Progression in diversity to 2022 equality, equity and inclusive (DEI)

The bottom line is that diversity, equity and inclusion (DEI) isn't just an exercise in checking boxes.

We try to integrate DEI methodologies into our daily processes as fundamental principles to creating teams with high impact and products. Why? because we believe that establishing the right environment for our employees. A culture which is both fair as transparent and grounded in belonging can allow every employee to be at their very highest and deliver superior results for our clients. This will lead to better results for us as well as our shareholders, as well as the wider community we serve.

We are aware that real advancements can only be achieved by ensuring accountability and openness. When we look back on 2022, We're extremely pleased by the progress we've made in various areas We also recognize there is still a lot to improve.

Team demographics

Here is a summary of our team demographics on Dec. 31, 2022, which show our growth from year to year in the time from 2021 through 2022 regarding the global representation of gender and U.S. races and ethnicity for representativeness.

The areas for improvement

It is crucial to have an all-inclusive workforce. we're happy with the strides that we've taken to date.

In the past year, we have continued our focus on creating a diverse candidate pipeline for new positions with the goal of having 30 percent of the candidates who enter our interview process come from minorities that are underrepresented.

We also know that the process of transformation begins at the top. So we took a deliberate decision to improve the number of females in our executive team.

We are convinced that these actions assisted us in achieving the results below. At December 31, 2022:

• 44 percent of our staff are feminine (4 of 9)*
• The number of women employees globally has increased by 4.6 per cent from 35.7 percent in 2021, to 40.3 percent by 2022.
• The proportion of women working who are employed in positions of management (Manager or greater) increased by 3 percentage points from 33.7 percent in 2021 to 36.7% in 2022
• The proportion of U.S. employees who identified as belonging to an Underrepresented Minority Group (URM) has risen by 3.3 percent from 18.3 percent in 2021, to 21.6% in 2022

Apart from the advancements that we have made when it comes to representation on the team and representation in the workplace, we've also introduced a variety of initiatives designed to promote an environment that is fair and inclusive that include:

At the time of publication of this report the management team at our firm is comprised of seven people. We're pleased to announce that 60 percent of our workforce (4 out of seven) are female. We have also recruited a new senior director of DEI, Renee MacLeod, to oversee our DEI policies and programs.

Employee Community Groups (ECGs)

At , ECGs are employee-led and organizationally-supported groups of employees that are drawn together by shared characteristics or interests. Every ECG is a resource, point of connection, and a community for employees that are not represented as well as their associates They are an essential part of building and keeping an inclusive, multi-cultural and diverse workforce.

The ECGs in 2022 brought team members together to grow, learn and have fun by hosting more than 20 different activities and projects that ranged from discussion regarding burnout, entrepreneurship and mental health to organizing a panel on careers featuring NYC students and taking a course of creating cocktails in conjunction using a business owned by Blacks.

To further enhance our community engagement, we partnered to strengthen our engagement with the community. To do this, we joined forces with First Tech Fund, a non-profit located in NYC which focuses on helping students in local high schools from different backgrounds. The event was held for speed networking in October. There were over 50 volunteers taking part, including representatives from every department. Students were left with a refreshed confidence in themselves, enthusiasm and enthusiasm about exploring a career in the field of technology.

Additionally to that, ECGs have collectively contributed nearly 26,000 dollars to non-profit organizations that help empower and assist diverse communities as well as numerous minority and women-owned companies:

• The Cycle of Survivability
• Daymaker
• First Tech Fund
• Hella Cocktail Co.
• Major's Project Pop
• NewFest
• ReelAbilities Film Festival
• Chinatown Love Chinatown Love
• The Possibility Project

Report Highlight: Helping Ukraine

The beginning of 2022 saw our team of employees came together to aid Ukraine after the Russian invasion of Russia. Thanks to the kindness of our staff and match donations from the company, our team has raised over $54,000 for aid to non-profit organizations that help Ukrainians seeking safety and relocation aid. The funds went specifically to Ukrainian-focused campaigns by UNICEF, International Medical Corps, as well as UNICEF, International Medical Corps and International Medical Corps and the US Association for UNHCR (UN Refugee Agency).

