SHRM reports on Uber’s second annual diversity report, in which the company’s leadership states they “still have a lot of work to do.” Plans to improve diversity representation at Uber include new leadership programs for women and underrepresented groups, as well as enhanced recruiting and hiring strategies.
Uber is "making positive strides" to be more diverse and inclusive, observes Audra Jenkins, SHRM-SCP, chief diversity and inclusion officer at Randstad North America. "Every company struggles with the right balance of diversity," she says. "They're going to have to look deep and long and hard on what their recruiting goals are.”
In the article, Jenkins provides suggestions for employers, such as Uber, that are considering ways to improve their diversity and inclusion strategies — from determining what roadblocks are preventing women from taking leadership positions to assigning mentors to help groom new hires for higher-level roles. She also recommends improving diversity among the hiring team and adding retention efforts to keep diverse talent with the company. Meanwhile, Jenkins praises Uber's use of structured interview questions and encourages values-based interviewing to further mitigate bias.
About the Author
As chief diversity and inclusion officer, Audra is responsible for working with Randstad’s U.S. operating companies to further diversity strategies both internally and externally to elevate the diversity mission for our customers and Randstad overall. In this role, Audra provides clients across the organization with guidance for effective strategies in diversity, inclusion, veterans and compliance. Audra also helps run Randstad’s Hire Hope program, designed by Randstad to provide career readiness training and job placement services to underserved and at-risk women, including survivors of exploitation and trafficking.Follow on Google Plus Follow on Twitter More Content by Audra Jenkins