In honor of Women’s History Month, we’re celebrating the powerful, dynamic and creative women of Google. Like generations before them, these women break down barriers and defy expectations at work and in their communities. Over the course of the month, we’ll help you get to know a few of these Google women, and share a bit about who they are and why they inspire us.

In this installment of the She Word, we talked to Kawana T. King, a lawyer in our New York office. In addition to JD, she’s earned the title of “hostess with the mostess”—just ask anyone who’s attended her annual Christmas party.

How do you explain your job at a dinner party?

I usually don't ... I like leaving work at work. But if I need to explain, I say that I provide legal counsel for our advertising products.

Why are you proud to be a woman at Google?

In Google’s legal department, we have four female vice presidents. There’s a lot of talk in tech about needing more women in leadership positions, but I get to witness that everyday. It’s really inspiring.

k

Why did you decide to pursue law, and why practice it at Google?

Growing up I was always told that I argued too much, so becoming a lawyer seemed to be a “natural fit.” Throughout my career, I’ve practiced law across various industries, like entertainment and financial services. Working at Google, I get to bring legal expertise to the development of groundbreaking products and services. And one of the best parts about Google is that I’m not just here to be a lawyer—there are opportunities to pursue personal interests, like our diversity efforts, as well.

If you could ask one woman from history a question … who would it be and what would you ask?

I would ask Harriet Tubman what gave her the strength to face her fears and take action. We are all faced with obstacles that we must overcome, but it’s hard to get past the intimidation. All tips help!

What advice would you give to women starting out in their careers?

Know your worth, display confidence and don't be afraid to ask for what you want. If you doubt yourself, you invite others to do the same.

What do you hope to accomplish on behalf of women everywhere?

Quite simply ... I’ll pay it forward. I’ve been lucky to have powerful and positive female influences in my life (hi Mom!). By exhibiting character, confidence, and a strong work ethic, I hope to be a force for good in another young girl’s life.

How do you spend most of your time outside of work?

I love traveling—Paris and Thailand are my all-time favorite spots. I’ve also gotten hooked on traveling for Carnival, which is an annual festival that occurs in various countries. So far, I’ve celebrated Carnival in  Trinidad, Barbados and Miami. My next trip is to Italy—I’m taking my mom for her 65th birthday!

In our first G Suite Hacks article, we shared tips from the Transformation Gallery to help employees automate everyday workflows and save time. Today, we’re focusing on corporate training tips that will help your employees stay engaged so they can do their best work.

According to last year's Global Human Capital Trends report by Deloitte, employees at all levels expect their employers to provide consistent opportunities to learn and develop new skills, and 30% of executives see learning as a primary driver of employee development. But training employees has its own set of challenges, like scaling programs and trainers, ensuring easy access to training materials, accommodating learning styles and tracking progress.

Here are a few ways you can improve your corporate training with G Suite:

1. Scale your training program with an online hub

Create one place where employees can access training material any time. Start by uploading or creating your training files in Team Drives, a central place within Drive for teams to house files. Organize these files into shared folders by topic or course level. Next, set up a Site to display all of the content from Drive and add relevant pages, like training videos, slides, guidelines or handbooks. Share your new hub with employees so that they can easily access training materials, even on mobile. And anytime you need to update training materials, just go into Drive and update the files there. Sites will automatically reflect changes.

gif 1

2. Provide live training options, too

It’s also important to provide face-to-face training for your employees. You can create a live training option with Hangouts Meet so that employees can join training sessions from a conference room, their favorite coffee shop, or another remote location. Simply set up Calendar invites for training events and send them to your employees (It’s a good idea to post these events to your new training Site so that anyone who missed the invite can join.). Then, track employee attendance with Forms.

still

3. Quiz employees on their knowledge

Once your employees have completed their training course, you’ll want to track their learning progress. You can do this easily by setting up quizzes in Forms and assigning point values for each question. Let your employees see which questions they missed and explain why so that they can continue to master concepts. And to improve your training course, ask for real-time feedback within the Form. Quiz data is tracked in Sheets so you can keep a pulse on who’s completed training courses and who might need some additional help.

gif 2

With these quick tips, you can help your employees to do their best work. Check out this G Suite Show episode to learn more, and let the training begin!

In honor of Women’s History Month, we’re celebrating the powerful, dynamic and creative women of Google. Like generations before them, these women break down barriers and defy expectations at work and in their communities. Over the course of the month, we’ll help you get to know a few of these Google women, and share a bit about who they are and why they inspire us.

