The progress in diversity will be made by 2022, equity, and inclusion (DEI)

At , diversity of equity, inclusion, and diversity (DEI) isn't just a box-checking test.

We seek to embed DEI principles into our operations, as fundamental principles to create powerful teams and products. Why? because we believe making a work environment honest, open, and rooted in communities will allow each employee to be at their best and provide better quality results for our customers. It also results in greater positive outcomes for our company as well as our shareholders and our wider community.

We are aware that real advancement can only be achieved through accountability and transparency. When we look back on 2022 and 2022 we're pleased by the progress we've made in key areas. However, we recognize there are places we can improve upon.

Team demographics

Below is an overview of our demographics for our team at the 31st of December in 2022. This chart shows how much growth year over year between 2021 and 2022 regarding global gender representation, in addition to U.S. ethnicities and races representation.

Progression areas

Representation is critical to an all-inclusive workforce. We are pleased about the steps we've taken to date.

We have maintained our efforts to build an open and diverse pipeline of candidates to fill every role in the hope that at least 30 % of the applicants that participate in our interview process come from minorities that are not included in our selection process.

Also, we believe that change is a process that begins from the top, so we have made an explicit commitment to increase representation of women on our executive team.

These actions have helped us reach the results we have achieved. As of the end of December, 2022:

• 44 percent of our executive are women (4 from 9)*
• Women employed across the globe rose by 4.6 percent between 35.7 per cent in 2021 up to 40.3 percent in 2022.
• The number of women who hold managerial positions globally (Manager stage +) increased by 3 percent from 33.7 percent in 2021 to 36.7 percent in 2022.
• The percentage of U.S. employees who identified as belonging to an Underrepresented Minority Group (URM) had increased 3.3 percent from 18.3 percent in 2021 and 21.6 percent in 2022.

Alongside the improvements that we have made when it comes to our representation in our team, and in the representation of our employees, we have also started a range of initiatives aimed at make a fair and inclusive setting, such as:

When we published the first edition of this report Our executive team is comprised of 7 individuals and we're delighted to share that 60% of our team (4 from seven) are women. We've also appointed the new Director of DEI, Renee MacLeod, to oversee our DEI strategy and plans.

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 resource as a point of contact and a community for employees who are underrepresented and their allies, and they are a crucial component of fostering and maintaining an equitable, diverse, and inclusive workforce.

In 2022, our ECGs have brought the team together to develop, share knowledge, and celebrate by organizing over 20 different occasions and projects that include talks on topics like burnout, entrepreneurship and mental health. From hosting a panel on careers which included NYC students and attending a class on making cocktails for an African-owned business.

To further enhance the involvement of our community, we teamed with a local organization to improve our community engagement, we joined forces with First Tech Fund an NYC-based non-profit that is dedicated to helping local high school students from diverse backgrounds. The event was held to speed network on the 10th of October. Over 50 volunteers participated and were represented by every department at and the participants returned with a new sense of excitement, enthusiasm and excitement around the possibility of working in technology.

We, ECGs collectively donated over $20,000. to non-profit organizations which help empower and support diversifying communities. We also donated to a number of minority or female-owned firms:

• A Cycle for Survivability
• Daymaker
• First Tech Fund
• Hella Cocktail Co.
• Project Pop by Major Project Pop
• NewFest
• ReelAbilities Film Festival
• Chinatown Love Chinatown Love
• The Possibility Project

Highlights of the report: Assistance to Ukraine

In early 2022, our team members met to aid Ukraine after its invasion by Russia. Thanks to the kindness of our the team members as well as our match for donations, we were able to raise nearly $54,000 for nonprofits aiding Ukrainians needing help with relocation and protection. These funds were used to fund Ukraine-specific campaigns with UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).

