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The progress we have made in 2022 on diversity Equity, Inclusion, and Diversity (DEI)

Apr 21, 2023

Diversity of equity, inclusion, and diversity (DEI) isn't a box-checking exercise.

We strive to incorporate DEI methods into our daily processes as a fundamental element for building high-impact teams and products. Why? We believe that establishing the right environment, transparent, and rooted in belonging will allow each employee to do their best and produce better outcomes for our users. It will result in better outcomes for our business, our shareholders, and our community as a whole.

It is our belief that improvements can only be made with accountability and transparency. In 2022, as we think about the future We are extremely proud of the progress that we've made in various areas We also recognize that we also have areas to improve.

Team demographics

Below is a summary of our team demographics at the 31st of December, 2022 which shows our progress year-over-year in the years between calendar years 2021 to 2022 regarding the global representation of gender and U.S. race & ethnicity representation.

pie chart showing race & ethnicity breakdown of 's U.S. workforce
Table showing percent change in race representation at between 2021 and 2022
Table showing percent change in gender identity at between 2021 and 2022

Progression areas

The importance of representation is to have an inclusive workforce. we are happy with the strides we've made to date.

In the past year, we have continued our efforts to create an open and diverse pipeline of applicants for new positions, and aiming to have 30 percent of applicants who participate in our interview process come from minorities that are not represented in our hiring process.

It is also our belief that the process of change begins at the top, therefore we have made an explicit commitment to increase representation of women within the executive committee.

Bar graphs showing representation of women in managerial roles and employees from underrepresented minority groups

These actions have helped us achieve the following outcomes. As of December 31 2022:

  • 44 percent of our team identify as female (4 out of 9)*
  • Women employed across the globe rose by 4.6 percent from 35.7% in 2021 to 40.3% in 2022
  • Women in management roles globally (Manager level +) increased by 3% from 33.7% in 2021 to 36.7 percent in 2022.
  • The percentage of U.S. employees who identified as being an underrepresented Minority Group (URM) has increased by 3.3 percentage from 18.3% in 2021 to 21.6% in 2022

Apart from the gains we have made regarding our representation of the team We also introduced a number of initiatives that aim to create an inclusive and fair society, such as:

*At the time of publishing the report, our executive team consists of seven people. We're proud to share that now 60% of our executive team (4 of 7) identify as women. In addition, we've appointed a new Senior Director of DEI, Renee MacLeod, who will oversee our DEI strategies 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 serves as a source, point of connection, and an area of community for those who are not represented along with their colleagues, and these groups are crucial to establishing and maintaining an equal, multi-cultural, and diverse workforce.

In 2022, our ECGs brought team members together to learn, grow and be celebrated by organising more than 20 events and initiatives that included discussions on entrepreneurship, burnout and mental health, to hosting a career panel that included NYC students, to attending the class of making cocktails with the owner of a black-owned business.

To further strengthen our engagement with the community, we partnered to strengthen our community engagement, we partnered First Tech Fund which is a nonprofit based in NYC committed to helping students in local high schools from various backgrounds. They hosted a speed networking event in October. Over 50 volunteers participated and were represented by all departments at the school. The students walked away with a renewed feeling of curiosity, confidence and excitement around exploring a career in the field of technology.

In addition the ECGs together donated more than $26,000 to non-profit organizations that help empower and assist the diverse communities. We also donated to many minority- and woman-owned businesses:

Report Highlight: Supporting Ukraine

The beginning of 2022 saw our employees gathered together to aid Ukraine following the invasion from Russia. Thanks to the kindness of our employees and the company matching donations the team raised more than $54,000 to nonprofits that assist Ukrainians who are seeking protection and relocation support. The funds went to Ukraine-specific campaigns with UNICEF, International Medical Corps, and UNICEF, International Medical Corps and the US Association for UNHCR (UN Refugee Agency).