In this installment of the She Word, we talked to Kawana T. King, a lawyer in our New York office. In addition to JD, she’s earned the title of “hostess with the mostess”—just ask anyone who’s attended her annual Christmas party.

How do you explain your job at a dinner party?

I usually don't ... I like leaving work at work. But if I need to explain, I say that I provide legal counsel for our advertising products.

Why are you proud to be a woman at Google?

In Google’s legal department, we have four female vice presidents. There’s a lot of talk in tech about needing more women in leadership positions, but I get to witness that everyday. It’s really inspiring.

k

Why did you decide to pursue law, and why practice it at Google?

Growing up I was always told that I argued too much, so becoming a lawyer seemed to be a “natural fit.” Throughout my career, I’ve practiced law across various industries, like entertainment and financial services. Working at Google, I get to bring legal expertise to the development of groundbreaking products and services. And one of the best parts about Google is that I’m not just here to be a lawyer—there are opportunities to pursue personal interests, like our diversity efforts, as well.

If you could ask one woman from history a question … who would it be and what would you ask?

I would ask Harriet Tubman what gave her the strength to face her fears and take action. We are all faced with obstacles that we must overcome, but it’s hard to get past the intimidation. All tips help!

What advice would you give to women starting out in their careers?

Know your worth, display confidence and don't be afraid to ask for what you want. If you doubt yourself, you invite others to do the same.

What do you hope to accomplish on behalf of women everywhere?

Quite simply ... I’ll pay it forward. I’ve been lucky to have powerful and positive female influences in my life (hi Mom!). By exhibiting character, confidence, and a strong work ethic, I hope to be a force for good in another young girl’s life.

How do you spend most of your time outside of work?

I love traveling—Paris and Thailand are my all-time favorite spots. I’ve also gotten hooked on traveling for Carnival, which is an annual festival that occurs in various countries. So far, I’ve celebrated Carnival in  Trinidad, Barbados and Miami. My next trip is to Italy—I’m taking my mom for her 65th birthday!

In our first G Suite Hacks article, we shared tips from the Transformation Gallery to help employees automate everyday workflows and save time. Today, we’re focusing on corporate training tips that will help your employees stay engaged so they can do their best work.

According to last year's Global Human Capital Trends report by Deloitte, employees at all levels expect their employers to provide consistent opportunities to learn and develop new skills, and 30% of executives see learning as a primary driver of employee development. But training employees has its own set of challenges, like scaling programs and trainers, ensuring easy access to training materials, accommodating learning styles and tracking progress.

Here are a few ways you can improve your corporate training with G Suite:

1. Scale your training program with an online hub

Create one place where employees can access training material any time. Start by uploading or creating your training files in Team Drives, a central place within Drive for teams to house files. Organize these files into shared folders by topic or course level. Next, set up a Site to display all of the content from Drive and add relevant pages, like training videos, slides, guidelines or handbooks. Share your new hub with employees so that they can easily access training materials, even on mobile. And anytime you need to update training materials, just go into Drive and update the files there. Sites will automatically reflect changes.

gif 1

2. Provide live training options, too

It’s also important to provide face-to-face training for your employees. You can create a live training option with Hangouts Meet so that employees can join training sessions from a conference room, their favorite coffee shop, or another remote location. Simply set up Calendar invites for training events and send them to your employees (It’s a good idea to post these events to your new training Site so that anyone who missed the invite can join.). Then, track employee attendance with Forms.

still

3. Quiz employees on their knowledge

Once your employees have completed their training course, you’ll want to track their learning progress. You can do this easily by setting up quizzes in Forms and assigning point values for each question. Let your employees see which questions they missed and explain why so that they can continue to master concepts. And to improve your training course, ask for real-time feedback within the Form. Quiz data is tracked in Sheets so you can keep a pulse on who’s completed training courses and who might need some additional help.

gif 2

With these quick tips, you can help your employees to do their best work. Check out this G Suite Show episode to learn more, and let the training begin!

Editor’s note: Google for Education Premier Partners are working with schools to host the ExploreEDU event series, where schools can share their first-hand experiences with other educators. Today’s guest author is Kyle Black, a high school English teacher from First Philadelphia Preparatory Charter School, which hosted an ExploreEDU event on March 21-22 with Promevo. To see if there’s an event near you, visit the ExploreEDU site.

