Arne Wilberg, a white man who was a recruiter at YouTube for four years, claims that the company sets diversity quotas for hiring. Last spring, YouTube recruiters were allegedly instructed to cancel interviews with applicants who weren't female, black or Hispanic, and to "purge entirely" the applications of people who didn't fit those categories, the lawsuit claims.
A Google spokesperson responded to the suit, releasing a statement to the Journal that read, "We have a clear policy to hire candidates based on their merit, not their identity".
Another former Google employee is suing Google for wrongful termination. The former staffer said Google - YouTube's parent company - invoked "clear and irrefutable policies" meant to exclude white and Asian men in hopes of increasing the brand's diversity last spring.
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The lawsuit has been filed in state court in Redwood City, California, and the case is Wilberg v. Google 18-CIV-00442, California Superior Court, San Mateo County (Redwood City).
The hiring practices challenged in the lawsuit fall into a controversial area of labor law, where setting goals to diversify is acceptable, but setting quotas is not.
Wilberg's lawsuit targets Youtube, Google, and 25 Google employees. USA Today is reporting that Arnie Wilberg, who was a recruiter for YouTube alleges that management also deleted emails and other records of diversity requirements.
According to Google's own statistics, the company's US workforce is 56 percent white, 35 percent Asian and 69 percent male.
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Wilberg claims that his manager sent the team an email that stated, "please continue with L3 candidates in process and only accept new L3 candidates that are from historically underrepresented groups".
Wilberg also claims that Google "policy documents" directed the firm's YouTube recruiters to hire only "diverse" people for the third quarter of 2017.
Google has been stung by a number of lawsuits recently. They then mentioned that Google's racial and gender preferences in hiring were not up for debate, because this was morally and economically the best thing to do for Google.
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