Earlier quoted context omitted.
You are assuming that the allegations are true. From what I've heard, it seems plausible that the alleged culture may exist at this company. But I don't take allegations to be true simply because they have been made - as is, in my opinion and in the opinion of the legal system of the United States, the correct perspective.
That is a very unwise way to look at evidence. You can't apply the legal standard of evidence to the rest of the world, because courtrooms have facilities that make evidence highly available. You have discovery, expert analysis, compelled testimony, and the possibility of sealing records to protect the parties involved. When evidence should be available, absence of evidence is strong evidence of absence. Outside of c…
Personally, I would like to give the other involved party a reasonable chance to try to respond with ether a refutation or with intended next steps before grabbing a pitchfork.
To be clear, I have no sympathy for Uber and have something like an 85% expectation that the current accusations as accurate. I do find value in erring on the side of giving all parties a full say and a full chance to institute some sort of remediation, if possible, before final judgment.
For example, many media outlets have picked up this story, and one such outlet came across today (wish I had saved the link) also mentioned alleged threats of physical violence from managers to employees. In my workplace, I've heard a manager joke "now that you've seen this, I'll have to kill you", which was clearly a joke but which could be portrayed as a death threat by a (perhaps rightfully) disgruntled employee.
When there are personal situations and emotional hurt involved, things can get skewed further than they need to be, even if the objective reality is already one to warrant raising an alarm.
Point taken, however, in its entirety. I could have communicated my perspective much better.