In a world dominated by technology, a good education depends on digital know-how—in addition to problem solving, clear communication and organizational skills. Students need both digital and soft skills to guide them through college, into the workplace and beyond.

In my five years on the job, here’s what I’ve learned about teaching a generation of students to use technology in responsible and impactful ways:

1

A student uses Google Classroom to turn in an assignment.

1. Empower students to take control of their learning

High school students are learning how to work independently and use technology to explore new concepts. When AP English students come across a word they don’t know in Shakespeare’s “King Lear,” for example, they can look it up on their Chromebooks rather than ask me for the definition. Students love proving me wrong about facts related to classic literature like “The Crucible” by researching on their Chromebooks—and their eyes light up when their point of view is validated. With classroom technology, we’re teaching students to take charge of their own learning and engage in healthy debate.

2. Quiz students often to assess understanding

Every day my students take mini-quizzes via Google Forms so I can gauge whether they understand the topic I just covered or if I need to modify my instruction. When teaching semicolons, for instance, my students take a four-question quiz using their Chromebooks to identify sentences that use semicolons correctly. If 75 percent of the class gets a question wrong, I know to back up and explain the concept in a different way or provide more examples. This not only improves their academic performance, but it also it teaches them the importance of clear communication and continuous feedback.

2

A student works on a Google Doc where feedback was provided via comments.

3. Turn feedback into a critical thinking exercise

It’s common for students to accept a teacher’s revisions to their work without considering why specific changes are made. By making the feedback process interactive, students are encouraged to think critically before accepting edits at face value. For example, when I’m reviewing essays or creative writing, I often suggest incorrect or ridiculous changes using comments and suggested edits in Google Docs—and my students know this type of feedback is coming. Typically, half of my edits will require students to think deeply before hitting the “accept” button. It forces them to play a more active role in their learning, and to constantly challenge ideas.

I believe that teaching students digital and critical thinking skills matters more than teaching them how to ace a test. To prepare students for lifelong success, we must encourage them to brainstorm new ideas and embrace the new tools at their fingertips.

Editor’s note: Google for Education Premier Partners are working with schools to host the ExploreEDU event series, where schools can share their first-hand experiences with other educators. Today’s guest author is Kyle Black, a high school English teacher from First Philadelphia Preparatory Charter School, which hosted an ExploreEDU event on March 21-22 with Promevo. To see if there’s an event near you, visit the ExploreEDU site.

In a world dominated by technology, a good education depends on digital know-how—in addition to problem solving, clear communication and organizational skills. Students need both digital and soft skills to guide them through college, into the workplace and beyond.

In my five years on the job, here’s what I’ve learned about teaching a generation of students to use technology in responsible and impactful ways:

1

A student uses Google Classroom to turn in an assignment.

1. Empower students to take control of their learning

High school students are learning how to work independently and use technology to explore new concepts. When AP English students come across a word they don’t know in Shakespeare’s “King Lear,” for example, they can look it up on their Chromebooks rather than ask me for the definition. Students love proving me wrong about facts related to classic literature like “The Crucible” by researching on their Chromebooks—and their eyes light up when their point of view is validated. With classroom technology, we’re teaching students to take charge of their own learning and engage in healthy debate.

2. Quiz students often to assess understanding

Every day my students take mini-quizzes via Google Forms so I can gauge whether they understand the topic I just covered or if I need to modify my instruction. When teaching semicolons, for instance, my students take a four-question quiz using their Chromebooks to identify sentences that use semicolons correctly. If 75 percent of the class gets a question wrong, I know to back up and explain the concept in a different way or provide more examples. This not only improves their academic performance, but it also it teaches them the importance of clear communication and continuous feedback.

2

A student works on a Google Doc where feedback was provided via comments.

3. Turn feedback into a critical thinking exercise

It’s common for students to accept a teacher’s revisions to their work without considering why specific changes are made. By making the feedback process interactive, students are encouraged to think critically before accepting edits at face value. For example, when I’m reviewing essays or creative writing, I often suggest incorrect or ridiculous changes using comments and suggested edits in Google Docs—and my students know this type of feedback is coming. Typically, half of my edits will require students to think deeply before hitting the “accept” button. It forces them to play a more active role in their learning, and to constantly challenge ideas.

I believe that teaching students digital and critical thinking skills matters more than teaching them how to ace a test. To prepare students for lifelong success, we must encourage them to brainstorm new ideas and embrace the new tools at their fingertips.

