Sign up for our daily briefing
Make your busy days simpler with Axios AM/PM. Catch up on what's new and why it matters in just 5 minutes.
Catch up on the day's biggest business stories
Subscribe to Axios Closer for insights into the day’s business news and trends and why they matter
Stay on top of the latest market trends
Subscribe to Axios Markets for the latest market trends and economic insights. Sign up for free.
Sports news worthy of your time
Binge on the stats and stories that drive the sports world with Axios Sports. Sign up for free.
Tech news worthy of your time
Get our smart take on technology from the Valley and D.C. with Axios Login. Sign up for free.
Get the inside stories
Get an insider's guide to the new White House with Axios Sneak Peek. Sign up for free.
Catch up on coronavirus stories and special reports, curated by Mike Allen everyday
Catch up on coronavirus stories and special reports, curated by Mike Allen everyday
Want a daily digest of the top Denver news?
Get a daily digest of the most important stories affecting your hometown with Axios Denver
Want a daily digest of the top Des Moines news?
Get a daily digest of the most important stories affecting your hometown with Axios Des Moines
Want a daily digest of the top Twin Cities news?
Get a daily digest of the most important stories affecting your hometown with Axios Twin Cities
Want a daily digest of the top Tampa Bay news?
Get a daily digest of the most important stories affecting your hometown with Axios Tampa Bay
Want a daily digest of the top Charlotte news?
Get a daily digest of the most important stories affecting your hometown with Axios Charlotte
Want a daily digest of the top Nashville news?
Get a daily digest of the most important stories affecting your hometown with the Axios Nashville newsletter.
Want a daily digest of the top Columbus news?
Get a daily digest of the most important stories affecting your hometown with the Axios Columbus newsletter.
Want a daily digest of the top Dallas news?
Get a daily digest of the most important stories affecting your hometown with the Axios Dallas newsletter.
Sign up for Axios NW Arkansas
Stay up-to-date on the most important and interesting stories affecting NW Arkansas, authored by local reporters
Photo: Mason Trinca/Getty Images
Google’s CEO Sundar Pichai sent an email to Google employees Thursday detailing which of their demands about changes to the company's sexual harassment policies it plans to meet.
The bottom line: While Google employees’ protests over controversial Google projects and policies have had some success — such as shutting down the company's AI drone project with the Pentagon — not every demand over sexual harassment is being met, per the note.
Details: The demands that were partially met include...
- Arbitration for sexual harassment and assault claims will now be optional, per Pichai, and employees will be allowed to bring a support person with them, which appears to meet some employees’ demand to end forced arbitration in cases of harassment and discrimination. It wasn't immediately clear whether this change applies to contractors. Google did not immediately respond to request for comment.
- Google "will recommit" to "diversity, equity, and inclusion again in 2019, according to Pichai," which could address the employee demand that Google have a commitment to end pay and opportunity inequity."
- Google will provide "more granularity" around investigations in its Investigation Report. The employees who participated in the global walkout demanded a "publicly disclosed sexual harassment transparency report."
- Reporting channels will be unified into one site with live support. Protesters demanded a uniform process for reporting sexual misconduct "safely and anonymously."
- The chief diversity officer will make reports directly to the board of directors, which employees demanded.
- Pichai also said Google will be updating and expanding its mandatory sexual harassment training, although this was not an explicit demand.
What didn't happen: Two demands that were not addressed include elevating the CDO to answer directly to the CEO and appointing an employee representative to the board.