HR is a business function, and the business is run by executives, so unless the HR function is run day to day by the CEO then HR needs to be enabled by someone. The HR function in a company the size of Uber is a deliberate structure that is guided by business goals set by the executive team, the executive team gives the HR function the authority within the framework (policy, implicit and explicit direction) provided.

If the story is true that HR dissembled and protected staff who were blatantly breaking the law then it is very reasonable to ask "who enabled HR?"

[EDIT] minor grammar fix

I think the parent was saying that there's no point in really asking this question because the answer is that it obviously came from senior leadership, clearly including but probably not exclusively limited to the CEO.

This isn't the sort of stuff that I could single handedly prove in a court of law, but frankly none of this comes as much of a surprise. Anyone who's come within shouting distance of that company knows how it operates : heavy on kool-aid & low on self-restraint - an MO that comes straight from the very top.

I wasn't the one asked, but I seriously want to know.

Not sure what you mean with your question. Do you think it's obvious what the answer is, or do you mean it's not a question that should be asked?

I read it (correctly or not) as saying: "Travis started and runs the company, and his respect for women is well known and public. Of _course_ the people working in HR know this, and were quite likely selected/employed by him or one of his trusted douche-bros..."

Is it _not_ as obvious to everyone else as it seems to be to me?

Go to jail? I think that is a little bit harsh considering the crimes committed. When will America stop being so damn protestant when it comes to punishment?

> clearly it is not obvious enough

It is very obvious though, if your basic working principle is that your fellow comments aren't sexist monsters.

It's a good principle to work off.

I read that question as implying: "it is HR's job to ensure the company does not get successfully sued over personnel-related matters; since company metrics apparently indicated the harassers were businesswise quite valuable, why did you expect HR to accomplish their objective by ousting the (valuable) harassers instead of running interference for the harassers?"