When I joined Google a decade ago, there was hardly any discussion of diversity in tech. This was long before we published our diversity numbers or understood how important it was for our workforce to reflect the diversity of our users. This was also long before we started formally recruiting from Howard University, a historically Black institution.

Howard happens to be my alma mater, so I am especially proud to share that our formal recruiting from the university has evolved into a residency for Black CS majors right here at the Googleplex. “Howard West” is now the centerpiece of Google’s effort to recruit more Black software engineers from Historically Black Colleges and Universities (HBCUs)—and to make them feel right at home here in Mountain View.

One of my all-time favorite quotes comes from acclaimed management consultant Peter Drucker: “The best way to predict the future is to create it.” This is exactly the thinking behind Howard West, as the program is a way to create a future that reflects the values of diversity and inclusion Google has held since day one. With a physical space on campus where Howard students and Googlers can grow together, I can only imagine what innovation and creativity will come to light.

Rising juniors and seniors in Howard’s computer science (CS) program can attend Howard West, for three months at a time. Senior Google engineers and Howard faculty will serve as instructors. The program kicks off this summer and we plan to scale it to accommodate students from other HBCUs in the near future.

HBCUs are a pillar in the CS education community, producing more than a third of all Black CS graduates in the U.S. Google already has a strong partnership with Howard through Google in Residence (GIR), a program that embeds Google engineers as faculty at Howard and other HBCUs.  

Through GIR we’ve learned a lot about the hurdles Black students face in acquiring full-time work in the tech industry. The lack of exposure, access to mentors and role models are critical gaps that Howard West will solve. We’ve also heard that many CS students struggle to find the time to practice coding while juggling a full course load and part-time jobs. Left unchecked, systematic barriers lead to low engagement and enrollment in CS, low retention in CS programs and a lack of proximity and strong relationships between Silicon Valley, HBCUs and the larger African American Community.

We envisioned this program with bold outcomes in mind—to advance a strategy that leverages Howard’s high quality faculty and Google’s expertise.

“Howard West will produce hundreds of industry-ready Black computer science graduates, future leaders with the power to transform the global technology space into a stronger, more accurate reflection of the world around us. We envisioned this program with bold outcomes in mind—to advance a strategy that leverages Howard’s high quality faculty and Google’s expertise, while also rallying the tech industry and other thought leaders around the importance of diversity in business and the communities they serve,” says Dr. Wayne Frederick, President of Howard University.

During my time at Howard, I worked side-by-side with future lawyers, doctors, writers, entertainers, architects and business leaders. The spirit of total possibility put me on my path to Harvard Business School and ultimately Google. Howard West will continue Howard’s tradition of providing unprecedented access to opportunity, only now with a presence in the heart of Silicon Valley.

When I joined Google a decade ago, there was hardly any discussion of diversity in tech. This was long before we published our diversity numbers or understood how important it was for our workforce to reflect the diversity of our users. This was also long before we started formally recruiting from Howard University, a historically Black institution.

Howard happens to be my alma mater, so I am especially proud to share that our formal recruiting from the university has evolved into a residency for Black CS majors right here at the Googleplex. “Howard West” is now the centerpiece of Google’s effort to recruit more Black software engineers from Historically Black Colleges and Universities (HBCUs)—and to make them feel right at home here in Mountain View.

One of my all-time favorite quotes comes from acclaimed management consultant Peter Drucker: “The best way to predict the future is to create it.” This is exactly the thinking behind Howard West, as the program is a way to create a future that reflects the values of diversity and inclusion Google has held since day one. With a physical space on campus where Howard students and Googlers can grow together, I can only imagine what innovation and creativity will come to light.

Rising juniors and seniors in Howard’s computer science (CS) program can attend Howard West, for three months at a time. Senior Google engineers and Howard faculty will serve as instructors. The program kicks off this summer and we plan to scale it to accommodate students from other HBCUs in the near future.

HBCUs are a pillar in the CS education community, producing more than a third of all Black CS graduates in the U.S. Google already has a strong partnership with Howard through Google in Residence (GIR), a program that embeds Google engineers as faculty at Howard and other HBCUs.  

Through GIR we’ve learned a lot about the hurdles Black students face in acquiring full-time work in the tech industry. The lack of exposure, access to mentors and role models are critical gaps that Howard West will solve. We’ve also heard that many CS students struggle to find the time to practice coding while juggling a full course load and part-time jobs. Left unchecked, systematic barriers lead to low engagement and enrollment in CS, low retention in CS programs and a lack of proximity and strong relationships between Silicon Valley, HBCUs and the larger African American Community.

