David’s Introduction to Silicon Valley:
David Drummond moved to Silicon Valley at the age of 18 to attend college and has remained ever since. Initially focused on semiconductors and software. He became interested in business and followed the tech scene’s growth.

David’s Encounter with Larry and Sergey:
David received a call from a former client about two Stanford grad students seeking legal services. He met with Larry and Sergey in 1998, who impressed him with their technical brilliance and business insights. David was struck by their questioning nature, challenging conventional wisdom and seeking logical explanations.

David’s First Impressions of Larry and Sergey:
David was expecting to possess superior knowledge as a partner in a law firm, but Larry and Sergey’s technical prowess and business acumen surprised him. Their willingness to challenge traditional approaches and seek logical reasoning resonated with David. He likens their questioning nature to that of young children, constantly seeking explanations until they are satisfied.

David’s Role in Google’s Fabric:
David joined Google 14 years ago and has played a significant role in shaping the company’s culture. Mary Grove shares her personal experience of working with David for 12 years, highlighting his contributions to Google’s success.

Defining Google’s Mission:
Google’s initial goal was to provide access to information on the internet, which was growing rapidly at the time. The company’s founders considered various options, including a foundation or a university research project, but ultimately decided to establish a company to expedite the process. The ethos of providing access to information remained the company’s guiding principle.

“Don’t Be Evil”:
Google adopted the philosophy of “don’t be evil,” which emphasized prioritizing the user experience and avoiding practices that could harm or mislead users. This principle guided the company’s approach to search results, user privacy, and advertising.

Thinking Big and Embracing Failure:
Google encouraged employees to think big and pursue ambitious goals, even if they were uncertain of success. The company embraced failure as a natural part of innovation, acknowledging that it could lead to valuable discoveries and breakthroughs.

Building Large Organizations:
David Drummond has held various leadership positions at Google and Alphabet, overseeing the growth and development of large organizations. He emphasized the importance of hiring talented people and empowering them to make decisions and take risks.

Proudest Accomplishments:
Drummond expressed pride in the company’s overall achievements, including its contributions to technology, innovation, and access to information. He highlighted the success of Google’s products and services, such as search, email, and Android, and their positive impact on people’s lives.

The Fight for an Open and Free Internet:
David Drummond, former SVP of Corporate Development and Chief Legal Officer at Google, emphasized the significance of maintaining an open and free internet platform. Drummond highlighted the importance of free expression, access to information, and the struggle against censorship in the early days of the internet. He expressed pride in contributing to the fight for an open internet, which allowed for the development of new platforms and companies.

The Smart Tech Policy Approach:
Drummond emphasized the U.S. approach to tech policy in the early 1990s as a successful model. He cited immunity for platforms and a hands-off policy as key factors that led to the proliferation of internet companies, especially platforms. Drummond acknowledged the challenges in replicating this approach due to cultural and traditional differences, but he believes the U.S. got it largely right.

Overcoming Barriers in the Tech Industry:
Drummond shared his experiences as a Black lawyer in the early days of Silicon Valley, where he faced assumptions and biases due to his race. He emphasized that despite the talk of meritocracy, biases and barriers persist in the tech industry, making it challenging for diverse talent to participate fully.

Tech as a Meritocracy:
Drummond acknowledged that the tech industry is not a perfect meritocracy but expressed optimism that data and results can carry more weight than subjective evaluations. He believes that while biases and issues exist, there is room for improvement and creating a more meritocratic environment that allows all talent to participate fully.

Transparency and Accountability in Diversity Data:
Drummond discussed the importance of tech companies releasing diversity data, which he believes is crucial for progress and accountability. He highlighted Google’s role as one of the first companies to release such data, sparking pressure on the industry to address diversity and inclusion issues.

The Role of Mentorship:
Drummond emphasized the importance of mentors and role models in his career, both at his law firm and later at Google. He spoke about the guidance and support he received from senior lawyers and the firm’s chairman, Larry Sonsini. Drummond expressed his commitment to mentoring the next generation, both through individual mentorship and broader initiatives that impact a larger group of people.

Unconscious Bias and the Uber Anecdote:
Drummond discussed the impact of unconscious bias, recognizing it as a powerful barrier despite people’s good intentions. He shared an anecdote about an incident at Uber, where he experienced unconscious bias during an interview process. Drummond highlighted the need to address unconscious bias through self-reflection, training, and creating a more inclusive culture.

Unconscious Bias and Discrimination:
David Drummond shares an example of unconscious bias he experienced as a black man when a security guard at Uber’s office initially mistook him for a driver seeking office hours. This highlights the prevalence of stereotypes and biases around black men and the importance of addressing them. When people in positions of power make snap judgments based on stereotypes, it can have significant consequences.

Diversity and Inclusion:
Drummond emphasizes the importance of diversity in leadership and decision-making positions to address unconscious bias and discrimination. Diverse perspectives and experiences can help create more inclusive environments and reduce bias. By increasing representation and understanding, we can promote change and challenge harmful stereotypes.

