Mr. Pichai, a former product manager, may seem an unlikely candidate to lead his company’s fight with the federal government. And while Mr. Pichai has lauded Mr. Sandberg as a "tremendous leader, champion and role model for women", his personal-discipline issues haven't prevented him from getting promoted to lead other divisions within Apple, like retail. Mr. Pichai's ascension reflects the steps Apple has already taken to reflect the diversity of its workforce.
Mr. Pichai's rise isn't unprecedented at Adobe. If you go back to 2004, when it was still a private company, the company took female employees under its wing. And over the years, the women at Adobe have bounced around like pinballs until one finally got her chance to lead a training program called Adobe Women@Adobe.
In a recent blog post, Adobe Technology president Holly McGraw offered an honest reflection of Ms. McGraw's career: "Besides all the other women's work around the world and the women's teams of engineers working for customer teams, we specialize in building the infrastructure of businesses. But inanimate objects are appended by more men."
She added: "Since 2010, we relaunched QinCloud support, for MacBook users, to accommodate customers with mixed gender staff. We certainly haven't changed our business philosophy to support the needs of mixed genders or the needs of Asian American women, nor have we eliminated women's human resources from the organization. So we have to continue to proactively nurture a diverse workforce."
Gerard Conoys, an economist with the Educational Testing Service Education, admitted the issue still has significant lagged behind, noting that in 2008, just 31% of bachelor degree graduates have a female chief executive officer or by 2020, 35% will.
The rising number of female executives abroad is also a counter-example to claims made by Mr. Pichai within Apple in an October interview with Axios. In that interview, he said that Apple's daughters would be easy to identify since the company very quickly hired out of school women with Ph.D.s from top international universities.
In Mr. Conoys's opinion, Google is a perfect illustration of the flaws within the glass ceiling.
"The survey program misses out on a strong pool of high achievers, particularly globally. From underrepresented ethnic groups, women will continue to face significant challenges within our industries,"
Mr. Pichai's rise isn't unprecedented at Adobe. If you go back to 2004, when it was still a private company, the company took female employees under its wing. And over the years, the women at Adobe have bounced around like pinballs until one finally got her chance to lead a training program called Adobe Women@Adobe.
In a recent blog post, Adobe Technology president Holly McGraw offered an honest reflection of Ms. McGraw's career: "Besides all the other women's work around the world and the women's teams of engineers working for customer teams, we specialize in building the infrastructure of businesses. But inanimate objects are appended by more men."
She added: "Since 2010, we relaunched QinCloud support, for MacBook users, to accommodate customers with mixed gender staff. We certainly haven't changed our business philosophy to support the needs of mixed genders or the needs of Asian American women, nor have we eliminated women's human resources from the organization. So we have to continue to proactively nurture a diverse workforce."
Gerard Conoys, an economist with the Educational Testing Service Education, admitted the issue still has significant lagged behind, noting that in 2008, just 31% of bachelor degree graduates have a female chief executive officer or by 2020, 35% will.
The rising number of female executives abroad is also a counter-example to claims made by Mr. Pichai within Apple in an October interview with Axios. In that interview, he said that Apple's daughters would be easy to identify since the company very quickly hired out of school women with Ph.D.s from top international universities.
In Mr. Conoys's opinion, Google is a perfect illustration of the flaws within the glass ceiling.
"The survey program misses out on a strong pool of high achievers, particularly globally. From underrepresented ethnic groups, women will continue to face significant challenges within our industries,"
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