We envisioned this program with bold outcomes in mind—to advance a strategy that leverages Howard’s high quality faculty and Google’s expertise.

“Howard West will produce hundreds of industry-ready Black computer science graduates, future leaders with the power to transform the global technology space into a stronger, more accurate reflection of the world around us. We envisioned this program with bold outcomes in mind—to advance a strategy that leverages Howard’s high quality faculty and Google’s expertise, while also rallying the tech industry and other thought leaders around the importance of diversity in business and the communities they serve,” says Dr. Wayne Frederick, President of Howard University.

During my time at Howard, I worked side-by-side with future lawyers, doctors, writers, entertainers, architects and business leaders. The spirit of total possibility put me on my path to Harvard Business School and ultimately Google. Howard West will continue Howard’s tradition of providing unprecedented access to opportunity, only now with a presence in the heart of Silicon Valley.

Today, we’re sharing the third annual Android Security Year In Review, a comprehensive look at our work to protect more than 1.4 billion Android users and their data.

Our goal is simple: keep our users safe. In 2016, we improved our abilities to stop dangerous apps, built new security features into Android 7.0 Nougat, and collaborated with device manufacturers, researchers, and other members of the Android ecosystem. For more details, you can read the full Year in Review report or watch our webinar.

Protecting you from PHAs

It’s critical to keep people safe from Potentially Harmful Apps (PHAs) that may put their data or devices at risk. Our ongoing work in this area requires us to find ways to track and stop existing PHAs, and anticipate new ones that haven’t even emerged yet.

PHA protections Android 2016

Over the years, we’ve built a variety of systems to address these threats, such as application analyzers that constantly review apps for unsafe behavior, and Verify Apps which regularly checks users’ devices for PHAs. When these systems detect PHAs, we warn users, suggest they think twice about downloading a particular app, or even remove the app from their devices entirely.

We constantly monitor threats and improve our systems over time. Last year’s data reflected those improvements: Verify Apps conducted 750 million daily checks in 2016, up from 450 million the previous year, enabling us to reduce the PHA installation rate in the top 50 countries for Android usage.

Google Play continues to be the safest place for Android users to download their apps. Installs of PHAs from Google Play decreased in nearly every category:

  • Now 0.016 percent of installs, trojans dropped by 51.5 percent compared to 2015
  • Now 0.003 percent of installs, hostile downloaders dropped by 54.6 percent compared to 2015
  • Now 0.003 percent of installs, backdoors dropped by 30.5 percent compared to 2015
  • Now 0.0018 percent of installs, phishing apps dropped by 73.4 percent compared to 2015

By the end of 2016, only 0.05 percent of devices that downloaded apps exclusively from Play contained a PHA; down from 0.15 percent in 2015.

Still, there’s more work to do for devices overall, especially those that install apps from multiple sources. While only 0.71 percent of all Android devices had PHAs installed at the end of 2016, that was a slight increase from about 0.5 percent in the beginning of 2015. Using improved tools and the knowledge we gained in 2016, we think we can reduce the number of devices affected by PHAs in 2017, no matter where people get their apps.

Working together to secure the Android ecosystem

Android security updates in 2016

Sharing information about security threats between Google, device manufacturers, the research community, and others helps keep all Android users safer. In 2016, our biggest collaborations were via our monthly security updates program and ongoing partnership with the security research community.

Security updates are regularly highlighted as a pillar of mobile security—and rightly so. We launched our monthly security updates program in 2015, following the public disclosure of a bug in Stagefright, to help accelerate patching security vulnerabilities across devices from many different device makers. This program expanded significantly in 2016:

  • More than 735 million devices from 200+ manufacturers received a platform security update in 2016.
  • We released monthly Android security updates throughout the year for devices running Android 4.4.4 and up—that accounts for 86.3 percent of all active Android devices worldwide.
  • Our carrier and hardware partners helped expand deployment of these updates, releasing updates for over half of the top 50 devices worldwide in the last quarter of 2016.

We provided monthly security updates for all supported Pixel and Nexus devices throughout 2016, and we’re thrilled to see our partners invest significantly in regular updates as well. There’s still a lot of room for improvement however. About half of devices in use at the end of 2016 had not received a platform security update in the previous year. We’re working to increase device security updates by streamlining our security update program to make it easier for manufacturers to deploy security patches and releasing A/B updates to make it easier for users to apply those patches.

