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2021 People and Culture Report

The year of action

Since the early days of Uber, the simple interaction of “tap a button and get a ride” has changed people’s lives. And now it has become something much more profound. At Uber, we work to reimagine the way the world moves for the better. We believe that everyone should be empowered to move freely and safely—physically, economically, and socially. To do that, we must fight racism and be a champion for full equity, both inside our company and on our platform. We must use our global reach, our technology, our data—and, importantly, our voice—to help create a safer, more inclusive company and to be a strong ally to all the communities we serve.

The year 2020 was incredibly challenging, as Uber and society more broadly grappled with the health and economic impacts of a pandemic and a global reckoning on race. The devastating impacts were not felt evenly, as COVID brought into sharp realization the inequities that have persisted in society for far too long. Through it all, Uber has worked to support our employees, our cities, and the riders, drivers, delivery people, restaurants, and merchants who use our platform to connect with work and commerce.

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 organization 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 know that progress takes time, but it’s not the lack of solutions that slows us down; companies struggle to make progress when they don’t have the courage to stay committed and stand up against racism and White supremacy behaviors. Individuals and companies lose steam when they don’t see rapid change. But gradual transformation is most sustainable. Inequality and racism didn’t emerge overnight, and they can’t be fixed with easy solutions. The work is never done. I trust that if we stay dedicated, change will happen. Uber has always had the courage to commit to sustainable action, and that for me is an initial success.

“We are living in very unique times. Let's make sure we optimize for transformation.”

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. To do that, we must help fight the racism that persists across society and be a champion for equity, both inside and outside our company.

“One thing is clear to us: we can’t just hope that our products alone will improve equity and fairness. We must use our global breadth, our technology, and our data to help make change, faster—so that we become a more actively anti-racist company; a safer, more inclusive company and platform; and a faithful ally to all the communities we serve.”

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 workforce demographics

Below is a closer look at our workforce representation over the last 3 years.

Charts | Global gender and US race/ethnicity representation

Workforce diversity (regional)

%Men%Women

Charts | Our leadership representation⁴

See charts for gender by race representation in the US on pages 22 through 25 of the People and Culture Report.

View the full 2021 report

Charts | Representation of our new hires⁵

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

Index Egalité Femmes - Hommes France: 2019, 2020

¹Workforce representation data as of March 2019, August 2020, and March 2021. Please see the PDF version of the 2021 People and Culture Report for in-depth definitions.

²Representation percentage excludes employees who did not self-report race/ethnicity. Denominator for these figures is “total men and women in selected org.”

³Calculation includes our support workforce (typically referred to as customer service employees in industry terms), which consists of Community Specialists at our Centers of Excellence and Greenlight Hubs.

⁴Calculation includes executives and senior management Level 7 and above.

⁵New hire representation data for 2020 is as of August 2020, and the new hire representation data for 2021 is from April 2020 through March 2021.

EEO-1 Reports

United States

Diversity and Inclusion reports

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