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Izgradnja raznolikih timova koji će služiti raznovrsnom sustavu

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.

Ciljevi rukovodstva u pogledu raznolikosti

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.

„Kao tvrtka koja potiče kretanje, naš je cilj osigurati slobodno i sigurno kretanje svih ljudi, bilo u fizičkom, ekonomskom ili socijalnom smislu. Kako bismo to ostvarili, moramo doprinijeti borbi protiv rasizma koji je sveprisutan u društvu i biti zagovornici jednakosti unutar i izvan svoje tvrtke.

„Jedna nam je stvar jasna: ne možemo se nadati da će naši proizvodi sami od sebe donijeti poboljšanja u pogledu jednakosti i pravednosti. Moramo iskoristiti globalnu rasprostranjenost, tehnologiju i svoje podatke kako bismo potaknuli brže promjene i postali tvrtka koja se još snažnije bori protiv rasizma; sigurnija tvrtka koja pruža veći doprinos uključivosti te pouzdan saveznik svim korisnicima kojima pružamo usluge.”

Dara Khosrowshahi, glavni izvršni direktor

Interesne grupe zaposlenika

Resursne skupine za zaposlenike Ubera podižu razinu osviještenosti o identitetu i intersekcionalnosti, a usto pružaju priliku za razvoj rukovoditeljskih vještina.

Mogućnost u Uberu

Uberova zajednica za skrbnike i zaposlenike s invaliditetom

Azijci u Uberu

Uberova azijska zajednica

Afroamerikanci u Uberu

Uberova zajednica za zaposlenike i suradnike crnačke rase

Jednakost u Uberu

Uberova zajednica za socioekonomsku inkluziju

Imigranti u Uberu

Uberova zajednica za imigrante

Vjerska tolerancija u Uberu

Uberova zajednica za ljude različitih duhovnih uvjerenja i kultura

Los Ubers

Uberova zajednica za hispanoameričke i latinoameričke zaposlenike i suradnike

Roditelji u Uberu

Uberova zajednica za roditelje i njegovatelje

Zajednica ponosa u Uberu

Uberova zajednica za inkluziju LGBTQ+ osoba i raznolikost

Mudraci u Uberu

Uberova zajednica za zaposlenike za sve generacije

Veterani u Uberu

Uberova zajednica za veterane

Žene u Uberu

Uberova zajednica za žene

Godišnje izvješćivanje o ljudima i poslovnoj kulturi

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.

Poslodavac koji pruža jednake mogućnosti

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.

Raznolikost, jednakost i uključivost i život u Uberu

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