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Four women who sued Google for fee discrimination have upgraded their lawsuit to a $ 600m class action • The Register


A lawsuit led by four female former Google employees claiming the ad giant was paying men higher wages for doing the same job was granted status in action this week.

On Thursday, Judge Andrew Cheng of the California Superior Court in San Francisco said [PDF] The plaintiffs – Kelly Ellis, Holly Pease, Kelli Wisuri, and Heidi Lamar – could not only continue against Google but could also represent more than 10,800 women who may also have been unfairly paid less than their peers. men on the internet titanium.

Their complaint is filed in 2017, looking for damages from Google that could now balloon up to $ 600m given its status. The women argued that Google violated the California Equal Pay Act, and failed to pay them their full wages after they left or were removed.

“Google discriminates and continues to discriminate against female employees by paying female employees less than male employees with similar skills, experience, and roles; by assigning and retaining employees women in ranks and levels of employment with lower compensation ceilings and promotion opportunities than where men with similar skills, experience, and roles are assigned and retained, and by promoting fewer women and promoting women more slowly than similarly qualified men have been promoted, ”their papers stated.

“The net result of this systematic discrimination is that Google pays women more than men for comparable work.”

Ellis was hired as a frontend software engineer working on a Google Photos team in 2010, and during that time four years of experience working as a backend developer. He was taken as a level-three engineer, a grade associated with graduate and other early career jobs.

Within weeks of joining the company, he said Google had hired a male colleague with the same qualifications as him but as a better -paid level four engineer. When he applied for a promotion, it was rejected. Managers are said to recognize his “very good” performance reviews but are not yet willing to pay him at the same rate as his male counterparts because he is not yet adequate in the company.

He was later promoted to level four, and claimed that at that time male engineers with similar backgrounds and experience were at a higher level and, thus, were paid more. Ellis left Google in 2014, blaming the “sexist culture.”

Google doesn’t just recognize women in technical roles, the lawsuit alleges. Kelli Wisuri worked in sales as a level-two employee in 2012, and claims that the men in sales were given a level three. Although Wisuri is a sales representative, he said Google considers him to be on the “Sales Enablement ladder,” a class that pays less than someone with a full sales role.

He said almost all workers on the sales ladder are men, and 50 percent of the people on the sales ladder of skill are women. By 2015, he also resigned.

A similar case was filed by Holly Pease. As a corporate network manager, he oversees data warehouses, software applications, and various internal services. But throughout his eleven-year career at Google, he has never been promed up a ladder deemed technical.

Pease claims that even though he helped other employees pass technical interviews to get into older technical positions, managers told him he “lacked technical skills.”

Finally: Heidi Lamar joined the lawsuit in 2018 [PDF] after early filing his own lawsuit against Google. She said she discovered her male colleagues working as preschool teachers were paid higher starting salaries than almost all of the women at Google’s Children’s Center in Palo Alto.

A Google spokesperson said The register: “We strongly believe in the equality of our policies and practices. For the past eight years, we have run a rigorous pay equity review to ensure that salaries, bonuses and equity awards are fair. If seen we make any differences in the proposed salary, including between men and women, we make upward adjustments to eliminate them before the new compensation takes effect.

“In 2020 alone, we made upward adjustments for 2,352 employees, in almost every demographic category, for a total of $ 4.4m. We are also conducting rigorous reviews to ensure fairness in role leveling and ratings. performance. “

This is not the first time Google has faced such allegations. In February, it was inorder to cough up $ 3.8m in back pay for female engineers who earn less money than their male counterparts, and for discrimination against Asian women applying for jobs in technical duty.

The case is set to head some time next year. ®

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