Case 3-1
Summary
Uber offers a transportation service at your fingertips outside of public transportation and bus services. In
doing so, Uber offers a nontraditional organizational structure, where customers use smartphones to
connect with drivers who use their own cars, essentially eliminating the middleman. Uber’s
organizational structure reflected this, as Uber’s management was not in the car service, but in
technology, facilitating the infrastructure to arrange for car service. As an international technology firm,
Uber had to make sure they understood the needs of their employees, specifically minorities and women.
It was noted that Uber released their first diversity report on March 28, 2017, 1 month following these
accusations. The diversity report indicated that women and non-White employees were underrepresented
at the firm. In response, the Chief Human Resources Officer at Uber issued a statement detailing the
company’s next steps in recruiting and creating a more diverse and inclusive workforce.
Analysis
Instructor discussion should involve the different types of sexual harassment. In this case, it is explicitly
stated that the treatment to Susan Fowler created a hostile work environment. However, it could also be
implicitly stated that quid pro quo harassment also occurred (or may have accelerated in the future), as the
individual harassing Fowler was her manager.
Questions
1. Susan Fowler’s complaint of being the target of sexual harassment by her manager would be
categorized as falling under which employment law?
Sexual harassment falls under the jurisdiction of the Civil Rights Act of 1964. This act defines sexual
2. Which type(s) of harassment was Ms. Fowler exposed to?
There are two forms of sexual harassment: quid pro quo and hostile work environment. Quid pro quo is
3. What actions, if any, has Uber taken to limit their liability relative to sexual harassment charges?
The four actions a firm can take to reduce their liability for sexual harassment include: developing a
policy statement making it clear that sexual harassment will not be tolerated, communicating that policy
4. Uber’s diversity report indicates that 36% of Uber’s workforce is made up of women (15% in technical
jobs), 50% of Uber’s employees in the United States are White, while 9% are Black and 6% are Hispanic.
Are they in violation of any EEOC and Affirmative Action laws?
EEOC is the agency charged with investigating and resolving discrimination complaints (through
conciliation or litigation), gathering and compiling statistical information on such complaints, and
5. Why does diversity matter in general and more specifically to Uber?
Diversity is important embracing diversity creates business opportunities by serving a larger and more
diverse customer base; a more diverse workforce allows the firm to see the variety of needs in its market
6. What benefits and challenges Uber derives from a more diverse workforce?
The primary advantage of a diverse workforce comes from the ability of that mix of employees to
stimulate and provide a more creative and innovative set of solutions to organizational problems. A
Case 3-2
Summary
Loxedose is a computer modeling company with a culture that encourages the celebration of employee
success. In doing so, Loxedose focuses on yearly celebrations around holidays including Halloween,
Thanksgiving, and Christmas. Celebrations are an important part of the Loxedose culture, and rewards are
1. Which employment law or laws does this case involve? How would the law(s) that you identified
apply in this case?
2. Which employee handbook proposal should the company incorporate (if any) and why?
3. How effective in the company’s culture is giving out awards in front of everyone else?
4. Should religious parties be optional? Mandatory? Offered? Not offered?