I have tried in my role of being one of the first women at Google, let alone the first woman to have a baby, to really try to set the tone that this is a great place to work for diversity reasons.
Susan WojcickiRead
CEOs need to say, 'We're going to make sure this is a great environment for all types of people.' I was a beneficiary of that. I got support from the leaders of Google - all men.
Interpretation
Creating an inclusive environment is essential for success in leadership roles.
Susan Wojcicki emphasizes the importance of leaders in fostering a diverse and supportive workplace. Her experience at Google highlights how leadership commitment to inclusivity can significantly impact individuals from various backgrounds, shaping a constructive and equitable environment for all employees.
In practice
This quote can be shared at a company meeting to underline the importance of an inclusive workplace.
I have tried in my role of being one of the first women at Google, let alone the first woman to have a baby, to really try to set the tone that this is a great place to work for diversity reasons.
Though we do need more women to graduate with technical degrees, I always like to remind women that you don't need to have science or technology degrees to build a career in tech.
Underrepresented employees already have to overcome discriminatory barriers in their careers; they shouldn't be expected to volunteer their time to help their companies do the same.
Coding is like writing, and we live in a time of the new industrial revolution. What's happened is that maybe everybody knows how to use computers, like they know how to read, but they don't know how to write.
Rarely are opportunities presented to you in a perfect way. In a nice little box with a yellow bow on top. 'Here, open it, it's perfect. You'll love it.' Opportunities -- the good ones -- are messy, confusing and hard to recognize. They're risky. They challenge you.
I think about my own career, and when I graduated from college, the Internet didn't really exist yet. And so not having a specific plan, being able to be opportunistic at the end, is what enabled me to make some of my best decisions, which is to go to places that were growing but that I didn't plan to have happen.
If you look to lead, invest at least 40% of your time managing yourself - your ethics, character, principles, purpose, motivation, and conduct. Invest at least 30% managing those with authority over you, and 15% managing your peers.
When I was15 years old, I couldn't look at the NFL and look on TV and say, 'Boy, there's a head coach, African American. That's something I'd like to do.'
My biggest problem when I was younger was trying to balance my ability with what the team needed me to do to officially run the offense.
I suppose I could have stayed home and baked cookies and had teas, but what I decided to do was to fulfill my profession, which I entered before my husband was in public life
If you hire only those people you understand, the company will never get people better than you are. Always remember that you often find outstanding people among those you don't particularly like.
Most executives I know are so action-oriented, or action-addicted, that time for reflection is the first casualty of their success.
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