People and culture Hiring the Uber way: inclusive talent Diversity through hiring Attracting the right people Experiencing diversity at the recruiting stage At Uber, we’re committed to bringing in and Uber’s objective to increase diversity in hiring is Through the ERG Ambassador program, candidates developing diverse talent at all levels of our achieved by implementing processes throughout can speak to current ERG members with shared organization because it introduces new ways of the organization and measuring progress. The interests, giving them a sense of what Uber could thinking and brings unique perspectives to decision- Mansfield Rule was completely rolled out by June be like for them. It provides an opportunity for our making and problem-solving. We believe that diverse 2021, ensuring that we have considered women, candidates to meet with an ERG of their choosing teams make higher-quality decisions and can better LGBTQIA+ individuals, people with disabilities, and during their on-site or video interview to get greater serve a diverse customer base. We know we need underrepresented talent by requiring that a certain insight and understanding about the culture and to widen the industry’s definition of talent and percentage of candidates considered for leadership experience from someone who comes from a similar expand our search for great people, starting with the roles come from historically underrepresented groups. ethnic, gender, or affinity group. It's an informal diverse talent we already have at entry levels in our In terms of tracking progress, all global candidates conversation that will in no way be scored as part organization. When we bring people in, we also have will be asked to voluntarily complete a Candidate of the candidate's interview process. Additionally, to work hard to keep them here, and to sustain a Self-ID form, enabling aggregate reporting on through the ERG Ignite pilot program, we’re diverse pipeline of internal leaders. On the following military veterans or partners (MVP), people with partnering with ERGs to identify high-quality diverse pages are some examples of how we work to build disabilities, and LGBTQIA+ individuals. Engaging talent and to develop a community strategy to reach and maintain a healthy pipeline of diverse, high- current employees to attract new talent has also untapped talent pools. performing talent. proven to be positive. 2021 ESG Report 48