Controversy
Uber Technologies logo |
Uber app logo |
After Fowler’s post went viral, Uber’s own CEO, Travis
Kalanick along with board member Arianna Huffington (yes, of Huffington Post),
chief of HR Liane Hornsey, and former U.S attorney general Eric Holder;
launched an internal investigation of the harassment complaints (Isaac, Uber’s Aggressive Culture, 2017). Uber hired Holder’s
law firm Covington & Burling and Perkins Coie (another law firm) as part of
the investigation. The latter reveled that, “there were 47 claims of sexual
harassment at Uber out of a total of 215 cases of sexual harassment, bullying,
retaliation and bias” (Silence equals complicity, 2017). The probe gave
truth to Fowler’s claims of the aggressive corporate culture of Uber. An
environment, “in which workers are sometimes pitted against one another and
where a blind eye is turned to infractions from top performers” (Isaac, Uber’s Aggressive Culture, 2017) to keep the company
going. The idea of this kind of attitude was plastered into the company’s own
core values. Which included items like, “making bold bets, being ‘obsessed’
with the customer, and ‘always be hustlin’.’ The ride-hailing service
particularly emphasizes ‘meritocracy,’ the idea that the best and brightest
will rise to the top based on their efforts, even if it means stepping on toes
to get there” (Isaac, Uber’s Aggressive Culture, 2017). In Holder’s report,
he described these values as being, “redundant or as having been used to
justify poor behavior” (Uber report, 2017). To grow quickly, “Uber
kept its structure decentralized, emphasizing autonomy among regional offices.
General managers are encouraged to ‘be themselves,’ another of Uber’s core
values, and are empowered to make decisions without intense supervision from
the company’s San Francisco headquarters. The top priority: Achieve growth and
revenue targets” (Isaac, Uber’s Aggressive Culture, 2017). These values have
allowed Uber to grow rather quickly as a name in Silicon Valley. As it kept
expanding, though, its own culture was starting to cause numerous problems.
Employees often tried to undermine their superiors and colleagues to get ahead,
managers at venues groping female employees (Isaac, Uber’s Aggressive Culture, 2017). All the while, “human
resources often made excuses for top performers because of their ability to
improve the health of the business. Occasionally, problematic managers who were
the subject of numerous complaints were shuffled around different regions;
firings were less common” (Isaac, Uber’s Aggressive Culture, 2017).
Eric Holder, Arianna Huffington, and Liane Hornsey |
Uber has since responded to these allegations by firing
about 20 of their employees, some of whom were senior executives (Newcomer, 2017). The aggressive tone
of Uber’s corporate culture was set by Travis Kalanick, “Under him, Uber has
taken a pugnacious approach to business, flouting local laws and criticizing
competitors in a race to expand as quickly as possible” (Isaac, Uber’s Aggressive Culture, 2017). Flaunting his ego
in one article in which, “he referred to Uber as ‘Boob-er’ because of how the company
helped him attract women” (Isaac, Uber’s Aggressive Culture, 2017). On June 21 after
pressure from Uber’s major investors, Travis Kalanick resigned from Uber. (Isaac, Uber Founder Resigns, 2017).
Stakeholders
Susan J. Fowler's picture from her blog (https://www.susanjfowler.com) |
Individualism
Uber's (former) CEO, Travis Kalanick |
Utilitarianism
#DeleteUber boycotts happen a lot. |
Uber’s core values are a big reason why Uber could be
considered a hostile work environment. Since utilitarianism focuses on
maximizing happiness, “for all conscious beings that are affected by the
business action” (Salazar, Case Manual, p. 17) they would look at
the company’s values as something that effects every employee at the company
and any potential talent that Uber would want to bring in. But does it affect
the customers? It’s hard to say because Uber’s customers only point of contact
with Uber is through their drivers, whom are independently contracted. This
goes back to the idea of Utilitarianism being for the “greater good”, thus utilitarians
could argue that if slavery doesn’t detract from the overall good then its
ethical (DesJardins, 2014, p. 34). In this scenario,
the overall good is the customer satisfaction that they get from using Uber. If
the drivers were considered employees and thus tied to those core values, then
it would directly affect the consumers, then the utilitarians would have enough
proof to determine this event to be unethical. Since this isn’t the case, the
utilitarians would have to consider the company’s other scandals until they
find something that makes the drivers, and thus the customers, much higher
stakeholders. Judging by how many scandals Uber had in the past, it wouldn’t be
too hard to find one.
