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The meat of the document is missing. It states the situation that triggered the investigation, describes the process followed, and gives the recommendations. B

The meat of the document is missing. It states the situation that triggered the investigation, describes the process followed, and gives the recommendations. But it doesn't tell us what they learned through the process.

SilasX 9y ago
I agree. The thing everyone wants to know is (stuff like), how did it get to the point that HR employees believed: 1) They should lie about "oh it was this guys first offense". 2) A bad performance review for reporting someone's sexual advances "isn't retaliation because we said you could transfer". 3) It's better to just buy jackets for the men than to buy no jackets or to pay more for the women's. I mean, you can kind of loosely guess at it from the recommendations, but nothing direct.
- jldugger 9y ago
  > They should lie about "oh it was this guys first offense". There's some implied reasons in the language, though we can't tell whether that was a direct consequence. > Human Resources Record Keeping > Uber should ensure it has appropriate tools, including complaint tracking software, to keep better track of complaints, personnel records, and employee data. > For example, if a complaint is substantiated but results in discipline other than termination of employment, relevant stakeholders should be able to easily identify whether prior complaints have been lodged to ensure that appropriate action is taken with respect to repeat offenders. Likewise, senior managers should be able to track whether certain organizations or managers give rise to multiple complaints such that intervention with the manager is needed. Uber should also emphasize the importance of recordkeeping to all Human Resources staff, and impose consequences for failure to adhere to recordkeeping requirements. Seems unlikely, given that Uber released it themselves, that the report would provide any sort of self-incriminating evidence. So all we can really do is read between the lines and #deleteuber.
- azernik 9y ago
  There's some stuff that is interesting in that the recommendations indicate what wasn't done. In addition to what jldugger pointed out, for example, they apparently were not doing any training for: 1. HR about how to handle complaints. 2. Managers about... well, anything? But particularly, they did not include any policies on harassment. 3. Employees in general for how to interview candidates. EDIT: And reading through: On harassment policies: "Human Resources should emphasize the importance of adhering to the existing policies and codes of conduct for work events such as offsite conferences and meetings, including those held at hotels and resorts. It should not be necessary to draft separate policies for these events. Policies should be applied consistently throughout the organization. No special treatment should be given to any employee, regardless of level, tenure, or past performance." Seems to jibe pretty well with Fowler's story and others. EDIT 2: And they even emphasized it in a separate bullet point! "Policies and practices should be applied consistently throughout the organization. No special treatment should be given to any employee, regardless of level, tenure, or past performance." On substances: "With respect to alcohol consumption at after-hours work events and at other work-sponsored events, Uber should consider limiting the budget available to managers for alcohol purchases, restrict reimbursement for alcohol-related events, and include training for managers on appropriate events for retreats and out-of-work events." That whole section on the internal transfer process ("Remove Transfer Barriers") speaks to a lot of issues Fowler brought up, e.g. "An individual evaluator can determine whether the employee is requesting a transfer for reasons relating to a difficult or divisive work environment, or if a supervisor is attempting to block a transfer for improper purposes." Etc. etc.
- DannyBee 9y ago
  They always intended to only release the recommendations. This isn't a public trial with only non confidential witnesses. The only way that kind of stuff comes out is through the text of depositions (which tends to have its own issues, like people not wanting to be involved because it won't be confidential)
um_ya 9y ago
Source was nytimes.com what do you expect?
austenallred 9y ago
That seems to be very much intentional

SilasX 9y ago

I agree. The thing everyone wants to know is (stuff like), how did it get to the point that HR employees believed: 1) They should lie about "oh it was this guys first offense". 2) A bad performance review for reporting someone's sexual advances "isn't retaliation because we said you could transfer". 3) It's better to just buy jackets for the men than to buy no jackets or to pay more for the women's. I mean, you can kind of loosely guess at it from the recommendations, but nothing direct.

jldugger 9y ago
> They should lie about "oh it was this guys first offense". There's some implied reasons in the language, though we can't tell whether that was a direct consequence. > Human Resources Record Keeping > Uber should ensure it has appropriate tools, including complaint tracking software, to keep better track of complaints, personnel records, and employee data. > For example, if a complaint is substantiated but results in discipline other than termination of employment, relevant stakeholders should be able to easily identify whether prior complaints have been lodged to ensure that appropriate action is taken with respect to repeat offenders. Likewise, senior managers should be able to track whether certain organizations or managers give rise to multiple complaints such that intervention with the manager is needed. Uber should also emphasize the importance of recordkeeping to all Human Resources staff, and impose consequences for failure to adhere to recordkeeping requirements. Seems unlikely, given that Uber released it themselves, that the report would provide any sort of self-incriminating evidence. So all we can really do is read between the lines and #deleteuber.
azernik 9y ago
There's some stuff that is interesting in that the recommendations indicate what wasn't done. In addition to what jldugger pointed out, for example, they apparently were not doing any training for: 1. HR about how to handle complaints. 2. Managers about... well, anything? But particularly, they did not include any policies on harassment. 3. Employees in general for how to interview candidates. EDIT: And reading through: On harassment policies: "Human Resources should emphasize the importance of adhering to the existing policies and codes of conduct for work events such as offsite conferences and meetings, including those held at hotels and resorts. It should not be necessary to draft separate policies for these events. Policies should be applied consistently throughout the organization. No special treatment should be given to any employee, regardless of level, tenure, or past performance." Seems to jibe pretty well with Fowler's story and others. EDIT 2: And they even emphasized it in a separate bullet point! "Policies and practices should be applied consistently throughout the organization. No special treatment should be given to any employee, regardless of level, tenure, or past performance." On substances: "With respect to alcohol consumption at after-hours work events and at other work-sponsored events, Uber should consider limiting the budget available to managers for alcohol purchases, restrict reimbursement for alcohol-related events, and include training for managers on appropriate events for retreats and out-of-work events." That whole section on the internal transfer process ("Remove Transfer Barriers") speaks to a lot of issues Fowler brought up, e.g. "An individual evaluator can determine whether the employee is requesting a transfer for reasons relating to a difficult or divisive work environment, or if a supervisor is attempting to block a transfer for improper purposes." Etc. etc.
DannyBee 9y ago
They always intended to only release the recommendations. This isn't a public trial with only non confidential witnesses. The only way that kind of stuff comes out is through the text of depositions (which tends to have its own issues, like people not wanting to be involved because it won't be confidential)

um_ya 9y ago

Source was nytimes.com what do you expect?

austenallred 9y ago

That seems to be very much intentional