Technology and Racial Justice:
Google is actively supporting organizations working on criminal justice reform and improving police-community interactions. The company is also addressing the lack of data on police shootings and other incidents to inform policy solutions. Efforts are underway to collect and analyze data to gain insights and develop effective policies to address racial injustice.

U.S. Elections and Race:
The current U.S. election cycle highlights the divisions and tensions surrounding race and diversity in the country. Drummond expresses concern about the divisive rhetoric and policies coming from certain directions. The conversation around race and diversity is evolving, but it remains a complex and challenging issue to address.

Demographic Shifts and Cultural Friction:
David Drummond discusses the current demographic changes and the increase in diversity in positions of authority, leading to reactions and friction from those accustomed to a different social structure. The election of the first African American president and the potential election of a woman to the White House are historically significant events that have received surprisingly little attention in the current political climate.

Diversifying Authority and Power:
The United States has always been diverse in terms of population, but the current focus is on diversifying authority and power. This shift in power dynamics is causing discomfort among those who are not accustomed to it, leading to political tensions and divisions.

The Role of the Internet in Political Discourse:
The Internet is often viewed as a positive force for change, but it can also play a negative role in political discourse. Social media platforms can be used to spread misinformation and disinformation, leading to division and polarization among people. Drummond emphasizes the need for Internet companies to address the problem of authoritative sources and to identify what is true and what is not.

The Challenge for Tech Leaders:
Drummond poses a question to tech leaders about the greatest challenge facing their generation. He suggests that the diversity question is a pressing issue, as the tech industry needs to address the lack of diversity and inclusion in its workforce and leadership.

Talent Retention:
The tech industry faces global competition for talent, and the U.S. needs to ensure it has access to all available talent to remain competitive. Focusing on diversity and inclusion is not only a moral imperative but also a business imperative for continued success.

Climate Change:
Google takes steps to reduce its carbon footprint by using alternative energy sources, improving data center efficiency, and applying artificial intelligence to optimize energy usage.

Twitter Acquisition:
Drummond declined to comment on a potential bid for Twitter, stating that it would not be a typical acquisition for Google.

Advice for Young People:
Young people, especially those from underrepresented backgrounds, should seek opportunities to learn technical skills and pursue their interests in technology. Programs exist to teach coding, mobile app development, and other technical skills to young people, providing pathways to success in the tech industry.

Good Influences in Early Life:
Drummond credits his loving family environment and a passion for knowledge and information as key factors that set him up for success. Reading and learning were encouraged, and he developed a strong foundation for lifelong learning.

Talent Retention for Underrepresented Minorities:
Retaining underrepresented minorities in STEM fields is a major challenge. Google supports employee resource groups that provide a sense of community and belonging for underrepresented employees, helping to create a more inclusive workplace.

Creating a Level Playing Field:
David Drummond emphasizes the importance of creating a workplace environment where individuals can be comfortable in their own skin and focus on achieving their goals without feeling the need to conform to societal norms or stereotypes. He stresses that when individuals have to spend a significant amount of time worrying about how they are perceived by others, it can negatively impact their work and overall well-being, leading to a self-fulfilling cycle of stress and anxiety.

Stamping Out Cultural Biases:
Drummond advocates for actively addressing and eliminating cultural biases within the company. He highlights the importance of exposing the entire company to issues of inequality and discrimination, such as organizing events like the “hoodie march” in response to the acquittal of George Zimmerman in the Trayvon Martin case.

The Hoodie March and TGIF Meeting:
Drummond describes how Google organized a march and presentation during the company’s TGIF (Thank God It’s Friday) meeting, a highly visible event attended by the entire company and the founders. This event allowed Google to address issues of racial injustice and discrimination in a public and prominent manner, demonstrating the company’s commitment to addressing these issues.

Making People Uncomfortable:
Drummond emphasizes the importance of creating situations that make people uncomfortable in order to促使 thoughtful reflection and change. He believes that when people are confronted with uncomfortable truths and challenges, they are more likely to think deeply about these issues and work towards positive change.

A Hopeful Outlook:
Drummond concludes on a hopeful note, expressing his belief that if the company continues to address issues of inclusivity and diversity, significant progress can be made in the coming years.

Data-Driven Approach:
Progress in diversity and inclusion should be measured and tracked through data.

Increased Representation:
Aim for a more diverse workforce, with more individuals from underrepresented groups in leadership positions and entrepreneurship.

Measuring Progress:
The success of diversity and inclusion efforts can be measured by the increased number of diverse individuals in leadership and entrepreneurial roles.

Addressing Barriers:
Companies need to actively work to reduce barriers and create an environment that supports diversity and inclusion.

Stepping Out of Comfort Zones:
Companies should be willing to take bold and innovative steps to promote diversity and inclusion, even if they fall outside their comfort zones.

Examining Hiring and Retention Practices:
Regularly review hiring and retention practices to ensure they are not negatively impacting underrepresented groups.

Unintended Consequences:
Recognize that some practices may have unintended negative consequences for diversity and inclusion, and be willing to adjust them accordingly.

Measurable Progress:
Progress in diversity and inclusion will be measurable and evident through increased representation and reduced barriers.