Facebook’s Civil Rights Audit rights knowledge in-house is a critical component of the accountability structure and encourages Facebook to continue to onboard civil rights expertise. In an effort to better equip employees to identify and address civil rights issues, Facebook committed that key employees would undergo customized civil rights training. Civil rights law firm Relman Colfax and external voting rights and census experts are working with Facebook’s internal Learning and Development team to develop and launch these trainings, which will be developed in 2020. The civil rights trainings include (1) core training on key civil rights concepts and applications that will be available to all employees; (2) in-depth census and voting-related trainings targeted to key employees working in that space; and (3) customized in-person civil rights training for groups of employees in pivotal roles, including members of the Civil Rights Task Force. (All of these trainings are in addition to the fair housing civil rights training Facebook will be receiving from the National Fair Housing Alliance as part of the settlement of the advertising discrimination lawsuits, discussed in the Advertising Chapter below.) B. New Commitments and Developments Since the last Audit Report, Facebook is now committing to expand its existing accountability structure in several key ways. First, Facebook has created a senior (Vice President) civil rights leadership role —a civil rights expert who will be hired to develop and oversee the company’s civil rights accountability efforts, and help instill civil rights best practices within the company. The civil rights leader is authorized and expected to: • identify proactive civil rights priorities for the company and guide the implementation of those priorities; • develop systems, processes or other measures to improve the company’s ability to spot and address potential civil rights implications in products and policies before they launch; and • give voice to civil rights risks and concerns in interactions with leadership, executives, and the Task Force. Unlike the Task Force, cross functional teams, and embedded employees with civil rights backgrounds who have other primary responsibilities, the civil rights leader’s job will center around the leader’s ability to help the company proactively identify and address civil rights issues. From the beginning, the civil rights leader will have dedicated cross-functional coordination and project management support, in addition to the support of Sheryl Sandberg, the Civil Rights Task Force and Facebook’s External Affairs policy team, which works closely and has relationships with civil rights stakeholders and groups. Facebook will continue to engage Laura Murphy and outside civil rights counsel Relman Colfax on a consulting basis to provide additional civil rights guidance and resources. In addition to these initial resources, the civil rights leader will be authorized to assess needs within the company and build out a team over time. Second, Facebook has committed to developing systems and processes to help proactively flag civil rights considerations for its product and policy teams. 15