People and culture Our racial equity commitments Sustaining equity and belonging for all Transparency on our progress: With strong Additionally, we launched an Inclusive Recruiting commitments, it’s important to hold ourselves training course to leadership teams across Mobility Diverse teams for diverse customers: To further accountable and keep our audiences engaged with the and Marketing that includes a deep dive into the expand the pipeline of Black and other work we’re accomplishing. This year, we’re executing a Mansfield Rule to get back to the basics of recruiting underrepresented technical workers, we’re comprehensive plan for sharing representation data with our talent acquisition partners. broadening our internship and fellowship programs with our internal and external audiences. Transparency Accountability for senior leaders: In order to keep in partnership with trusted global NGOs. clarifies our biggest opportunities as well as enables our leadership teams committed to meeting our Pay equity, full stop: Four years ago, we analyzed the sharing of our wins. goals, we tied the compensation for our most senior our salary data and made adjustments to achieve Double the talent pipeline: We’re creating pathways executives to company-wide diversity goals. The pay equity on the basis of race and gender and we for drivers, delivery people, and Uber customer DEI key performance indicators we established continue to analyze annually and continue to see pay support staff, many of whom are people of color, to consisted of growing the percentage of women parity across all groups. advance their careers. We aim to double the pipeline at Uber’s manager level and above to 35% and Double Black representation in leadership: of people who want to pursue corporate or other growing the percentage of US underrepresented Within our organization, we plan to double Black opportunities within Uber by 2025. populations (URPs) at the senior analyst level and representation in leadership* by 2025 through Training on cross-cultural management: We above to 14%. We also launched a formalized DEI pipeline development and hiring. The Uber Executive understand it’s our responsibility as an organization strategic planning process for 2021. In that process, Networking (UEN) program was rolled out to to help managers create an inclusive environment. the CEO’s direct reports and senior directors and proactively cultivate relationships between members Training for all Uber managers on inclusive above with teams of 100 people or more—about 50 of the Executive Leadership Team (ELT) and external management and cross-cultural competency is leaders total—established comprehensive plans and Black, female, and Latinx executives. planned for the second half of 2021 through 2022. operational targets to improve representation of women and URPs in the US at all levels. 2021 ESG Report 46