How do you approach managing legal aspects during periods of instability or crises, and how does your legal strategy align with the broader business strategy to ensure the organisation’s resilience? 

As Uber’s Legal Director, I serve as a strategic business partner with extensive legal expertise and resilience. 

Initially, I gather our team of legal and, where relevant, non-legal experts to assess the situation. We address questions such as “What is the issue?”, “What are our risks?”, and “How can we minimise them?”. This analysis helps us grasp the legal landscape and anticipate potential challenges across business, public policy, reputation, and communications issues. 

Once risks are identified, I collaborate closely with company leaders to understand their strategies, positions, and constraints. This dialogue ensures our legal strategy aligns with business objectives and considers operational realities. 

With a clear understanding of legal risks and business goals, we typically propose multiple legal strategies. Each strategy includes an assessment of expected outcomes, risks, costs, and probabilities of success, along with my recommended course of action. This approach ensures that the business and other cross-functional teams are well-informed and can make strategic decisions that benefit the company. 

By integrating legal strategies with business objectives, we help Uber navigate crises effectively. This collaborative approach, combined with cross-functional leadership and a deep understanding of the company’s values and goals, is crucial for safeguarding Uber’s best interests. It enables us to respond promptly to crises, implement action plans, and adapt swiftly to mitigate and control potential harm. 

Additionally, thorough follow-up on action plans and responses is essential to allow for necessary adjustments as circumstances evolve. 

How do you prioritise diversity and inclusion within your legal department, and what initiatives have you implemented to foster a more inclusive and equitable work environment? 

Prioritising diversity and inclusion is essential for fostering a fair, productive, and innovative work environment. In 2023, Uber was recognised as a Best Place to Work for Women, among other DEI awards. Our commitment includes leadership training in diversity and inclusion for all managers, ensuring they understand its importance and can foster an inclusive culture. We also set clear diversity goals, including target percentages for diverse hires and regular assessments of our department’s diversity metrics. 

I encourage my team to actively participate in Employee Resource Groups (ERGs), with all members currently involved in various initiatives such as Women at Uber, Uber Pride, Uber Able, and Women at Chief Legal Officer Office. We ensure diversity in our recruitment processes and have seen our team become more diverse in gender equity and socio-economic backgrounds over the years. Celebrating diverse cultures and holidays further promotes an environment of respect. 

We also consider the DEI commitments of our external law firms when selecting advisors. Our annual “Pro bono legal week” engages six lawyers in organising various initiatives of interest. Furthermore, my team participates in external speaker opportunities, such as the Human Rights Summit with Malala Yousafzai, and mentoring programmes for young professionals inside and outside Uber. 

Our legal advice supports several initiatives, including a fictional sports analysis programme called Offside, aimed at discussing inappropriate scenarios in the use of Uber and Uber Eats apps. We developed a campaign in partnership with ADIL to promote respectful behaviours and prevent discrimination. To date, Uber has provided 3,000 rides to support women’s transportation needs and established a 24/7 psychological support hotline for female driver-partners through the Origen Foundation. Additionally, we launched the “Digital Women’s Route” workshop in Mérida and expanded it to four cities this year. In March 2024, we will introduce the “Fighting for Five Stars” campaign, targeting over 250,000 app partners in Mexico to prevent harassment during trips. 

How do you manage and motivate your legal team to ensure high performance and professional growth? 

Managing and motivating my legal team involves clear communication, mentoring, and fostering a positive, collaborative work culture. I set clear, achievable goals, ensuring that everyone understands their roles and how they contribute to our organisational objectives while remaining flexible to adjustments. 

I promote ongoing professional development through access to training opportunities, including legal conferences and workshops. Together, we outline clear career pathways and skills needed for progression while supporting employees in achieving their goals, including sponsorship opportunities in various roles and jurisdictions. 

Regular recognition of high performance is vital, whether through formal awards or public acknowledgment during team meetings. I provide constructive feedback and maintain an open-door policy for team members to discuss any concerns or suggestions. 

We conduct thorough annual performance reviews to provide detailed feedback and set objectives for the coming year. Team-building activities are organised to strengthen relationships and enhance collaboration. I also encourage team members to explore various areas within the legal department and participate in our platform as couriers, shoppers, and drivers to foster empathy and business acumen. 

Showing genuine interest in my team members’ well-being boosts morale and loyalty. I promote initiatives that support mental and physical health, utilising the various tools available at Uber.