Additionally, we provided help with relocation, such as accommodations and transportation for more than 70 people, including our employees and family members. We formed a group of volunteers of nearly 20 Vimeans that provided 24 hours a day assistance on the ground to employees and their families in need of relocation assistance and assistance with logistics, travel arrangements as well as foreign language demands, firsthand knowledge of local regions as well as other needs.

The month of December was when we formed a partnership together with Razom for Ukraine, a nonprofit committed to supporting Ukraine and expanding Ukrainian voices. We supplied video production as well as streaming services for their sold-out Notes from Ukraine concert. The event commemorated the centennial of Mykola Leontovych's "Carol of the Bells," and its return to Carnegie Hall. The event featured four distinguished 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, co-presented with the Ukrainian Institute and the Ukrainian Contemporary Music Festival has been viewed by people all over the world and garnered over 76,000 views.

Looking ahead: DEI priorities in 2023

Although we're extremely proud of our achievements to 2022, we're committed to making progress in 2023. We're focusing on two key priorities this year:

  1. Diversifying our team by increasing representation
  2. Creating an inclusive society for all Vimean

 Team representation goals

To determine our representation objectives to 2023 and beyond we looked at the feedback and information from our annual employee survey, "Voice of the Vimean" and our most recent population distribution and demographics; as well as reports like this one from the EEOregarding representation as well as the most recent research on representation in the tech industry like the Statista report and this report by Womentech. Based on the information we've gathered, we've identified 3 opportunities that are crucial as well as 5 goals to improve representation.

 *Benchmarks based on EEOC data, which is filtered through industry

 Inclusionary culture

With these representation goals with us, we'll introduce the next generation of programs by 2023 that focus on developing employees as well as creating the workplace a place for diversity and highly-performant talent.

70% of our DEI budget will be put in internal programs, thereby ensuring equity and access for those who are from historically underrepresented groups. The remaining 30% of our budget will be devoted to future workforce development and recruitment efforts. Tangibly this will look like:

  • Introducing internal programs focused on inclusive leadership and career path guidance and help
  • Advancing our diverse supplier efforts
  • We are able to provide greater transparency through our leveling and compensation structure for both prospective and current Vimeans
  • Increased access to resources in order to make our work processes more inclusive. This includes the ability to access tools that support inclusive language, interviews, meetings and best practices for accessibility

Our goal is to use DEI principles to build high-impact products and teams. The lessons we've learned have been invaluable and have made significant progress towards this goal, and now we're in 2023 with greater clarity and focus on how we can achieve greater impact, more quickly. It's possible to do it with a manner that makes DEI practices a seamless part of our day-to-day. All of us are accountable for this work, and we're looking forward to the results we will be sharing in the future.

Continue scrolling to get a detailed view of our workforce data by gender, race, and ethnicity in 2022.

Love, with love.

The Team

Additional demographic data & category definitions

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2022 Report Terminology

 Self-identification is not allowed.

The provision of "self ID" details about your demographics isn't required. In the end, a few employees are choosing not to share their demographic information with .

 Hispanic or Latina/o/x

The word Hispanic was first introduced in the 1970s in the United States. This was a new way to categorize individuals with origins in the Spanish-speaking regions of the Americas which includes Mexico, Central America, South America, and the Caribbean. The term Latina/o/x, which can be used in conjunction with Hispanic has emerged in the early 1990s as means to highlight the gender-specific nature of the word and be wider in its coverage of gender, extending beyond the binary. (Source)

 Technical function

Technical role in this context can be defined as roles that align to engineering and product.

 Minorities that are underrepresented

The term "underrepresented minority" has a variety of meanings. However, in most cases refers to a group of people who belong to a particular race, ethnicity or gender ethnic group which is small in a particular field or context compared to their representation of the population as a whole. In this report, gender-related demographics are international. Ethnic and racial demographics that are that are included in this report are restricted to U.S. employees.

The purpose of this report, we have included the following demographics to make up our categorization of minority groups as underrepresented. Someone who:

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