On the research side, our Android Security Rewards program grew rapidly: we paid researchers nearly $1 million dollars for their reports in 2016. In parallel, we worked closely with various security firms to identify and quickly fix issues that may have posed risks to our users.

We appreciate all of the hard work by Android partners, external researchers, and teams at Google that led to the progress the ecosystem has made with security in 2016. But it doesn’t stop there. Keeping users safe requires constant vigilance and effort. We’re looking forward to new insights and progress in 2017 and beyond.

Today, we’re sharing the third annual Android Security Year In Review, a comprehensive look at our work to protect more than 1.4 billion Android users and their data.

Our goal is simple: keep our users safe. In 2016, we improved our abilities to stop dangerous apps, built new security features into Android 7.0 Nougat, and collaborated with device manufacturers, researchers, and other members of the Android ecosystem. For more details, you can read the full Year in Review report or watch our webinar.

Protecting you from PHAs

It’s critical to keep people safe from Potentially Harmful Apps (PHAs) that may put their data or devices at risk. Our ongoing work in this area requires us to find ways to track and stop existing PHAs, and anticipate new ones that haven’t even emerged yet.

PHA protections Android 2016

Over the years, we’ve built a variety of systems to address these threats, such as application analyzers that constantly review apps for unsafe behavior, and Verify Apps which regularly checks users’ devices for PHAs. When these systems detect PHAs, we warn users, suggest they think twice about downloading a particular app, or even remove the app from their devices entirely.

We constantly monitor threats and improve our systems over time. Last year’s data reflected those improvements: Verify Apps conducted 750 million daily checks in 2016, up from 450 million the previous year, enabling us to reduce the PHA installation rate in the top 50 countries for Android usage.

Google Play continues to be the safest place for Android users to download their apps. Installs of PHAs from Google Play decreased in nearly every category:

  • Now 0.016 percent of installs, trojans dropped by 51.5 percent compared to 2015
  • Now 0.003 percent of installs, hostile downloaders dropped by 54.6 percent compared to 2015
  • Now 0.003 percent of installs, backdoors dropped by 30.5 percent compared to 2015
  • Now 0.0018 percent of installs, phishing apps dropped by 73.4 percent compared to 2015

By the end of 2016, only 0.05 percent of devices that downloaded apps exclusively from Play contained a PHA; down from 0.15 percent in 2015.

Still, there’s more work to do for devices overall, especially those that install apps from multiple sources. While only 0.71 percent of all Android devices had PHAs installed at the end of 2016, that was a slight increase from about 0.5 percent in the beginning of 2015. Using improved tools and the knowledge we gained in 2016, we think we can reduce the number of devices affected by PHAs in 2017, no matter where people get their apps.

Working together to secure the Android ecosystem

Android security updates in 2016

Sharing information about security threats between Google, device manufacturers, the research community, and others helps keep all Android users safer. In 2016, our biggest collaborations were via our monthly security updates program and ongoing partnership with the security research community.

Security updates are regularly highlighted as a pillar of mobile security—and rightly so. We launched our monthly security updates program in 2015, following the public disclosure of a bug in Stagefright, to help accelerate patching security vulnerabilities across devices from many different device makers. This program expanded significantly in 2016:

  • More than 735 million devices from 200+ manufacturers received a platform security update in 2016.
  • We released monthly Android security updates throughout the year for devices running Android 4.4.4 and up—that accounts for 86.3 percent of all active Android devices worldwide.
  • Our carrier and hardware partners helped expand deployment of these updates, releasing updates for over half of the top 50 devices worldwide in the last quarter of 2016.

We provided monthly security updates for all supported Pixel and Nexus devices throughout 2016, and we’re thrilled to see our partners invest significantly in regular updates as well. There’s still a lot of room for improvement however. About half of devices in use at the end of 2016 had not received a platform security update in the previous year. We’re working to increase device security updates by streamlining our security update program to make it easier for manufacturers to deploy security patches and releasing A/B updates to make it easier for users to apply those patches.

On the research side, our Android Security Rewards program grew rapidly: we paid researchers nearly $1 million dollars for their reports in 2016. In parallel, we worked closely with various security firms to identify and quickly fix issues that may have posed risks to our users.

We appreciate all of the hard work by Android partners, external researchers, and teams at Google that led to the progress the ecosystem has made with security in 2016. But it doesn’t stop there. Keeping users safe requires constant vigilance and effort. We’re looking forward to new insights and progress in 2017 and beyond.

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