An Inside Look at How Were Changing Uber

An Inside Look at How Were Changing Uber Below is an article originally written by Liane Hornsey, the SVP seismic retrofitting is not. I want you to know that Uber is doing the hard and necessary and often invisible work to transform urselves from the inside out. The fact that employees keep asking the question is a good sign. Rather than being too focused on the superficial, I believe they are anxious for us to tell our story because they can feel the change.As I said in my last blog, my goal is to make Uber the most inclusive company on the planet where all employees feel safe, supported and empowered to be successful. The past year has been an incredible journey and weve made meaningful progress with the introduction of our cultural norms revamping our end-to-end hiring practices and performance management process implementing and retaining pay equity in the aggregate between women and men and between all racial groups and other initiatives weve undertaken as a result of deeply l istening to our employees needs and figuring out how to be more responsive, transparent, inclusive and caring in everything we do.In our internal policies, for example, we put a lot of effort into adding and improving benefits that support families. We established global standards for parental leave to support both women and men in taking healthy time off to welcome a new child, and introduced new policies for telecommuting and part-time work to accommodate more flexible ways of working. We hosted Take Your Children to Work Day a few weeks ago and I was delighted to see many more employees participating and showing off their workplace to their toddlers. It was a really joyful day. My hope is that we are becoming an employer of choice because of what we have learned and continue to learn by listening, and how we are responding with big, bold moves in the right direction.We are starting to see some encouraging results in our workforce representation, although we still have more to do. In April we shared our 2018 Diversity Report that showed modest progress on the proportion of women in the workforce (+1.9%), women in tech (+2.5%), and women in tech leadership (+4.3%) compared to 2017. We also saw gains in the proportion of underrepresented groups in leadership (+2.5%) and in tech (+3.1%). For the first time, we gave employees the option to voluntarily self-identify as LGBTQ so that we could get a more accurate and inclusive snapshot of our employee base. And weve brought in a new chief diversity survivors will be able to settle their claims without a confidentiality provision and we will publish a safety transparency report and help develop an open-source, standard taxonomy for classifying incidents so that overall reporting is more accurate.These changes may seem symbolic or abstract, but I want to emphasize how truly meaningful they are. Combined with the new safety features we rolled out a month ago, Uber is stepping out in front to play a bigger role in ens uring that all of our constituents can have a safe experience, and in the unfortunate event that they dont, they are able to seek redress in a way that is fair and transparent and respects their dignity.Im proud that weve come so far and were taking action in a way that isnt just skin deep but is lasting and profound. It may not be something you can easily see, but I certainly hope that as a rider, driver, eater, courier, employee or member of our community, you will feelour commitment to change.Thank you and lets move forward together.Liane