Kantianism
The base definition of Kantianism is to “Always act in ways
that respect and honor individuals and their choices. Don’t lie, cheat,
manipulate or harm others to get your way. Rather, use informed and rational
consent from all parties” (Salazar, Case Manual, p. 17) Some of Uber’s
values fail to address that, thus causing the hostile work environment where
people lied, possibly cheated, manipulated and harmed others. Secondly,
harassment is “unwelcomed conduct” (Harassment), so there is
absolutely no consent from the other party, nor does it respect and honor any
individual who was a victim of it. From a Kantian standpoint, Uber would be
considered unethical.
Kantianism involves looking at this from a more analytical
standpoint then just its definition. Take one of Uber’s values for example, “the
idea that the best and brightest will rise to the top based on their efforts,
even if it means stepping on toes to get there” (Isaac, Uber’s Aggressive Culture, 2017). This would be
considered Uber’s maxim for action (Salazar, Kantian Business Ethics, p. 5). The first step has
already been done by Uber, they have clearly identified the action, which is to
become the best and brightest. (Salazar, Kantian Business Ethics, p. 5). However, the second
step involves evaluating if the maxim passes the Categorical Imperative, which
are the tests to see if the maxim is rational or not (Salazar, Kantian Business Ethics, p. 6).
The first of which is the Formula of Universal Law, which
means that everybody must be able to act to that maxim (Salazar, Kantian Business Ethics, p. 7). The first part of
Uber’s maxim seems too competitive and broad to be universal, and the second
part makes it sound like only the people who can step the hardest on other’s
without being stepped too hard on, will become the best and the brightest. So,
it fails the Universal Law test because it can only be followed by a handful of
people.
The second test is the Formula of Humanity, which is to
treat others as ends rather than means (Salazar, Kantian Business Ethics, p. 9). Which to break even
further down is to, “allow people to use their rationality and we should use
our own rationality, and we should never circumvent the use of rationality in
order to get something that we desire, even something that we think of as
rational and good” (Salazar, Kantian Business Ethics, p. 9). Uber’s maxim only
allows this when a person becomes the best and the brightest when their efforts
treat everybody fairly. The idea of stepping on people’s toes to rise is just
using others as a means. Which would fail this test because it’s not considered
to be using rational thinking.
Since it doesn’t even pass the tests, it can’t be Uber’s
maxim for action. Therefore, the Kantian would side with Susan.
Virtue Theory
Virtue theory states that people should, “Act so as to
embody a variety of virtuous or good character traits and so as to avoid
vicious or bad character traits” (Salazar, Case Manual, p. 17). Virtues are classified
as, “Any character trait that aids flourishing” (Salazar, Case Manual, p. 23); whereas the
opposite of virtues, vices, are “any character trait that inhibits flourishing”
(Salazar, Case Manual, p. 23). Uber’s character reflected
Kalanick’s character, thus the managers and the employees abide by those characteristics.
What is known about Uber’s core values and of Kalanick’s character is that they
exhibit the vices of competitiveness and self-interest. Although according to
Susan’s blog, she did experience a sense of autonomy, a virtue, when she was
working with her second team at Uber (Fowler, 2017). Plus, Uber’s
drivers are not bound to the corporate culture and values, only to their
ratings and income. Thus, they are much more likely to exhibit virtues than the
corporate employees would. The idea that the drives exhibit far more virtues
than the corporate employees creates this psychological dissonance that could
cause some of the drivers to quit. If Uber doesn’t change its views to be more in
line with their drivers, they aren’t going to last longer than they have been.
