Progress in diversity by 2022. Equality in 2022. Equity and Inclusion (DEI)

Diversity equity, equality as well as inclusion (DEI) is not only a simple checkbox exercise.

We want to incorporate DEI principles into our business operations as a fundamental guiding principle for building highly-impact products and teams. Why? since we believe in fostering the right environment for our employees. A culture which is honest, open and grounded in the community. allows each member to be the best they can and provide superior results for our clients. The result will be better outcomes for our business and the shareholders that we have and the wider community.

We are aware that significant improvements can only be made with accountability and transparency. As we consider the next year, we are very pleased by the progress we've made in the key areas. However, we realize that there are certain aspects that must be upgraded.

Team demographics

Below is a summary of our demographics for the team as of December 31 2022. It shows our annual growth rate between 2021-2022 in regard to global gender representation in addition to U.S. race and ethnicity participation.

The areas that need improvements

Representation is essential in having an all-inclusive workforce. We're satisfied with the improvements we've made so far.

This past year, we've redoubled our efforts to build an open and diverse pool of applicants to fill new roles, and have set a an aim of having 30% of candidates entering our interview process come from minorities that are underrepresented.

It is also our belief that the process of change starts at the top and that's why we took an intentional pledge to improve the number of women within our leadership team.

These actions have helped us to achieve the outcomes listed below. On December 31st 2022:

• 44 per cent of our executive team identify as feminine (4 out of 9)*
• The proportion of female workers all over the world rose by 4.6 percentage from 35.7 percent in 2021 to 40.3 percent in 2022.
• The number of women employed in management roles around the globe (Manager or higher) increased by 3 percentage points from 33.7 percent in 2021 to 36.7 percentage in 2022.
• The percentage of U.S. employees who identified as members of the Underrepresented Minority Group (URM) has increased by 3.3% from 18.3 percentage in 2021 to 21.6% in 2022

Apart from the gains that we achieved in terms of our representation in the team, we also introduced several initiatives that aim to build a more inclusive and fair culture. These include:

*At the time of publishing the report, our executive team comprises seven members. We are pleased to announce that 60% of our staff (4 out of seven) identify as female. Additionally, we have recruited an experienced senior manager for DEI, Renee MacLeod, who will oversee the DEI strategies and programs.

The Employee Community Groups (ECGs)

At , ECGs are employee-led and organizationally-supported groups of employees that are drawn together by shared characteristics or interests. Each ECG is a point of contact and serves as a point of contact as well as a place to connect those who are not represented with their colleagues, and ECGs are crucial to building and sustaining an equal, broad, and inclusive workforce.

The ECGs of 2022 provided our team members to learn, grow and be celebrated with over 20 occasions and projects that ranged from discussions around burnout, entrepreneurship, and mental health to hosting a panel on careers that included NYC students, to attending a cocktail-making class from an African-owned firm.

To strengthen our relationship with our community, we partnered in partnership with First Tech Fund which is a nonprofit with its headquarters in NYC that focuses on helping the local high school students of different backgrounds. We hosted an evening of speed networking in October. Over 50 volunteers took part in the event representing all departments at the school. Participants left with an increased self-confidence, excitement and enthusiasm about exploring a career in the field of technology.

Additionally, our ECGs have contributed over 26000 dollars to non-profit organizations that empower and aid diversifying communities. We also donated to a number of minority or female-owned companies:

• Cycle for the purpose of survivability
• Daymaker
• First Tech Fund
• Hella Cocktail Co.
• The Project Pop of Major Project Pop
• NewFest
• ReelAbilities Film Festival
• Chinatown Love Chinatown Love
• The Possibility Project

Highlights of the report: Helping Ukraine

The employees of our company gathered to help Ukraine after the Russian invasion of Russia. Thanks to the generosity of employees and the company matching donations We raised nearly $54,000 to nonprofits that assist Ukrainians in need of protection and relocation support. The funds went to Ukraine-specific campaigns with UNICEF, International Medical Corps, as well as the US Association for UNHCR (UN Refugee Agency).

