Opbygning af forskellige teams til at betjene en mangfoldig platform
On the Uber platform, a staggering number of different people interact with one another across our 19 million trips a day. We need to build our products and run our business in a way that effectively serve the diverse communities who use our products. That means it’s essential for our workforce internally to reflect the diversity of the communities in which we operate and hire, and for us to cultivate an environment where that diversity thrives and where people feel they belong and can contribute to our shared success.
By making gradual and sustainable changes over time, Uber has rebuilt the foundation from the bottom up and completely reshaped our culture. Five years later, we are already seeing how diversity is making us stronger and enabling us to create a more equitable and inclusive environment to move the world for the better.
Ledelsens engagement i mangfoldighed
We’re committed to increasing equitable opportunities for employment at Uber and becoming a more actively anti-racist company and ally to the communities we serve. Our Executive Leadership Team is doing their part to make this a reality through setting aspirational goals around representation on their teams and tracking progress regularly. In 2020, we also made public anti-racist commitments to extend our equitable opportunity efforts through our products and our partnerships, and to all users on our platform. We actively manage and track these commitments and are progressing on all of them.
"Som en virksomhed, der hjælper folk med at flytte sig, er det vores mål at sikre, at alle kan bevæge sig frit og sikkert, både fysisk, økonomisk og socialt. For at gøre det skal vi hjælpe med at bekæmpe den racisme, der stadig findes i samfundet, og være forkæmper for ligestilling, både i og uden for vores virksomhed.
"Én ting står klart for os: Vi kan ikke bare håbe på, at vores produkter alene vil skabe mere lighed og retfærdighed. Vi er nødt til at bruge vores globale rækkevidde, vores teknologi og vores data til at hjælpe med at skabe forandringer hurtigere, så vi bliver en mere aktiv antiracistisk virksomhed, en sikrere, mere rummelig virksomhed og platform og en trofast allieret for alle de lokalsamfund, vi betjener."
Dara Khosrowshahi, CEO
Ressourcegrupper for medarbejdere
Ubers medarbejderressourcegrupper skaber opmærksomhed omkring identitet og intersektionalitet samt lederudviklingsmuligheder for medlemmer.
Årlig People and Culture-rapportering
Each year, we publish our People and Culture Report to share our approach to human capital management; diversity, equity, and inclusion; and culture. We share updated representation data and outline how we’re progressing against our aspirational goals. The report is a critical component of our approach to increasing transparency around our workforce data and human capital practices.
Uber is moving to influence a more equitable experience for everyone we touch. To better tell this story, we’ve created a holistic view of how Uber drives impact by integrating our People and Culture Report with our ESG (environmental, social, and governance) Report to become our new Environmental, Social, and Governance Report.
At være en arbejdsgiver, der giver lige muligheder
The EEO-1 report, also known as an employer information report, is mandated by the US federal government and requires companies to report employment data by race/ethnicity, gender, and job category.
The report is used to monitor and measure diversity, inclusion and equity throughout our workforce—essentially a snapshot of Uber’s US workforce at a specific time. Fostering a diverse workplace helps our business think critically about its goals in terms of our broader DEI strategy. We choose to make this report publicly available as part of our ongoing commitment to increasing transparency and detail around our employee demographic data.
As a federal contractor, Uber is proud to be an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. In addition, we consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also “Equal Employment Opportunity is the Law”, “EEO is the Law” supplement, and “Pay Transparency Nondiscrimination Provision.” If you have a disability or special need that requires accommodation, please let us know by completing this form.