References
DesJardins, J. (2014). An Introduction to
Business Ethics (5th ed.). New York, New York, United States of America:
McGraw-Hill/Irwin.
Fowler, S. J. (2017, February 19). Reflecting on
one very, very strange year at Uber. Retrieved October 10, 2017, from
https://www.susanjfowler.com/blog/2017/2/19/reflecting-on-one-very-strange-year-at-uber
Isaac, M. (2017, February 22). Inside Uber’s
Aggressive, Unrestrained Workplace Culture. Retrieved October 7, 2017,
from The New York Times:
https://www.nytimes.com/2017/02/22/technology/uber-workplace-culture.html
Isaac, M. (2017, June 21). Uber Founder Travis
Kalanick Resigns as C.E.O. (The New York Times) Retrieved October 10,
2017, from The New York Times: https://www.nytimes.com/2017/06/21/technology/uber-ceo-travis-kalanick.html
Mannes, J. (2017, February 25). Everything we
know so far about Uber’s sexual harassment scandal. Retrieved October 7,
2017, from TechCrunch:
https://techcrunch.com/gallery/everything-we-know-so-far-about-ubers-sexual-harassment-scandal/slide/1/
Mannes, J. (2017, February 19). Former Uber
engineer says company ignored repeated reports of sexual harassment.
Retrieved October 10, 2017, from TechCrunch:
https://techcrunch.com/2017/02/19/former-uber-engineer-says-company-ignored-repeated-reports-of-harassment/
New York Times. (2017, July 22). Silence equals
complicity in workplace sexism. New York Times. Retrieved October 31,
2017, from US Major Dailies:
https://0-search.proquest.com.wildpac.wne.edu/docview/1921361701?accountid=29115
New York Times. (2017, June 14). Uber report: Eric
holder's recommendations for change. New York Times. Retrieved October
31, 2017, from US Major Dailies:
https://0-search.proquest.com.wildpac.wne.edu/docview/1909098549?accountid=29115
Newcomer, E. (2017, June 6). Uber Fires More Than
20 Employees in Harassment Probe. Retrieved October 10, 2017, from
Bloomberg:
https://www.bloomberg.com/news/articles/2017-06-06/uber-said-to-fire-more-than-20-employees-in-harassment-probe
Salazar, H. (n.d.). Kantian Business Ethics.
Retrieved October 10, 2017
Salazar, H. (n.d.). The Business Ethics Case
Manual. Retrieved October 10, 2017
U.S. Equal Employment Opportunity Commission.
(n.d.). Harassment. Retrieved October 10, 2017, from EEOC:
https://www.eeoc.gov/laws/types/harassment.cfm
Uber Technologies Inc. (n.d.). Driving jobs vs
driving with Uber. Retrieved October 10, 2017, from Uber:
https://www.uber.com/driver-jobs/
Michael, I thought that your blog post was very well written and well done. The pictures you used were very relevant and you had an abundant amount of quotes and good sources. This whole situation is alarming and also disgusting that Uber tried to sweep this under the rug. I'm surprised that a company as big and well known as Uber even tried to get away with something like this. I don't recommend any changes to this post and think that it should be revised as you see fit for the final paper.
ReplyDeleteMichael, I enjoyed reading your blog as it was very informative on what was going on within the company of UBER. I found this situation to be alarming due to the fact that there were many complaints of sexual harassment and nothing was done right away. Your pictures were very helpful as they showed the faces of the people who are involved in this situation and who are in charge of UBER. I think you are on the right track to your final paper.
ReplyDeleteI use UBER frequently when I go out with my friends on the weekends. This is extremely alarming knowing that these cases happen and nothing is being done to fix it. All your points were solid and very informative. You went into great detail about each section and made it an easy read. Your paper is going to be amazing. Best of luck!
ReplyDeleteMichael - great job on your blog! I find it really informative due to the fact that I use Uber pretty frequently. All points you made very clear and in-depth, again great work.
ReplyDelete