In addition, we offered assistance with moving like accommodation and travel for greater than 70 individuals comprising our employees as with their families. We gathered a team made up of volunteers that included more than 20 Vimeans and offered 24 hours on the ground help to families and employees in need of assistance with relocation, which included help in the logistics of traveling, planning, requirements for language, firsthand understanding of local communities and more.

In December, we joined forces in December with Razom for Ukraine that is a non-profit organisation committed to helping Ukraine as well as promoting Ukrainian voices. We provided video production services and streaming services for their sold out Notes From Ukraine concert, which was a celebration of the 100th anniversary of Mykola Leontovych's "Carol of the Bells" in addition to the return of the show at Carnegie Hall. It featured four renowned choirs, including The Shchedryk Children's Choir, and was hosted by Academy Award-winning director Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The concert, which was presented in conjunction with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival was watched by people all over all over the world, and was viewed by over 76,000 views.

Looking ahead: DEI priorities in 2023

We're pleased with our achievements in 2022and are committed to advancing the needle into 2023. The focus of our efforts is two main issues this year:

1. To diversify our team by increasing our representation
2. Creating an inclusive environment that is inclusive for all in Vimean

Team representation goals

To establish our representation goals for 2023 and beyond, we reviewed our data and the feedback from our survey to employees, "Voice of the Vimean" and our most current demographic distribution data; and sources like this report from the EEOCregarding representation, as well as the latest research on representation in technology like these Statista reports as well as this report from Womentech. Based on the data we've collected, we've identified 3 opportunities to improve representation as well as 5 goals for improving representation.

*Benchmarks are based on EEOC information. This data is then filtered by industries

Inclusionary culture

In order to keep our representation goals in place, we'll launch with new initiatives in 2023 focusing on educating employees and creating the work environment to be a space for diverse and highly-impacting talent.

70% of our DEI budget will be put into internal initiatives that create equity and equal access for our those who are members of historically marginalized groups. The rest of 30% will go towards recruiting and development efforts for our staff. Practically, this could look like:

• Integrating internal programs and programs that concentrate on inclusive leadership, career path guidance, as well as support
• Advancing our diverse supplier efforts
• Transparency is improved with our compensation system and leveling structure that is applicable to current and prospective Vimeans
• Accessing resources more readily in order to make our processes more inclusive. This is a means of having tools for inclusive language, interview or meetings, and accessibility best practice

Our aim is to apply DEI strategies to build high-impact teams and products. We've learned some great lessons and are working towards that objective, and we're now in 2023 with more clarity and a keen eye on how to achieve more quicker. This can be achieved through making DEI practice a part of our day-to-day. We're all responsible for our work and we look at the possibility of discussing our findings soon.

Continue scrolling to get a complete view of our information about the workforce of 2022 according to gender, race, and ethnicity by 2022.

You are my love,

The Team

Other demographic and category information

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2022 Report Terminology

Self-identification isn't allowed.

It is not mandatory to give "self identification" data about demographics isn't mandatory. At the end of the day, handful of employees opt not to share their personal information regarding their personal characteristics with .

Hispanic and Latina/o/x

The word Hispanic was first coined in late 1970s, in United States. It was a novel way of classifying people who have heritage from Spanish-speaking countries of the Americas that includes Mexico, Central America, South America, and the Caribbean. The term Latina/o/x that could be a synonym with Hispanic was coined in the late 1990s to emphasize the gender-specific aspect of the word and also to expand the definition of gender beyond the binary. (Source)

 Technical purpose

This is why"technical role" can be defined in this way "technical function" is identified as a role that is aligned with product and engineering.

Minorities not represented

An under-represented minority is a broad range of definitions. However, in most cases refers to a group of individuals who belong of a specific race, ethnicity or gender-based segment that is insignificant within the particular area or in comparison to the proportion of them within the overall population. The gender demographics included in this report could be considered to be global. The ethnicity and race included in this report are limited to U.S. employees.

For the purpose of this report, the following data are used that make up our underrepresented minority classification. The person is:

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

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