The year of action
COVID-19 upended the way we live, work and move. With our workforce relocating from the office to working from home, new considerations arose for how to manage a culture of belonging. That includes a new policy codifying flexible work options for parents and caregivers, so they can balance work with caring for those who matter most to them. Because everyone’s home situation is unique, we created three broad options: flexibility throughout the day, redistributed work hours and shift changes.
In addition, we enhanced our mental health support, offered employees a work-from-home stipend and cancelled our mid-year performance review cycle in order to ensure that reviews were not negatively affected while people adjusted to a remote work environment. We’ll continue acting to ensure that Uber is a workplace where everyone is encouraged and equipped to succeed.
Leadership’s commitment to diversity
Creating greater equity is one of the 6 company-wide priorities established by our CEO, Dara Khosrowshahi, for 2021. This means increasing demographic diversity at Uber and becoming a more actively anti-racist company and ally to the communities we serve. Every member of the Executive Leadership Team is doing their part to make this a reality, especially making sure their entire organisation is behind this. Increasing diversity, equity, and inclusion is at the core of the company’s strategy, and commitment to it starts at the top.
Bo Young Lee, Chief Diversity and Inclusion Officer
‘We firmly believe that history may shape us, but it does not define us. Uber is committed to defining new ways of doing business that are not merely non-biased but actively create greater equity.’
Bo Young Lee, Chief Diversity and Inclusion Officer, Uber
Dara Khosrowshahi, Chief Executive Officer
‘As a company that powers movement, it’s our goal to ensure that everyone can move freely and safely, whether physically, economically, or socially. We are determined to help fight the racism that persists across society and to be a champion for equity, both inside and outside our company.’
Dara Khosrowshahi, Chief Executive Officer, Uber
Uber’s employee resource groups provide awareness regarding identity and intersectionality, in addition to leadership development opportunities for members.
Our employee data
Below is a closer look at our workforce representation over the last two years.¹
Charts | Global gender and US race/ethnicity representation
Workforce diversity (global)¹
Workforce diversity (US)²
Workforce diversity (regional)
Charts | Our leadership representation⁴
Workforce diversity (global)¹
US race/ethnicity representation⁵
Charts | Representation of our new hires⁶
Representation of new hires
US race/ethnicity representation⁷
¹Current representation data is as of March 2019 and August 2020.
²Race and ethnicity percentages may not total 100% due to rounding.
³Our support workforce (typically referred to as customer service employees in industry terms) includes Community Specialists at our Centres of Excellence and Greenlight Hubs.
⁴Leadership is defined as director and above.
⁵Race and ethnicity percentages may not total 100% due to rounding.
⁶New hire representation data is as of August 2020.
⁷Race and ethnicity percentages may not total 100% due to rounding.