These are the 47 things Uber has agreed to do to change its company culture

For Uber to get past its series of scandals and transform itself into a kinder, gentler Uber 2.0, it will likely have to follow a long and winding path.

Fortunately for the ride-hailing company, former US Attorney General Eric Holder has given it a roadmap.

On Tuesday, Uber released the report from Holder and his private law firm that was based on their months-long investigation into harassment, discrimination, and retaliation at the company. The report recommended 47 steps the company should take to turn around its culture.  

The recommendations focus on four key themes: trust, transformation, accountability, and the ‘tone at the top’. Already, Uber’s board has agreed unanimously to follow the suggestions, and CEO Travis Kalanick has taken a leave of absence, allowing the company to start with a blank slate. 

Here are all 47 recommendations — and what they mean for the $69 billion company:

SEE ALSO: Some Uber employees still plan to quit, they said on an anonymous app

SEE ALSO: The life and rise of Travis Kalanick, Uber’s controversial billionaire CEO

Changes to leadership

• Review and reallocate the responsibilities of Travis Kalanick: While Kalanick takes time off, the company is going to divvy up some of his duties. In some cases, other executives will share those responsibilities with him. In other cases, they will take them completely off his plate.  

• Use the search for a chief operating officer to identify candidates who can help address the report’s recommendations: Uber had already been looking for a COO. Now, Uber’s board will focus on finding a candidate who can take over the running of the company’s day-to-day operations and overseeing its corporate culture.

• Use performance reviews to hold senior leaders accountable: Company leaders will be specifically assessed on their efforts to build an inclusive, happy, and diverse team. 

• Increase the profile of Uber’s head of diversity and the efforts of his organization: The head of diversity role will become a C-level position. But there’s no word on whether Bernard Coleman, who currently holds that role, will automatically be promoted. 

• Employment actions: Uber’s HR department will take certain unspecified actions delegated to it by the company’s board of directors and the special committee of the board that oversaw the investigation.

Enhance board oversight

• Enhance the independence of the board: Uber’s board is getting restructured to provide better oversight of its management team. The board will make space for new members with no ties to the company but who have previous experience as corporate directors.

• Install an independent chairperson of the board: This chairperson would fill the gap in the independent oversight of managers and show the world Uber means business when it comes to overhauling its culture. 

• Create an oversight committee: The new board committee would potentially monitor senior managers’ compliance with new company values and their commitment to promoting an ethical environment. 

• Use compensation to hold senior leaders accountable: Efforts at diversity and inclusion will become factors in executives’ compensation. Senior managers could also be put on probation until they prove they can perform. 

 • Nominate a senior executive team member to oversee implementation of any recommendations: A executive with good standing with employees will be nominated to oversee the implementation of the recommendations. 

Internal controls

• Implement enhancements to the audit committee: Uber’s internal auditor will be able to direct employee complaints and concerns directly to a newly-empowered audit committee on the company’s board, rather than to Uber’s CEO or management team. The audit committee will have the authority to investigate and respond to such complaints. 

• Implement enhancements to Uber’s internal controls: Employees won’t get reimbursed for travel and other expensive that aren’t consistent with Uber’s policies. 

• Human resources record-keeping: A new system for tracking complaints will be able to raise red flags when multiple complaints have been lodged against particular employees or within specific divisions.  

• Track agreements with employees: Employee settlements and separation agreement will be logged to ensure consistency and compliance with their terms.


See the rest of the story at Business Insider

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