After Anthony D. Mays’s death, this was the year GoogleIn 2013, as a software engineer, the company released its first diversity figures. While he had known the numbers would likely be low, he wasn’t aware of just how low.

Mays was shocked to learn that only 1 percent of tech roles were filled by Blacks. He made it his personal goal to increase this number at Google. After years of watching slow-moving improvements in Google’s tech sector and other companies, Mays has decided to start his own consulting company that will assist both employees and employers.

His story was first published in an email from his company. It went viral. He shared his story in 2018 and continued sharing it. in a Buzzfeed videoIt was called “My Unlikely Path To Being The 1% At Google,” and has been viewed over 5.3 Million times. Also, he wrote the following: articleHe spoke with Google’s PR team and said that Google would never hire a person like him. This was to explain how his self-doubt and environment almost prevented him from applying for jobs at Google.

Mays stated that he received emails from both inside and outside the company, which made him humbled.

Mays said many of his clients felt that he was inspiring them, and they made them feel heard and valued. He said that Google recruiters had told him that his coaching helped them get diverse candidates in their doors and to succeed at interviews.

However, he was not without his challenges. He managed to balance DEI work and being a full time software engineer.

Mays claimed that he had also suffered from imposter syndrome.

He said that while people were telling him that he was doing well, he also felt the need to mention his feelings about early experiences. “So I had a sneaking suspicion early in my career that I was being treated differently as a Black male working in technology.

He explained that part of his motivation to continue his work was the “survivors’ guilt”, Mays stated.

His statement was that he knew of several friends who died in gunfire at the tender age of 18 or 19. You start to question what it was that made me stand out from the rest and why I didn’t deserve to be freed.

He said that his faith in equity for underrepresented workers was the main motivation. He stated that he has a passion and a sense of responsibility for providing more opportunities to people.

Mays is known for his authenticity and candid communication.

He stated, “I speak about my positive experience but it is not a guarantee and I would like us to be open about this.” It’s not uncommon for people to have terrible experiences at Google. This is why I remind them that things could turn out differently for others.

He is also open to the difficulties that businesses face in implementing diversity and inclusive programs. He said that he witnessed many successful diversity and inclusion programs at Google being either cancelled or changed.

Mays stated that he doesn’t know of any other companies working more hard than Google for change. However, a problem Mays has seen is their sustained commitment to any one direction. It is common for programs to fail after a few years.

Mays died in February, his last day. In less than one week, Mays used all of the savings he had to launch. Morgan Latimer ConsultingThe naming of the prestigious affluent African American inventions Garrett A. Morgan (and Lewis H. Latimer) is reflected in the name of the.

Mays has two major goals. To help people who aren’t represented in the tech industry get jobs, and to make sure companies know how to retain those employees.

Mays, who works with companies, has to discuss the business value of DEI. Research over many years shows that DEI can improve business outcomes as well as product development. 

“There are people who see this as just a PR problem — that these aren’t real issues,” Mays says.

Silicon Valley is slow in retaining employees of color. Instead, most of its attention has been on recruitment.

Mays stated that while they can attracted people for hours, the lack of support is still a problem. This can be seen in numbers as well as in individual experiences.

Mays said that part of his conversation with companies involves being honest about the views and attitudes of minority talent. There is a lot of distrust in particular.

He stated that companies often don’t get or understand the reasons for trust issues. Instead, they see side effects like a decrease in participation. It’s not as simple as we think.

He said that firms overlook potential solutions, like organization and support systems. Mentorship is one example.

He says, “It is important that I help these businesses understand why they are experiencing those things and provide guidance about how to fix them.” FAANG businesses, especially, sometimes feel they have to invent the wheel. However they don’t need to.

Mays provided an example Inroads, a nonprofit organization that creates pathways to careers for underrepresented students. Although it helped him get a job as a technie, it is still not recognized or supported. 

He stated that he plans to work with companies on how they can make their performance reviews inclusive. He said that workers need clear expectations and actions.

Jason King, Senior Associate Director of Corporate Relations at University of California Irvine, stated that it is not sufficient for company leaders to take an initiative with DEI emphasis. Because once the foot is off of gas, it takes a solid structure and a plan. Then it’s up you to make it happen. This is just one skill Mays excels at.

Mays said that despite receiving pointers from a recruiter at Google, his initial interview for a job with Google in 2011 was a failure. Students from historically black colleges are now learning on Google’s campus program. told CNBCAbout the challenges they faced and their failures. They felt discouraged after failing interviews and were unable to attempt again. 

Portia Kibble-Smith, a diversity and inclusion lead at technical interviewing platform start-up Karat, said Mays’ services fit in well because of his ability to relate to students and share tips — a break from tech companies’ often standard practice of refusing to share interview feedback.

Kibble-Smith stated that one of the biggest problems we encountered was that engineers had less information on the interview process. This is especially true for those who are not from the industry. It’s harder to find information from your peers when you don’t have one.”

Mays offers three types of packages. Mays offers three packages. The basic package is $199 and helps you “Find your readiness with a realistic programming interview.” While the Pro package costs $549 and tracks growth and provides data structure and algorithms support. The $899 package includes all these benefits and “advanced subjects” behavioral interviews.

You can break up the two more expensive ones into monthly installments. Most come with Mays one-on-one support.

Mays states that he wants people to be able to access “high quality” courses at an affordable rate and shares his tips, advice and videos on social media such as Instagram, LinkedIn and YouTube. 

Mays stated that there are many “predatory services” simply repackaging information and charging fees. While I appreciate that society is capitalist, I also have the heart to provide information to those who are often unable to afford it.