Damore Lawsuit: Google Internal Communications Reveal Anti-White, Anti-Male Attitudes

Jeremie Lederman / Lederman Studio

Among the allegations made in a class action lawsuit against Google filed by former employees James Damore and David Gudeman yesterday is that the company openly discriminates against white males.

The complaint filed on behalf of Damore by the Dhillon Law Group provides ample evidence in support of his claims. Screenshots of internal communications provided in the complaint show widespread discriminatory attitudes at Google, including from employees responsible for hiring and promotion.

The case summary alleges:

Google employs illegal hiring quotas to fill its desired percentages of women and favored minority candidates, and openly shames managers of business units who fail to meet their quotas—in the process, openly denigrating male and Caucasian employees as less favored than others.

Not only was the numerical presence of women celebrated at Google solely due to their gender, but the presence of Caucasians and males was mocked with “boos” during companywide weekly meetings. This unacceptable behavior occurred at the hands of high-level managers at Google who were responsible for hundreds, if not thousands, of hiring and firing decisions during the Class Periods.

A source familiar with Google’s hiring committees told Breitbart News that diversity is used as a “joker card if a URM [underrepresented minority] candidate review starts going bad.”

“About five percent of the time, people are ready to reject someone and a person at the table literally says ‘can we play the diversity card here?’ And of course, no one will ever oppose that…. There are URMs where the diversity card isn’t played, but 1/20 times the hiring committee says yes strictly for genetic reasons.”

According to a screenshot in Damore’s complaint, Chris Busselle, a manager in Search, urged fellow Googlers to use their influence to reduce the number of white males at technology conferences.


According to the complaint, an employee reported Busselle’s discriminatory comments to Google’s HR department, but was told that Google “[does] not find that it violates our policies.”

The lawsuit also alleges that Charles Mendis, an engineering director at Google, engaged in a “Diversity Team Kickoff,” in which he froze his team’s headcount so that he could reserve positions for “diverse” (non-white, non-Asian) candidates.

The complaint alleges that Mendis told his team: “For each position we have open work on getting multiple candidates including a diversity candidate. Often the first qualified candidate is not a diversity candidate, waiting to have a few qualified candidates and being patient is important.”

According to the complaint, this was an open display of “disregard for the law” and discrimination against Caucasians that was “not only allowed at Google, but supported and actively encouraged.”

The complaint also highlighted comments made by software engineering manager Kim Burchett, who appeared to display openly discriminatory attitudes in her decisions to promote employees.

The complaint calls Burchett’s comments a “perfect example of Google’s relaxed attitude towards discrimination against Caucasians and males.”

Liz Fong-Jones, a site reliability engineering manager at Google, is alleged to have “repeatedly discriminated against Caucasian males.” The claim is backed up with a screenshot of internal communications, which provide a glimpse into Fong-Jones’ attitude towards both political dissenters and white males.

Instead of reprimanding Fong-Jones for openly discriminatory statements, the dissenting employee’s manager reported him to HR.

This follows a pattern seen elsewhere in the document, and in the immediate aftermath of the Damore memo’s leak and publication, in which disagreement with diversity drives is taken to be an offense that warrants HR intervention, possible firing, and even blacklisting.

According to the complaint, Fong-Jones was herself reported to Google HR. As in the case of Burchett, they initially rebuffed employee concerns, only taking action when the matter “continued to escalate.”

The end of the complaint document features a wide range of internal communications from Google employees, showing further discriminatory attitudes against white males.

The posts show Google employees sharing extreme-left articles:

Calling on Google to “fire all the bigoted white men.” (No mention of bigoted white women, or bigoted nonwhite women, or bigoted nonwhite men).

Google employees expressing a desire to “pound brogrammer[s] in the face.”

In one post, a Google employee states that simply being a white male is “actively harmful to others.”

Liz Fong-Jones, who was mentioned earlier in this piece, shared the following:

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