“We are Uber. The go-getters. The kind of people who are relentless about our mission to help people go anywhere and get anything and earn their way.” Uber is a global rideshare and delivery platform that uses digital technology to connect customers to drivers. Uber offers rideshares and the delivery of hot food and a wide range of other products. The mission of the company is to help people go anywhere while providing an opportunity for learning (Uber, 2024). The vision of the company is “We ignite opportunity by setting the world in motion” (Uber, 2024, para. 1). The strategic goals of the company are global expansion, a larger market presence, sustainability, and capturing the largest portion of the market from competitors. Uber has a few core values that resonate with their company outlook on consumers. Uber values listed on their website include Leadership, Diversity, and Integrity. Uber has an Uber's Ethics & Compliance Program that focuses mainly on scalable and effective compliance initiatives. Uber also focuses on safety measures including Seating policies, CDC recommendation. As touched in the SWOT analysis, Uber has been known to have both positive and negative reviews from their internal employees and the contractors that drive for them. Unfortunately for them, Uber has had more negative publicity, than good, attached to its brand since 2017. This negative publicity first stemmed from stories around sexual harassment, discrimination and a lack of support and resources. According to the article, Uber: A Case for Making HR a Priority ̶ From Day One, the previous CEO, Travis Kalanick, felt that HR was mainly to recruit and let go of talent ignoring the need for training, promoting health and well-being, providing adequate communication channels, meeting future employee demand, and preventing risks for the future of the company. Once Kalanick stepped down amid the numerous allegations, Uber focused its efforts on increasing diversity, equity, and inclusion initiatives (Vinopal, par.1) with hopes to transform the culture and morale within the company. Uber remained stable up until recently in May of 2023 when new issues arose from an internal panel titled “Don’t Call me Karen”. This panel was led by Uber’s chief diversity and inclusion officer, Bo Young Lee, who started shortly after Kalanick stepped down, and the new CEO, Dara Khosrowshahi, took over. The panel was just one of the few discussions a part of other sessions based on race, gender, and class. The topic of the “Don’t Call me Karen” panel focused on the harms brought to middle-aged white women being called “Karen” – a term coined for these women with strong senses of entitlement. The uproar of this panel came from employees of color who felt that the real issue, harms white people can inflict on persons of color, was essentially ignored, and ultimately downplayed, with the focus geared more towards the harm of using the pseudonym, “Karen” in the workplace. Employees expressed their concerns in two follow-up sessions; however, they were once again ignored and instead criticized on their response to the initial panel. Due to the backlash received from Lee’s session and the insensitive nature of not seeking feedback on items that could offend staff, Lee was placed on leave and the company found themselves having to revisit the underlying issues of class and race, and the lack of adequate communication channels within the workplace. Question: Itemization of the needs assessment and outline how you collected data on the problem. Refernce your work
“We are Uber. The go-getters. The kind of people who are relentless about our mission to help people go anywhere and get anything and earn their way.”
Uber is a global rideshare and delivery platform that uses digital technology to connect customers to drivers. Uber offers rideshares and the delivery of hot food and a wide range of other products. The mission of the company is to help people go anywhere while providing an opportunity for learning (Uber, 2024). The vision of the company is “We ignite opportunity by setting the world in motion” (Uber, 2024, para. 1). The strategic goals of the company are global expansion, a larger market presence, sustainability, and capturing the largest portion of the market from competitors.
Uber has a few core values that resonate with their company outlook on consumers. Uber values listed on their website include Leadership, Diversity, and Integrity. Uber has an Uber's Ethics & Compliance Program that focuses mainly on scalable and effective compliance initiatives.
Uber also focuses on safety measures including Seating policies, CDC recommendation.
As touched in the SWOT analysis, Uber has been known to have both positive and negative reviews from their internal employees and the contractors that drive for them. Unfortunately for them, Uber has had more negative publicity, than good, attached to its brand since 2017. This negative publicity first stemmed from stories around sexual harassment, discrimination and a lack of support and resources.
According to the article, Uber: A Case for Making HR a Priority ̶ From Day One, the previous CEO, Travis Kalanick, felt that HR was mainly to recruit and let go of talent ignoring the need for training, promoting health and well-being, providing adequate communication channels, meeting future employee demand, and preventing risks for the future of the company. Once Kalanick stepped down amid the numerous allegations, Uber focused its efforts on increasing diversity, equity, and inclusion initiatives (Vinopal, par.1) with hopes to transform the culture and morale within the company.
Uber remained stable up until recently in May of 2023 when new issues arose from an internal panel titled “Don’t Call me Karen”. This panel was led by Uber’s chief diversity and inclusion officer, Bo Young Lee, who started shortly after Kalanick stepped down, and the new CEO, Dara Khosrowshahi, took over. The panel was just one of the few discussions a part of other sessions based on race, gender, and class. The topic of the “Don’t Call me Karen” panel focused on the harms brought to middle-aged white women being called “Karen” – a term coined for these women with strong senses of entitlement.
The uproar of this panel came from employees of color who felt that the real issue, harms white people can inflict on persons of color, was essentially ignored, and ultimately downplayed, with the focus geared more towards the harm of using the pseudonym, “Karen” in the workplace. Employees expressed their concerns in two follow-up sessions; however, they were once again ignored and instead criticized on their response to the initial panel. Due to the backlash received from Lee’s session and the insensitive nature of not seeking feedback on items that could offend staff, Lee was placed on leave and the company found themselves having to revisit the underlying issues of class and race, and the lack of adequate communication channels within the workplace.
Question:
Itemization of the needs assessment and outline how you collected data on the problem.
Refernce your work
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