Recent events at Uber provide a glimpse inside the problem of employment discrimination and lack of diversity in America’s workplaces and suggests corporate approaches to remedy the widespread practice.
The problems at Uber came to light when an ex-employee recently blasted the company in a blog post, saying that she was a victim of sexism and discrimination while working at Uber.
The post alleging sexual harassment, retaliation and lack of diversity at the company prompted Uber to retain the services of former U.S. Attorney General Eric Holder and his firm to take a look and make suggestions on how to improve the work environment.
The subsequent report revealed that while some problems were specific to Uber, many of the issues in question are all too common in companies across the nation.
Among the recommendations to get Uber back on track:
- Using blind resumes or auditions when considering potential job candidates to limit employment discrimination. If hiring is based on experience and qualifications alone, there is less chance of discriminating against an applicant based on sex, gender, race, religion, ethnicity, national origin, age or disability – all protected classes under the law.
- Also suggested is that Uber adopt the Rooney Rule. Used in the National Football League, the rule recommends that at least one minority candidate be interviewed for management and coach positions. This practice has shown to improve diversity among the NFL ranks.
- Because the former Uber employee felt like her complaints of sexism and discrimination went unanswered, Holder’s firm has advised Uber to set up a system for receiving and tracking complaints. Not only will an employee be heard, but a company can get a read on the overall climate when there is a process in place.
- It is important for senior management to set the example, of course. Empowering someone at the top to take responsibility for diversity and inclusion is key to the organization’s success.
- Finally, as the saying goes, “money talks”. One sure fire way to motivate those in the corporate world is to tie ethical business practices, diversity and inclusion, and other desirable practices to executive compensation. To encourage employees at companies such as Uber to “do the right thing”, adding (or taking away) a monetary incentive goes a long way.
The allegations of unaddressed discrimination and retaliation at Uber are unfortunately indicative of other employees’ experiences in the corporate world. Holding companies accountable for sexual harassment, sex discrimination and retaliation in the workplace are important to protect employees’ rights. If you have been a victim of sexual harassment or discrimination based on sex, gender, race or other protected groups, contact an employment law attorney that focuses on workplace sex discrimination, sexual harassment and retaliation to obtain justice and hold the responsible parties accountable.
Contact an Iowa Sexual Harassment Retaliation Attorney
Attorney Marc Humphrey has been practicing civil litigation for over three decades and he takes pride on giving each of his clients the best representation and opportunity to obtain justice. Marc Humphrey offers free consultations, free case review, and there are never any fees until after the trial or until the company offers a settlement that is acceptable. Contact Humphrey Law Firm, PC at 515-331-3510 or fill-out our online form.