Measuring What Matters: Diversity at Uber

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Last week we laid out the three issues we should enhance to make Uber a very nice firm: management and accountability; our relationship with drivers; and our tradition and group.

While there are lots of issues we have to change about our tradition, I consider that making Uber a extra numerous and inclusive office is vital. Today, as a primary step in the direction of this objective, we’re publishing our variety numbers. This report is a clear-eyed evaluation of the place we stand and our plans to enhance going ahead.

It’s no secret that we’re late to launch these numbers. And I’d wish to thank our staff for his or her tenacity in arguing the case for higher transparency—as a result of what you don’t measure, you possibly can’t enhance.

Here’s where we stand today:

Of course, we have to do higher and have rather more work to do. But we’ve made some strides in diversifying our workforce: final yr, 41% of latest staff have been ladies, which is 5% greater than the proportion of girls in our general worker inhabitants. Similarly, we employed three% extra Black and a couple of% extra Hispanic staff in comparison with our general worker base.

In addition, we’re ramping up our presence at recruiting occasions across the nation and our outreach to Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs). And at present, we’re committing $three million over the subsequent three years to help organizations working to deliver extra ladies and underrepresented teams into tech. Employees can be essential in deciding which organizations we associate with.

Of course, variety goes past technical roles—or race and gender. At Uber, we join individuals and issues in the actual world, so our operations and help staff are core to our enterprise. On these groups, we’re shifting in the best path extra shortly, in addition to in different key features like People Operations, Legal and Policy & Communications—all departments run by ladies who sit on our administration group.

We’re additionally pleased with the work we’ve achieved to create an inclusive setting for individuals from the LGBTQ group, incomes us a top score of 100 on the Human Rights Campaign Foundation’s 2017 Corporate Equality Index, which deemed Uber one of many “Best Places to Work for LGBT Equality.” No matter the place you come from—and 15% of our U.S. staff have work visas, immigrating from 71 nations—we would like you to know that you’ve a spot at Uber. And we’ll proceed to speak out towards discrimination.

We’ll even be getting recommendation from variety and inclusion specialists, and from others within the tech sector who’ve been engaged on these points for longer than we’ve been round—and who’re working to make change occur. We’ll hold you up to date about what we’re studying and, importantly, how we’re implementing the good concepts we hear about.

Learn extra about our efforts and see the info we’re releasing right now at uber.com/diversity. We additionally know that numbers solely inform a part of the story, so we requested a number of of our staff from all over the world to share, in their very own phrases, what Uber means to them—and what they need to see going ahead. You can learn what they needed to say here.



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