Black gig staff converse out, Uber’s dedication to being anti-racist and Fb’s range report – theinformationsuperhighway

Welcome back to Tech at Work, a bi-weekly summary and analysis of the work as well as the diversity and inclusion in the technology.

This week we're looking at Uber's commitment to racism, chip buyers leaving the job, Facebook's diversity report, and Black Gig employees organizing against tech companies. Also hear from Karla Monterroso, CEO of CODE2040, about Tech's response to the recent US racial uprising.

"There are a lot of really well-intentioned people, but they say," Hey, get me in touch with all of your Black and Latinx people, "Monterroso said to me." We have definitely received requests for free access to our talent pool talk to people about the fact that even if you had access to your ability to make something out of it, the competencies needed to bring people into, nurture, and retain people are currently by Technology companies are not available. ”

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Uber is committed to being an anti-racist company

Uber's track record of diversity and inclusion was particularly rocky in the days of former CEO Travis Kalanick. The company's new CEO, Dara Khosrowshahi, seems to recognize this and says, "You are probably thinking that Uber is not exactly the company that you expect to speak out on this front." However, Uber has made a number of commitments on its way to becoming an anti-racist company.

But first we define anti-racism. From Ibram X. Kendi's book "How to be an Anti-Racist":

To be anti-racist means to think that nothing is behaviorally wrong or right with one of the race groups – inferior or superior. Whenever the anti-racist sees that individuals behave positively or negatively, the anti-racist sees exactly that: individuals who behave positively or negatively, not representatives of entire races. To be anti-racist is to deracialize behavior and remove the tattooed stereotype from every racialized body. Behavior is something people do, not races.

Here are some of Uber's most notable commitments:

• Double black representation in leadership (director roles and above) until 2025. Blacks currently make up only 3.3% of Uber's leadership team, while whites make up 59.9%.
• Extend the diversity report with data on intersectionality and self-identification. Race, gender, class, sexual orientation and disability status are closely related for people. Intersectionality is the concept that people are exposed to multiple layers of discrimination because of these overlapping identities.
• Create more opportunities for drivers, delivery agents and support staff to advance their careers. Uber has been talking about it at least since 2018.

Connected: According to Google Search Trends, the past year has been the greatest interest in anti-racism in the past five years.

Credit: Google Trends / MRD