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2021 People and Culture Report

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.

Able at Uber

Uber’s community for caregivers and employees living with disabilities

Asian at Uber

Uber’s Asian community

Black at Uber

Uber’s community for Black employees and allies

Equal at Uber

Uber’s community for socioeconomic inclusion

Immigrants at Uber

Uber’s community for immigrants

Interfaith at Uber

Uber’s community for people of various spiritual beliefs and cultures

Los Ubers

Uber’s community for Hispanic and Latinx employees and allies

Parents at Uber

Uber’s community for parents and caregivers

Pride at Uber

Uber’s community for LGBTQ+ inclusion and diversity

Sages at Uber

Uber’s community for employees of all generations

Veterans at Uber

Uber's community for veterans

Women at Uber

Uber’s community for women

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

%Men%Women

Workforce diversity (US)²

%White
%Asian
%Black or African American
%Hispanic or Latinx
%Multiracial
%Native Hawaiian or Other Pacific Islander
%American Indian or Alaska Native

Workforce diversity (regional)

%Men%Women

Charts | Our leadership representation⁴

Workforce diversity (global)¹

%Men%Women

US race/ethnicity representation⁵

%White
%Asian
%Black or African American
%Hispanic or Latinx
%Multiracial
%Native Hawaiian or Other Pacific Islander
%American Indian or Alaska Native

See charts for gender by race representation in the US on pages 35 and 36 of the People and Culture Report.

View the full 2020 report

Charts | Representation of our new hires⁶

Representation of new hires

%Men%Women

US race/ethnicity representation⁷

%White
%Asian
%Black or African American
%Hispanic or Latinx
%Multiracial
%Native Hawaiian or Other Pacific Islander
%American Indian or Alaska Native

See charts for gender by race representation of our new US hires on pages 37 and 38 of the People and Culture Report.

View the full 2020 report

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.

Diversity and Inclusion reports

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