee Relations indicated to the employee that they would not be following up on his concerns about the systemic problems he raised, and they considered the matter closed.
Google Maintains Secret Blacklists of Conservative Authors
On August 26, 2016, Curtis Yarvin, a well-known conservative blogger who has reportedly advised Steve Bannon, Peter Thiel, and other members of the Trump administration, visited the Google office to have lunch with an employee. This triggered a silent alarm, alerting security personnel to escort him off the premises.
It was later discovered that other influential conservative personalities, including Alex Jones and Theodore Beale, are also on the same blacklist.
On or about September 15, 2016, a Google employee asked HR if the writers could be removed from the blacklist. HR refused to help with the request, and instead, reconfigured the internal system so that it was no longer possible to see who was on the blacklist.
Google Allowed Employees to Intimidate Conservatives with Threats of Termination
In the midst of any heated political discussion at Google, it has become commonplace to see calls for conservatives to be fired or “encouraged to work elsewhere” for “cultural fit” reasons. Googlers are extremely proud of the fact that the company has created a “shared culture of shared beliefs” and openly discriminates against job applicants who do not share the same political ideology.
I’m flattered, of course. Is it not better to be feared than respected? But it’s not as if it has done them any good, as Google leaks worse than the average White House.
