YouTube Sued By Ex-Employee For Allegedly Refusing to Hire Asian and White Men

A former YouTube employee has accused the video streaming giant of allegedly limiting its White and Asian men hires as a means to ensure their workforce is more diverse.

According to the Wall Street Journal, Arne Wilberg, a Caucasian male, filed a lawsuit back in January against the Google-owned firm due to its “diversity-oriented hiring practices.” 

Wilberg claimed that YouTube instructed its recruiters to “cancel interviews with applicants who weren’t female, black or Hispanic.”

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Wilberg v. Google by Adi Robertson on Scribd:

Wilberg further alleged that instructions were to “purge entirely” the applications of anyone who don’t fit the “preferred” candidates. He also claimed in the lawsuit that he was fired because of his complaints that he was being discriminated against for being a White male.

Google, which has since rejected the charge, defended its efforts in creating a diverse workforce.

“We have a clear policy to hire candidates based on their merit, not their identity,” a representative from Google told the Journal in a statement. “At the same time, we unapologetically try to find a diverse pool of qualified candidates for open roles, as this helps us hire the best people, improve our culture, and build better products.”

Former Google employee James Damore had earlier claimed that he was fired for writing an anti-diversity memo which caused controversy.

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The National Labor Relations Board’s general counsel would later rule that Google had not violated the law when it fired him, causing Damore to withdraw the complaint he filed with the agency.

Damore, however, is still seeking to prove that Google discriminates against White conservative men with a class action lawsuit.

It is important to note that as of 2017, 69% of Google’s total workforce was male, a slight decrease from 70% in 2014.  White or Asian employees actually made up 91% of Google’s total workforce, which has barely changed in the past three years.

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Feature image via Flicker/jm3 (CC By-SA 2.0)

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