Uber is making progress towards greater diversity and inclusion, while efforts elsewhere are stalling as ‘diversity fatigue’ creeps in. Credit: Magdalena Petrova Just a few short months after , Uber has released its second diversity report. This report is different than the EEO-1 report required by the federal government, the results of which Uber released in . This latest report used an in-house survey, plus race and gender data from Workday, Megan Rose Dickey . Uber says 99 percent of its workforce self-identified in response to the gender question, while 75 percent responded to the race question. Overall, the report shows slight progress in some areas and backsliding in others: Though Uber hasn’t set targets for diversity,the percentage of women in Uber’s workforce has increased from 36.1 percent to 38 percent. Latinx representation also increased from 5.6 percent to 6.1 percent. However, black representation has decreased. Of those who opted into the survey, 15 percent self-identified as LGBTQ+. Uber also overhauled its recruiting and hiring practices, revamped the language in job descriptions, and has introduced a diversity and inclusion training program called “Why Diversity Matters,” as well as offering employee resource groups and conducting pay equity reviews. ‘Diversity fatigue’ creeps into tech industry These are all best practices for diversity and inclusion, and though progress is slight, it’s encouraging, especially as a shows that “diversity fatigue” is starting to creep into the tech industry as a whole and adoption of company-wide diversity initiatives remains flat. The , conducted in January 2018 of 1,500 tech workers in the U.S. and 400 in Silicon Valley, finds that while 80 percent of respondents believe diversity and inclusion is important, there’s been a 50 percent decline in individual participation in diversity and inclusion initiatives year over year. Yikes. And while 40 percent of respondents believe their company’s inclusion of people from underrepresented groups “needs no improvement,” only 30 percent of people from those underrepresented groups “have representation, retention and a sense of belonging.” Clearly, there’s more work to do, and not just at Uber. As the Atlassian survey succinctly puts it, “…we know we’re failing, but we’re not willing to do the hard work to change.” Related staffing and workplace diversity articles: How to overcome tech’s diversity barriers How to keep ‘culture fit’ from killing workplace diversity Define your organization’s culture before it derails you 7 secrets of highly diverse companies Harnessing the power of diversity and inclusion for innovation New technologies take aim at IT’s diversity problem Workplace flexibility: Your key to hiring and retaining the best SUBSCRIBE TO OUR NEWSLETTER From our editors straight to your inbox Get started by entering your email address below. Please enter a valid email address Subscribe