Investing in our people and culture
In 2022, Uber continued to build on the groundwork and foundational changes that we’ve laid out over the past 5 years. Our company remained agile and committed to our diversity, equity, and inclusion (DEI) journey in a year that saw businesses encountering 2 very different halves: concentrating on post-pandemic growth and recovery in the first 6 months and preparing for future economic uncertainty in the last 6. In the face of such challenges, we could have easily deprioritized DEI progress, but Uber remains focused on embedding DEI to foster an environment of belonging, purpose, growth, and trust.
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.
Leadership’s commitment to diversity
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 and tracking progress around representation on their teams.
“Retaining and engaging diverse talent who are deeply aligned to our values is critical in order to accomplish our mission to reimagine the way the world moves for the better. In 2022, we continued to invest in an employee experience that enables our people to do their best work. We made great strides in fostering diversity, equity, and inclusion globally. We enhanced our approach to employee development, making Uber the best place to build a long-term career. As we emerge from the COVID pandemic, we have adopted a new hybrid work approach that allows us to benefit from reconnecting with our colleagues in person while retaining a high degree of individual flexibility and productivity. Overall, I am proud of the work we did in 2022 and look forward to the impact that our people will have on the world as a result.”
Nikki Krishnamurthy, Chief People Officer
Our workforce demographics
At Uber, we’re diligent about tracking our demographic data and holding ourselves accountable for creating equitable employment opportunities for women globally and underrepresented people (URP) in the US. That said, incremental improvements are not always linear, but in conjunction with our Board of Directors we continue to monitor the indicators and associated progress.
Workforce diversity (global)
Workforce diversity (US)
Workforce diversity (regional)
Workforce diversity (global)¹
Workforce diversity (US)²
Representation of new hires
Representation of new hires
% by race representation of new hires
¹Numbers reflect demographic data on the following dates: 2023 as of December 2022, 2022 as of December 31, 2021; 2021 as of March 31, 2021; 2020 as of August 31, 2020; 2019 as of March 31, 2019. Additional information pertaining to workforce representation data for previous years can be found in the respective reports. For more demographic data, including information regarding time frames and category definitions, please reference our full ESG report.
Previous People and Culture Reports
Each year, we publish our People and Culture data 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 goals. The report is a critical component of our approach to increasing transparency around our workforce data and human capital practices. See the links below for access to our past years’ standalone reports.