Resolved clauseResolved: Shareholders request that Uber Technologies, Inc. (the Company or Uber) publish annual reporting, prepared at reasonable cost and excluding proprietary information, disclosing its employee retention rates by the categories the Company is currently required to track under applicable state or country laws, such as veteran status, age, gender, race, and disability status.
Whereas clauseAs Uber wrote in its 2025 annual report: ?Our success depends in large part on our ability to attract and retain high-quality management, operations, engineering, and other personnel ? Challenges related to our historical culture and workplace practices and negative publicity we experience have in the past led to significant attrition and made it more difficult to attract high-quality employees ? Future challenges related to our culture and workplace practices or additional negative publicity could lead to further attrition and difficulty attracting high-quality employees.? [1] As it referenced, Uber has faced significant workforce culture controversies. In 2017, employees claimed harassment , discrimination and a toxic workplace culture; the allegations were a driving force in Uber?s change in executive leadership. [2] , [3] However, concerns about the company?s culture remained. Internal Uber data estimated that 20 percent of employees left the company in 2021. [4] While Uber currently discloses its U.S. workforce composition data through its EEO-1 form, it does not currently provide investors with information on whether it successfully retains talent across demographic groups or the countries in which it operates. High turnover imposes recruitment, onboarding, and training costs. Gallup estimates employee-related turnover costs at 80 percent of annual salary for professionals in technical roles. [5] As employees leave, they take with them institutional knowledge, customer relationships, and process memory. Frequent staffing disruption impairs operational efficiency, safety, and team cohesion. [6] Conversly, strong retention rates signal a healthy internal culture; one where employees have confidence in the future of the company. For Uber, poor retention may lengthen the time needed for product improvements or development, reduce effectiveness of safety, trust, and compliance activities, and lengthen customer support response times. As the company operates on an international scale, it may also reduce cohesion and connection across global teams. Employers such as Microsoft, Visa, Procter & Gamble, Bank of America, Netflix, and Pfizer already disclose retention or attrition data by demographic group, showing whether any demographic is exiting disproportionately. The collection and assessment of retention rate data is possible in all major workforce management databases; it is a standard human resource practice. Human capital management reflects a company?s contribution to economic security and workforce stability which are recognized public policy concerns that rise beyond routine operational matters. Retention rates are a clear indicator of the success of a company?s human capital management practices. A note on the request: This request seeks disclosure only; it does not seek changes to any particular retention programs, targets, or operational decisions, and it leaves decisions about formats, benchmarking, and disclosure location to the Company?s discretion. [1] https://www.sec.gov/ix?doc=/Archives/edgar/data/0001543151/000154315125? [2] https://www.nytimes.com/2017/02/22/technology/uber-workplace-culture.ht? [3] https://www.theguardian.com/technology/2017/jun/20/uber-ceo-travis-kala? [4] https://markets.businessinsider.com/news/stocks/uber-losing-employees-h? [5] https://www.gallup.com/workplace/646538/employee-turnover-preventable-o? [6] https://www.researchgate.net/publication/211392097_The_Cost_of_Employee? ;