The latest lawsuit alleges that Google asked Wilberg and his co-workers repeatedly to dismiss or approve job candidates only because they were White, Asian, female, Black or Hispanic. In March 2017, a YouTube staffing manager emailed recruiters and told them, "Please continue with L3 [level three] candidates in process and only accept new L3 candidates that are from historically underrepresented groups".
YouTube's diversity hiring practices are being questioned.
A former recruiter for Google and YouTube has sued the search ad beast, claiming he was sacked for objecting to hiring policies that discriminated against white and Asian men.
The lawsuit slapped on Google also targets 25 unnamed Google employees who allegedly enforced discriminatory hiring rules, quoting a number of emails and other documents.
Wilberg said he was sacked after he complained to the HR department about the tech giant's hiring practices.
The Wall Street Journal writes that Google-owned YouTube is being sued by former employee (and white male) Arne Wilberg because of its diversity-oriented hiring practices.
A Google spokesperson has stated that the company plans to defend itself entirely against the lawsuit, "We have a clear policy to hire candidates based on their merit, not their identity", said the spokesperson. "How come he never surfaced to his management when he went weeks and months without seeing a person of color in an onsite interview?.Where was this desire for fairness when he would see salary offers to women engineers significantly less than comparably qualified men?"
The lawsuit also claimed that Google "discriminated against employees for their perceived conservative political views", as well as their "Caucasian race" and "male gender".
It is not the first time the company is criticized over its diversity practices.
Last month Google was hit with another discrimination lawsuit after Tim Chevalier alleged he was sacked for his liberal political activism whilst working for the company. Although he maintains that Google favored minorities, Wilberg declares that "one recruiter told her peers that she felt the way the team talked about black people in team meetings was like we were talking about black slaves as slave traders on a ship".
Shemla's analysis found that there is often a mismatch between an organization's diversity policy and the company's goals or between the policy and the way it is implemented.