I didn’t find it particularly sexist when Uber board member David Bonderman commented that more women on the board would mean more talking. Before reading Susan Fowler’s blog about her time as an engineer at Uber, I assumed the culture there was no worse than any company run by a bunch of smart-ass guys. Something along the lines of the ad agency world back in the day, like when my boss would flip through Playboy while I read my work aloud to him.
But Fowler’s account reflects a maddening experience in a culture of gender bias that’s deeply systemic. Ousting CEO Travis Kalanick is not going to instantly eradicate a pervasive attitude of permissiveness toward sexual harassment and discrimination. The board at Uber has a long uphill slog ahead if they’re hoping to change the culture in a meaningful way.
Having more women in top leadership positions would help, but high-level women have been leaving the company in droves. According to Fowler’s calculations, the Uber workforce was 25 percent female a year ago and now is at less than six percent. Whether women have left because of sexism or due to the chaotic state of the business, they’ve left a vacuum that may need to be filled by women coming from outside the company.
At Tribe, we often work with large companies interested in shifting their cultures. I’ve been thinking lately about what we would recommend Uber do now, and I have to tell you, just the thought of the work ahead of them makes me feel exhausted. So much real change would have to happen, from new leadership all the way through operations, before the culture even begins to budge.
Communicating that cultural change will be easy enough — once the change is real. But slight improvements or superficial changes won’t move the needle. In this case, there will have to be a seismic sea change to change the reality of the culture at Uber.
It will be difficult, and it’s possible the board will decide such an uphill battle isn’t worth it. Maybe they’ll just let boys be boys and take the lumps.
The worst mistake they could make would be to claim the culture has shifted when it hasn’t. That would only backfire — and undermine whatever trust in leadership remains.
Have a cultural issue that’s not quite as bad as Uber’s? Tribe can help.