Can a multi-million dollar company's corporate vision and diversity framework really start with two graduate students in a dorm room thinking about a new concept? Starting in 1996, Stanford University students Larry Page and Sergey Brin developed a search engine called "BackRub" that used Internet links to determine the importance of individual web pages. By 1998, they had formalized their work by creating the pioneering company known today as Google (Google Staff, 2011). The nature of Page and Brin's idea, that of a universal computational search technique, involves global application, with continued diligence across linguistic or cultural barriers. Often, the dynamic quality of diversity is overlooked due to our tendency to define ourselves in terms of division (Canas & Sondak, 2011). These two entrepreneurs not only focused on the uniqueness of differentiation, but also argued that as a similar population, we share the need and desire for easy, accessible information. This focus laid the foundation for the organization's culture, which celebrates both disparity and sameness. Individuality is accepted, but staff are also encouraged to consider commonalities rather than defining themselves solely by differences (Canas and Sondak, 2011). The description "Google" is a pun on the word "googol", a mathematical term for a 1 followed by 100 zeros (Google Staff, 2011), which inherently implies an astronomical number of technological associations and connections or a network infinite information. It is interesting to note that the identity of the name of this company also incorporates this same unlimited scope when expressing its vocation and the challenges of diversity. The implementation of these principles is evident in the employee benefits that...... middle of paper ...... h, John, Donnelly, Jr., James and Konopaske, Robert. (2009). Behavior, structure, processes of organizations. New York: McGraw-Hill Irwin. Google Staff (2004). Code of Conduct. Retrieved from www.investor.google.com/corporate/code-of-conduct.html Google Staff (2011). Google History – company information. Retrieved from www.google.com/corporate/history.htmlKesler, G. and Kates, A. (2010). Leading Organizational Design: How to make organizational design decisions to achieve desired results. San Francisco, CA: Jossey-Bass. Kreitz, P. (2008). Best practices for managing organizational diversity. Journal of Academic Librarianship, 34(2), 101-120. Messick, D. and Kramer, R. (2005). The psychology of leadership. Mahwah, NJ: Lawrence Erlbaum Associates. Stark, B. (2010). National Association of the Deaf. Retrieved from http://www.nad.org/events/biennial-conference