Progress starts with taking a serious look at where we stand today and sharing results to drive accountability.
- Environmental, Social, and Governance
- People and Culture
- Government Transparency
- Political Engagement
Driver and courier well-being
Drivers and couriers overwhelmingly choose platform work because they value the flexibility to work when, where, and how they want, as reflected in various surveys conducted across multiple markets.
We continue to advocate for quality platform work that provides independent platform workers with flexibility, fair and transparent earning opportunities, access to social protection and benefits, meaningful representation, and learning and development opportunities.
Environmental sustainability and climate change
A zero-emission platform. That’s our goal, and we won’t stop until we get there. Because it’s the right thing to do—for everyone who relies on our platform, the cities we serve, and the planet we all share.
We started this journey in 2020 with a set of core commitments. We’re aiming to be net zero by 2040 across all Scope 1, 2, and 3 emissions. As part of getting there, we’ve set an ambitious goal of enabling 100% of rides on our passenger mobility platform to be completed in zero-emission vehicles (ZEVs), on micromobility, or on public transit by 2030 in the US, Canada, and Europe, and by 2040 in every market we operate in globally.
As part of our commitment to transparency and our aim to reach for the highest standards on climate-emissions accounting, planning, and disclosure, we align our reporting to the Sustainability Accounting Standards Board (SASB) and the Task Force on Climate-Related Financial Disclosures (TCFD).
People and culture
It’s essential that we attract and retain a diverse mix of people—people who are motivated and energized by our mission. We need go-getters who are looking to improve the way things work for everyone on our platform around the world. We know we won't be the right fit for everyone, which is why we’re committed to being clear about who we are and what it’s like to work at Uber.
We’re collecting data from employees to understand what matters to them most and why they stay and build a career here. We are using this insight to clarify our priorities and approach, and as a result we’re focused on 6 differentiated employee needs: pride, belonging and equity, growth, compensation, well-being, and trust. This human capital strategy ensures that we consider the needs of our diverse workforce and continue to create an engaging, equitable, and inclusive experience in each of these critical areas.
Our Board of Directors is committed to best-in-class corporate governance and firmly believes that we must be transparent with, and accountable to, our stockholders with respect to our culture, governance, and corporate responsibility. In our journey to build out a world-class public company governance structure, we have strengthened and developed a Board of Directors with a diverse set of backgrounds, skills, and experiences.
The ESG issues identified in our materiality assessment are important to the long-term success of our business and our business strategy. As such, and as appropriate, they are overseen by Uber’s Board of Directors and the Board’s independent Audit, Compensation, and Nominating and Governance Committees.
This report may contain forward-looking statements regarding our future business expectations, which involve risks and uncertainties. Actual results may differ materially from the results predicted, and reported results should not be considered as an indication of future performance. Please view our 2023 ESG Report for more.
Greenhouse gas emissions data in the report has been verified by LRQA. LRQA’s verification statement can be found here.