[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-571894-105":53,"doc-detail-571894-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","lessons-on-culture-and-leadership-from-ubers-ethics-and-compliance-struggles-compliance-and-ethics-cheat-sheet","Lessons on Culture and Leadership from Uber’s Ethics and Compliance Struggles - Compliance and Ethics Cheat Sheet","","A practical ethics and compliance cheat sheet distilling lessons from Uber’s 2017 culture crisis. It emphasizes using an outsider assessment to evaluate vulnerabilities without internal bias, establishing internal controls as guardrails and early-warning systems, and improving how missions and values are communicated through senior leadership and change management. It also highlights building an ethical foundation by hiring the right people and aligning executive compensation with ethics, diversity, and inclusion.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":51,"@type":70,"position":76},"https://docshare.wps.com/template/general/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/lessons-on-culture-and-leadership-from-ubers-ethics-and-compliance-struggles-compliance-and-ethics-cheat-sheet/571894/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/lessons-on-culture-and-leadership-from-ubers-ethics-and-compliance-struggles-compliance-and-ethics-cheat-sheet/571894.png","ImageObject",442,249,{"name":88,"@type":89},"Nguyễn Văn Học","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-20","2026-10-13",true,{"@type":98,"interactionType":99,"userInteractionCount":73},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Why is an outsider’s assessment recommended for compliance issues?","Question",{"text":108,"@type":109},"It brings an uninfluenced perspective on culture and vulnerabilities, enabling a credible and effective evaluation without internal pressure to alter findings.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"How do internal controls support ethics and compliance?",{"text":113,"@type":109},"Internal controls act as guardrails and early warning systems, including mechanisms like complaint-tracking tools to identify repeat offenders.",{"name":115,"@type":106,"acceptedAnswer":116},"What does “tone at the top” mean for culture and compliance?",{"text":117,"@type":109},"It refers to leadership’s verbal and behavioral commitment to openness, honesty, integrity, and ethical behavior, and employees should see compliance as driven from the leadership level.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},571894,1792501386,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":50,"category_name":51,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":73,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":30,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":140},1374402739827,"https://ap-avatar.wpscdn.com/avatar/14000c97e7351f1a627?x-image-process=image/resize,m_fixed,w_180,h_180&k=1787885694763230660","Lessons on Culture and Leadership from Uber’s Ethics and Compliance Struggles  \nCompliance and Ethics  \nCheat Sheet  \n An outside assessment. If you are going to engage an outside firm to analyze any compliance issue, it is critical that you hire a compliance expert who is skilled in the work and has deep experience in the subject matter.  \n Internal controls. Internal controls serve as guardrails as well as early warning systems. The Uber report recommends the need for a complaint-tracking tool to identify repeat offenders, rather than relying on organizational memory.  \n Creating a mission. The Uber report provides three important reminders with regard to creating a mission: (1) simplify your values and include more positive behaviors; (2) have senior leadership demonstrate those values; and (3) be effective at change management to solicit employee input.  \n A strong foundation. Hiring the right people is an important step in building an ethical foundation for the company. The Uber report recommends connecting executive compensation to company values to encourage employees to demonstrate ethical business practices, diversity, and inclusion.  \nSince it became a disruptive force in the transportation industry, it’s been difficult to avoid hearing about Uber and its meteoric success. The company is the epitome of a tech-based start-up turned behemoth, and has been examined and analyzed worldwide as a case study in finding and disrupting an entire industry. However, in February 2017, that brand shifted after a female engineer authored a viral blog post that focused on allegations of a culture entangled with harassment, discrimination, and retaliation.  \nUber promptly responded to its critical compliance issue with notable speed and transparency. In March 2017, it hired the law firm of O’Melveny & Myers (and importantly former US Attorney General Eric Holder) to investigate the allegations and provide a report to the company’s board of directors. In addition, the board established a special committee to analyze the work. Uber publicized a version of that report, including its conclusions and recommendations. In this article, we analyze those lessons and recommendations for in-house counsel leading or supporting their company’s compliance programs.  \nThe power of an outsider’s assessment  \nWhen Uber realized it had a critical compliance issue, the company hired outside experts to analyze vulnerabilities raised by the blog post, and the larger infrastructure problems underlying it. Engaging a third party, who can look at your culture and its blemishes with an uninfluenced eye, is a very powerful tool.  \nHiring a third party has its pros and cons. In Uber’s case, it allowed them to make a visible and bold statement about how seriously the company was taking the investigation. It also provided a high degree of credibility, given the prestigious firm selected and the participation of a former US attorney general. In addition, it offered a resource with nearly limitless legal and investigative resources that could quickly and effectively assess the situation. Moreover, and unlike using an internal resource, the external counsel would be significantly less likely to feel compelled to shift or shade the results of the investigation because of internal pressure.  \nUse of external counsel in this fashion can come with cons as well. It is an incredibly expensive approach. As the investigation unfolds, the organization can feel a heightened sense of attention or  \nanxiety about the investigation. Sitting down with any lawyer, particularly an external law firm lawyers, for a candid discussion about workplace grievances rarely generates warm feelings for your employees. In addition, if disciplinary action results from the investigation, the organization can trigger some additional state and federal statutes that may require unwanted transparency and a loss of confidentiality. Finally, most times no one knows the nuances of your organization be","cbCainzsF4OSqZhv","https://ap.wps.com/l/cbCainzsF4OSqZhv","pdf",1475066,"English","# Compliance and Ethics Cheat Sheet\n## The power of an outsider’s assessment\n## Using external counsel: benefits and trade-offs\n## Leaders as culture creators\n## Recognizing when to make a change","[{\"question\":\"Why is an outsider’s assessment recommended for compliance issues?\",\"answer\":\"It brings an uninfluenced perspective on culture and vulnerabilities, enabling a credible and effective evaluation without internal pressure to alter findings.\"},{\"question\":\"How do internal controls support ethics and compliance?\",\"answer\":\"Internal controls act as guardrails and early warning systems, including mechanisms like complaint-tracking tools to identify repeat offenders.\"},{\"question\":\"What does “tone at the top” mean for culture and compliance?\",\"answer\":\"It refers to leadership’s verbal and behavioral commitment to openness, honesty, integrity, and ethical behavior, and employees should see compliance as driven from the leadership level.\"}]","Lessons on Culture and Leadership from Uber’s Ethics and Compliance Struggles - Compliance and Ethics Cheat Sheet | PDF",1791924275,6]