Google Faces Discrimination Lawsuit from Black, Deaf Ex-Employee It Showcased for Diversity

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Google’s First Black Deaf Employee Alleges Discrimination and Lack of Accommodation

Jalon Hall’s Journey at Google

In 2020, Jalon Hall, a Black and Deaf woman, accepted a job offer from Google to moderate YouTube videos, assured that sign language interpreters would be fully accommodated. However, her experience at the company has been far from ideal, as she accuses Google of subjecting her to racism and audism, prejudice against the deaf or hard of hearing.

Hall, who now works on responsible use of AI at Google, is believed to be the company’s first and only Black, Deaf employee. Despite being featured in Google’s marketing campaigns as a symbol of inclusivity, Hall claims that the company has denied her access to essential accommodations, such as sign language interpreters and upgrades to crucial tools.

“Google is using me to make them look inclusive for the Deaf community and the overall Disability community. In reality, they need to do better.”

Fighting for Change and Representation

After filing three HR complaints that yielded little change, Hall decided to sue Google in December, alleging discrimination based on her race and disability. She has chosen to speak out about her experiences, despite fears for her safety and job prospects, in hopes of spurring improvements for others.

“I was born to push through hard times. It would be selfish to quit Google. I’m standing in the gap for those often pushed aside.”

Employees who are Black or disabled are in tiny minorities at Google, a company that has long been criticized for an internal culture that heavily favors people who fit tech industry norms. Black women, in particular, make up only about 2.4 percent of Google’s US workforce and leave the company at a disproportionately higher rate than women of other races.

The Importance of Accessibility in the Workplace

Figuring out how to accommodate people like Hall could be good business for Google, as the World Health Organization predicts that one in every 10 people will have disabling hearing loss by 2050. Mark Takano, a US House representative and cochair of the Congressional Deaf Caucus, emphasizes that Google has an obligation to lead the way in demonstrating that its technology and employment practices are accommodating.

“When Deaf and hard-of-hearing employees are excluded because of the inability to provide an accessible workplace, there is a great pool of talent that is left untapped—and we all lose out.”

Hall’s Struggle for Proper Accommodations

Hall, who was born with profound bilateral sensorineural hearing loss, requires a full-time American Sign Language interpreter, as confirmed by two separate audiologists in memos to Google. She also signs pre- and post-segregation Black ASL, which incorporates African American vernacular and uses more two-handed signs.

Despite being assigned to enforce YouTube’s child safety rules, Hall’s managers wouldn’t allow her interpreters to help her review that content, citing confidentiality concerns and the risk of exposing contractors to graphic imagery. This decision was made even though interpreters in the US follow a code of conduct that includes confidentiality standards.

Jalon Hall.Courtesy of Jalon Hall

Google spokesperson Emily Hawkins did not directly address Hall’s allegations when asked about them by WIRED, stating, “We are committed to building an inclusive workplace and offer a range of accommodations to support the success of our employees, including sign language interpreters and captioning.”

A Call for Change

Hall’s experiences highlight the need for Google and other tech companies to prioritize accessibility and inclusivity in the workplace. By failing to provide proper accommodations and support for employees with disabilities, these companies are not only perpetuating discrimination but also missing out on a valuable pool of talent.

As Hall continues her fight for change, her story serves as a reminder of the importance of creating a truly inclusive workplace that values and supports all employees, regardless of their race or ability.

A Deaf Employee’s Struggle for Inclusion at Google

Challenges in Content Moderation

When Alyssa Hall, a Deaf employee at Google, was transferred into a role screening videos for misinformation about Covid and elections, she developed a workflow using lipreading and automated transcriptions. However, her system crumbled when the transcriptions for newly uploaded content were poor or missing, and her interpreter was unexpectedly removed from the room due to confidentiality concerns. Hall was told to skip videos she couldn’t judge through sight alone, leaving her feeling wronged and confused.

Inadequate Accommodations

Despite US law requiring companies to provide reasonable accommodations to disabled workers, Hall struggled without her interpreter. She rarely met the daily quota of reviewing 75 videos and often had to watch entire videos before concluding she couldn’t assess them. Requests for better transcriptions in the moderation software were met with delays, and an HR complaint led nowhere.

“This was not a reasonable accommodation. I was thinking, What did I get myself into? Do they not believe I’m Deaf? I need my interpreter all day. Why are you robbing me of the chance of doing my job?”

Transfer and Ongoing Discrimination

With the help of Black and disabled colleagues, Hall secured a transfer to Google’s Responsible AI and Human-Centered Technology division in July 2021. Despite support from the division’s leader, Marian Croak, Hall’s interpreter remained restricted to non-confidential conversations. She continues to face discrimination under her new manager, leading to exclusion from projects and meetings.

“My point of view is often not heard. I feel hidden and pushed aside.”

Systemic Issues and Potential Improvements

Hall’s allegations highlight the need for better manager training, as identified in a civil rights audit commissioned by Google. The company is seeking employees to join a working group to improve policies and procedures related to disabilities. However, advocates for disabled workers remain discouraged by the lack of commitment to accessibility.

Personal Initiatives and Ongoing Challenges

Hall started her own community, the Black Googler Network Deaf Alliance, to teach sign language and share resources about the Black Deaf community. She has also been compiling research to help Google’s AI services become more accessible to the Black Deaf community. However, her efforts have been hindered by limitations on participant compensation and unexpected flaws in Google’s video chat service.

“This is still a hearing world, and the Deaf and hearing have to come together.”

Navigating the Challenges of Deaf Inclusion in Tech: A Researcher’s Perspective

The Frustration of Inadequate Recording Tools

Imagine the disappointment of discovering that a crucial interview was only partially recorded due to the limitations of a video conferencing platform. This was the reality for one researcher who found that Google Meet fails to capture video of participants who aren’t actively speaking, even when their microphones are unmuted. The researcher, who communicates using American Sign Language (ASL), was left with an incomplete transcript of the interview.

“My heart dropped,” the researcher shared using Sivo, a video chat app that enables all participants to see each other while a hearing person and sign language interpreter speak by phone.

Despite seeking support from Google Meet’s engineering team, the researcher was told that addressing this issue was not a priority. Evidence suggests that users had been reporting similar problems for years on public forums. While Microsoft Teams generally records signing, the researcher wasn’t allowed to use it. As a workaround, she had to invest personal funds in editing tools to piece together recordings and screen-captured video.

The Disconnect Between Lip Service and Reality

Google, like many tech companies, has often emphasized the importance of including diverse perspectives in research and development. However, the researcher has found the reality to be lacking. Despite her expertise in the Black Deaf community and its needs, she has yet to be invited to contribute to the company’s sign translation work.

“In the AI department, a lot of conversations are around race and gender,” the researcher notes. “No one emphasizes disability.”

The Concerns of the Black Deaf Community

The researcher’s findings highlight the apprehensions of Black Deaf users regarding AI systems. These concerns include the potential for misinterpreting signs, generating subpar captions, displacing interpreters, and disadvantaging those who prefer manual interpretation. The research underscores the need for companies to consider whether new tools would bring individuals who are unable to hear closer to or further from their communication partners.

The Struggle for Visibility and Inclusion

Despite the researcher’s efforts to share her findings with a broader audience within Google, she ultimately presented to a small group of colleagues, including a research director, over a Google Meet call. Even though she had been encouraged to invite a larger audience, her manager insisted on a short list of attendees. The researcher didn’t even attempt to record the presentation, given the limitations she had previously encountered.

This experience serves as a stark reminder of the ongoing challenges faced by Deaf individuals in the tech industry and the need for genuine inclusion and accessibility in both research and development processes.