Additionally, we provided assistance with relocation, which included accommodation and travel for more than 70 people, including our employees and their families. We organized a volunteer group comprising more than 20 Vimeans that provided 24 hours in-person support for the employees and their families who require aid with moving, including help with logistics, travel arrangements and the need for foreign language and an in-depth knowledge of locales and more.

We were in December when we formed a partnership with Razom from Ukraine that is a non-profit group which is committed to helping Ukraine and enhancing Ukrainian voices. We helped with video production and streaming services to their sold-out Notes from Ukraine concert, which marked the 100th anniversary of Mykola Leontovych's "Carol of the Bells" as well as its return to Carnegie Hall. The show featured four well-known choirs that included Shchedryk Children's Choir. Shchedryk Children's Choir, and was hosted by Academy Award-winning director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The show was performed in conjunction with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival took place by all throughout the world, and gathered more than 76,000 views.

The future is bright: DEI priorities in 2023

Although we're extremely proud of the accomplishments we've made up to 2022, we're committed to making progress by 2023. Our focus is on two major aspects of our work this year:

1. We're increasing the range of our team by increasing the participation
2. Inspiring an inclusive environment to everyone who lives in Vimean

Team representation goals

To determine the goals we have for our representation in 2023 and beyond, we analyzed our feedback and the information from our survey to employees, "Voice of the Vimean" and the most current data on our distribution of demographics as well as sources such as this report from the EEOon representation, as well as recent research on representation in technology like this Statista report and this report from Womentech. Based on this data, we've identified three areas of opportunity that are vital and five goals to improve representation.

*Benchmark data based on EEOC data filtered by industry

 Culture of inclusion

To ensure that these representation targets at the forefront We'll begin new initiatives that focus on developing employees as well as creating an environment that attracts diverse and high-impact talent.

70 percent from the DEI budget will be put within internal programs, making sure that there is equality and accessibility for those from previously marginalized groups. The remainder of the budget will go towards new initiatives that will help develop and recruit our workforce. It could be as:

• Introducing internal programs focused on inclusion in leadership, as well as career path guidance and assistance
• Advancing our diverse supplier efforts
• Transparency is improved with our compensation system and leveling structure that is applicable to the present and future Vimeans
• More accessibility to resources in order that can make our processes more inclusive. This includes access to tools for accessible languages meeting, interviews in person, as well as best practices in accessibility

Our aim is to make use of DEI ideas to build innovative team members and product. We've learned many things and made substantial advances towards our target. The year 2023 is approaching with greater clarity and an eye on ways to achieve greater effectiveness, and more rapidly. This can be done with an approach that makes DEI methods an integral element of what we do every day. We all are accountable for the work we do and are excited to share our findings within the next few months.

Continue scrolling to get complete information on our work force data according to race, gender, and ethnicity in 2022.

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The Team

Other demographic data and category definitions

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2022 Report Terminology

Refused to identify self

The provision of "self identification" specifics about your population isn't required. Therefore, some employees choose not to share their personal information about themselves with .

Hispanic and Latina/o/x

The word Hispanic was coined during late in the 1970s, within the United States. It was a novel method to categorize people who had heritage from Spanish-speaking countries of the Americas that includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which is sometimes utilized in conjunction with Hispanic was invented in the mid-1990s to try to highlight the gendered nature of the word, and also be wide enough to include gender outside of the traditional binary. (Source)

 Technical goal

In this sense, the term "technical role" can be defined as roles that align to engineering and product.

Minorities that are not represented

An underrepresented minority can be defined by a variety of definitions. However, in general, it is an entity or group of people who belong to one of the races, ethnicities or ethnic group that is insignificant within the specific region or their proportion in the general number of people. Gender demographics in this report are worldwide. The ethnicity and race included in this report are governed by U.S. employees.

This report, we have included the following demographics to define minorities that are underrepresented. A person who is:

• African American / Black
• Hispanic Latina/o/x
• Native American / Alaskan Native
• Native Hawaiian / Other Pacific Islander
• More than two races

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