Both those companies ended the practice, as did Uber before the filing of this lawsuit. Disadvantage: May Not Improve Performance. Microsoft faced similar litigation in 2015, and Goldman Sachs in 2010.
“There is a lot of bias in the system, more than in the people,” Cecchi-Dimeglio said. Reviewing a decade of performance reviews at a “large professional services firm,” Paola Cecchi-Dimeglio, a senior research fellow at Harvard Law School, found that women were 1.4 times more likely than men to receive critical feedback in highly subjective categories.įor example, in one pair of reviews a female employee was described as having “analysis paralysis.” A man with the same behavior was praised for his careful thoughtfulness.
#UBER STACK RANKING SYSTEM DRIVERS#
A former Uber engineer sued the company, alleging that its “stack ranking” system of evaluating employees had an unfair and disproportionate impact on women.īloomberg reported on research about stack ranking:Īcademic researchers have found that performance rating systems like stack rankings play to managers’ unconscious - and conscious - biases. The Uber platform features a 2-way rating system: drivers and riders give each other ratings based on their trip experience. The 'stack ranking' system asks managers to rank their employees under different labels, with the poorer 'developing' status potentially affecting bonus money, raises, and promotions in the. This makes budgeting easy, but most tech companies avoid this approach, after Microsoft’s decade of stagnation was tied to its forced stack ranking approach even though it’s unclear how much to blame for sluggish business performance the forced stack ranking system was.
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