In addition, we offered relocation assistance, which comprised accommodation and transport for around 70 individuals who were employees and their families. We formed a group of volunteers made up of over 20 Vimeans that provided 24 hours a day assistance in the field for employees and families that require relocation assistance -- including support in planning travel arrangements as well as the need for foreign languages, along with first-hand understanding of the local areas and other areas.

December is when we partnered together in conjunction with Razom to Ukraine an organization dedicated to helping Ukraine and creating Ukrainian voices. We provided video production as well as streaming for their sell-out Notes from Ukraine performance that celebrated the 100th anniversary of Mykola Leontovych's "Carol of the Bells," as well as its return in Carnegie Hall. It was a showcase for four world-class choirs, including The Shchedryk Children's Choir, and was presented by Academy Award-winning director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The performance was staged by Ukrainian Institute and the Festival. Ukrainian Institute and the Ukrainian Contemporary Music Festival has been viewed from all over the world and has received more than 76,000 views.

Future-oriented: DEI priorities in 2023

We're happy with the gains that we've made since 2022 and we're determined to moving our needle even further by 2023. Our focus is on two major aspects of our work in the coming year:

1. Diversifying our team with increased participation
2. Achieving an inclusive and welcoming society for everyone in Vimean

Team representation goals

In order to determine our goals for representation to 2023 and beyond we reviewed the results and feedback of our survey to employees "Voice of Vimean" as well as our most recent population and demographics distribution as well as sources like this report by the EEO(*) on representation and the latest research into representation in the technology industry like this Statista report and this report from Womentech. Based on our research and analyzed, we've found three key possibilities and five targets in the field of representation.

*Benchmark data is built on EEOC information, which is processed through the industry

 A culture of inclusion

To achieve these goals of representation to be in mind We'll introduce innovative programs focusing on educating employees as well in making work a place for diversity and talented individuals.

70% of the DEI budget will be invested in internal initiatives that drive the creation of equality and access to those who work for us from historically underrepresented groups. The remainder of our budget will be dedicated to the development and recruitment initiatives to our employees. This could include:

• Introducing internal programs focused on inclusive leadership, career path guidance and support
• Advancing our diverse supplier efforts
• We are aiming to increase transparency by revealing our structure of compensation as well as amounts for future and present Vimeans
• Accessing resources more readily that could make our process more inclusive, including the ability to access tools to support the use of inclusive language interviews, as well as meetings, and access best practices

We aim to apply DEI principles to build powerful team and products. Our lessons have been invaluable and have helped us achieve the goal. Now we're 2023 and have more awareness and a keen eye on ways to create more impact faster. It's possible to do this by making DEI practices an integral element of our everyday. We're all in charge of this and look forward to the results we will be sharing in the near future.

Keep scrolling for an in-depth look at our data for the workforce by gender, race, and ethnicity for 2022.

In love with you,

The Team

Additional definitions for categories and demographics

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2022 Report Terminology

HTML1 Refused to identify self

Giving "self identity" specifics about your characteristics isn't necessary. At the end of the day, handful of employees opt not to give their information about the personal traits they share to .

Hispanic or Latina/o/x

The word Hispanic was introduced in the 1970s in the United States. It was a novel approach to categorize people who had heritage from Spanish-speaking countries from the Americas that encompasses Mexico, Central America, South America, and the Caribbean. The term Latina/o/x, which is often used in conjunction with Hispanic was first coined in the 1990s as a way to specifically emphasize the gender specific nature of the phrase and also to create a broad enough definition to encompass gender beyond the binary. (Source)

Technical role

Technical role in this context can be defined as one that has a relationship with manufacturing or engineering.

Underrepresented minority

A minority that is underrepresented is a broad range of definitions. But typically, it refers to the people who belong to an ethnic, race or gender-based group that is less prevalent in the particular field or context compared to their representation in the general population. In this report, gender-related demographics are worldwide. The demographics of race and ethnicity in the report are applicable to U.S. employees.

The goal of this report is to include the following demographics within our Underrepresented Minority categorization. The person is:

• African American / Black
• Hispanic Latina
• Native American / Alaskan Native
• Native Hawaiian / Other Pacific Islander
• Two races or more

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