People and culture Hiring the Uber way: inclusive talent Retention In 2020 and 2021, we have worked to formalize and expand our internal Fairness Our goal is to help employees be their best selves by providing programs and Working Group (FWG). The FWG has more than 30 members from across the resources that promote health and productivity. This helps our diverse employee company—a mix of lawyers, data scientists, product managers, policy experts, and base manage life’s expected and unexpected events. Globally, Uber offers members of Uber’s ERGs, who meet regularly to review and evaluate the fairness competitive benefits packages to our employees and their families. We strive for implications of new product and business initiatives. They help us capture a traditional benefits as well as offerings tailored for our unique population. greater diversity of perspectives when conducting fairness assessments. Global Self-ID View our full 2021 People and Culture Report here. In our Global Self-ID anonymous survey, we asked our Board of Directors and Uber employees around the world to voluntarily share with granularity how they identify, so we can better recognize and support the diverse populations already represented in our workforce. In addition to asking about race, ethnicity, sexuality, and socioeconomic status, we included questions about gender identity, veteran status, disability, and caregiver status. The Global Self-ID program is ongoing. We look forward to digging into the data in the coming months, because recognizing the complexity of our authentic selves, celebrating differences, and ensuring that every Uber team member feels seen, heard, and valued are essential to fostering a more welcoming Uber. 2021 Fairness Working Group People and Culture Marketplace fairness: We launched a Fairness Research Team, dedicated to Report measuring and understanding the impact that our pricing, matching, and safety products have on users from underserved communities. 2021 ESG Report 49