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Uber’s shift toward creating a more safe, inclusive and enjoyable culture

It’s no secret that Uber has had a pretty wild year.

First came the allegations of sexism and sexual harassment. Then, a weird video emerges of the company’s then-CEO, Travis Kalanick, bullying an Uber driver. And then, there’s the lawsuit from Google’s self-driving department, Waymo, alleging Uber stole critical technology. Everything culminated in June 2017 when Kalanick stepped down from his role as CEO (he still has a seat on Uber’s board of directors).

Filling his role is Dara Khosrowshahi, long-time CEO of Expedia. “This company has got to change,” Khosrowshahi said during his first company all-hands meeting on August 30, 2017.

And so far, that’s exactly what’s happening.

Though only in his new role of CEO for a couple of months, it’s clear Khosrowshahi does not plan to replicate the mistakes of his predecessor. Instead, Khosrowshahi is focused on ushering in a new era for Uber’s company culture. Be sure to see our Watson personality comparison between Travis and Dara.

Here’s what we’ve seen so far:

#1. Uber’s Values are Changing

While no public list of Uber’s 14 core values exists, former attorney general Eric Holder’s investigation into Uber’s culture found a slew of what Uber’s CHRO called “aggressive individual behaviors.” Included in those behaviors were “toe-stepping” and “principled confrontation,” both of which have been scrapped in light of Uber’s cultural transition. New values — which are being crowdsourced from Uber’s 12,000 corporate employees — will focus on “teamwork, collaboration, and joy at work” according to the CHRO.

#2. The Diversity Program is Getting a Major Facelift

One of the big announcements from Uber leadership was the creation of a diversity officer position in Uber’s C-suite. Though the company does have a current head of diversity, it’s unknown whether he will be promoted or a new, outside hire will be made for the role. In addition to the CDO position, Uber leadership is making a big investment in several other diversity programs, including a diversity advisory board, a mentoring and sponsorship program focused on career development for women and minorities, and improved recruiting practices.

#3. Better Leadership Coaching

While Kalanick himself is going through leadership coaching, leaders across the company at all levels can soon expect to do the same. Mandatory training for senior management and executive team members will be rolled out in addition to a new coaching curriculum being piloted with all North American managers. Should the pilot prove successful, the program will be rolled out globally in 2018.

#4. A New Focus on Work-Life Balance

The company has made a series of adjustments focused on dismantling the “always be hustling” culture of the Kalanick-era to give people more time with their families. Employees with kids or long commutes will have the flexibility to work from home more often. Also, the employee dinner — which was previously served at 8:15 pm each night — has been bumped up to 7:00 pm.

#5. An Improved Complaint Process

Considering Uber’s troubles began with the sexual harassment claim from a female engineer, Uber is making improvements to its HR processes for complaints. In addition to increased headcount in human resources to adequately write and administer processes and procedures, Uber has created an “integrity hotline,” allowing employees to raise issues anonymously.

Uber’s Road to Improvements

While there’s still a steep road to climb, Uber seems to be making swift improvements geared toward creating a more safe, inclusive, and enjoyable culture for employees.

If you’re interested in learning more about working for Uber, Paysa can help. In addition to a robust database of salary information, you can find open Uber jobs and learn more about the company on our blog.

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Author: Paysa