Progress in diversity by 2022, equity, and inclusion (DEI)
At , diversity, equity, and inclusion (DEI) isn't simply a box-checking test.
We seek to embed DEI principles into our business operations as essential principles for creating high-impact teams and products. Why? Because we believe that creating an environment that is fair, transparent, and rooted in community will enable each worker to be at their best and produce higher quality outcomes for our customers. This in turn results in more positive outcomes for our company, our shareholders, and our wider community.
We are aware that real advancement can only be achieved through transparency and accountability. As we reflect on 2022 and 2022, we're satisfied with the achievements we've made in key areas We also recognize there are places to work on.
Team demographics
Below is an overview of our demographics for the team at the 31st of December, 2022 showing the year-over-year growth between 2021 and 2022 regarding worldwide gender representation as well as U.S. races and ethnicity representation.
Areas of progress
Representation is critical to an inclusive workforce. we are happy with the strides we've made to date.
This year, we maintained our efforts to create an open and diverse pipeline of applicants to fill all roles in the hopes that at least 30 percent of applicants who participate in the interview process are from minorities that are not represented in our hiring process.
It is also our belief that the process of change is a process that begins at the top therefore we have made an explicit commitment to increase representation of women on our executive team.
We believe these actions helped us achieve the following outcomes. At December 31, 2022:
- 44 percent of our executives are women (4 out of 9)*
- Women employed across the globe rose by 4.6% from 35.7 percent in 2021, to 40.3 percent in 2022.
- The number of women in management roles globally (Manager level +) increased by 3 percent from 33.7 percentage in 2021, to 36.7 percentage in 2022.
- The number of U.S. employees who identified as belonging to an Underrepresented Minority Group (URM) was up 3.3 percentage from 18.3 percent in 2021 and 21.6% in 2022
In addition to the progress that we made with respect to our representation in the team and representation, we have also launched a variety of initiatives that aim to create an inclusive and fair environment, which includes:
At the time of publication of the report, our executive team consists of 7 individuals and we're happy to announce that 60 percent of our team (4 from 7) identify as women. In addition, we've appointed a new Senior Director of DEI, Renee MacLeod, to manage our DEI plans and strategies.
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 community for underrepresented employees and their allies, and these groups are an important part of building and maintaining an equal, broad, and inclusive workforce.
In 2022, our ECGs have brought our team members together to grow, learn, and celebrate by organizing over 20 different events and initiatives that included discussions on entrepreneurship, burnout and mental health; to hosting a panel on careers that included NYC students to taking the class of making cocktails with an African-owned company.
In order to further increase our community engagement We teamed up to strengthen our community engagement, we partnered First Tech Fund an NYC-based non-profit dedicated to supporting local high school students from various backgrounds. They hosted an event for speed networking on October. Over 50 volunteers participated and were represented by every department at and the participants left with a renewed feeling of confidence, curiosity and excitement around the possibility of pursuing a career in tech.
Furthermore we, as ECGs collectively donated over $20,000 to non-profit organizations that help empower and assist diverse communities as well as a number of minority and female-owned companies:
- Cycle for Survival
- 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: Helping Ukraine
In early 2022, our team members gathered to help Ukraine in the aftermath of its invasion by Russia. Between the generosity of team members and our company donation match We raised nearly $54,000 for nonprofits aiding Ukrainians who are seeking protection and assistance with relocation. The funds went to Ukraine-specific campaigns with UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).
We also provided relocation aid, which included accommodation and travel for more than 70 people, including our employees as well as their relatives. We organized a volunteer group of nearly 20 Vimeans, who provided 24/7 in-person support for the employees and their families who are in need of relocation assistance which included assistance with logistics, travel arrangements as well as foreign language demands and first-hand experience of the local areas and much more.
We were in December when we formed a partnership together with Razom in Ukraine which is a non-profit organization that is dedicated to helping Ukraine and amplifying Ukrainian voices. We supplied video production as well as streaming solutions for their sold out Notes from Ukraine concert, which celebrated the 100-year anniversary of Mykola Leontovych's "Carol of the Bells," as well as its return at Carnegie Hall. It featured four renowned 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 concert was presented in conjunction with the Ukrainian Institute and the Ukrainian Contemporary Music Festival took place by all across the world and received more than 76,000 views.
The future is bright: DEI priorities in 2023
While we're proud of our progress to 2022, we're committed to advancing the needle in 2023. Our focus is on two major areas of focus this year:
- We are expanding the diversity of our team with increased representation
- Inspiring an inclusive environment for everyone in Vimean
Team representation goals
In order to determine our goals for representation for 2023 and beyond, we analyzed the feedback and information of our survey to employees, "Voice of the Vimean" and our most recent information on our demographic distribution; and sources like this report from the EEO* on representation and the most recent research on representation in technology such as this Statista report and this report by Womentech. Based on these data, we've identified 3 opportunities that are crucial as well as 5 goals to improve representation.
*Benchmark data based on EEOC data filtered by industry
Inclusive culture
To keep these representation objectives to be in mind, we'll start innovative programs that will focus on developing employees as well as creating an environment for diverse and high-impact talent.
70% of the DEI budget will be put in internal programs, thereby ensuring equity and access for employees from historically marginalized categories. The remaining 30% will be invested in future initiatives to develop and recruit our workforce. Tangibly this will look like:
- Introducing internal programs focused on inclusion in leadership as well as career path guidance as well as assistance
- Advancing our diverse supplier efforts
- Transparency is improved through our compensation and leveling structure for current and prospective Vimeans
- Increased access to resources in order that can make our processes more inclusive. This includes access to tools on accessible language, in-person interviews, meetings and best practices for accessibility
Our objective is to leverage DEI concepts to create high-impact teams and products. We've learned a lot and have made significant progress towards the goal. We're entering 2023 with more clarity and an eye on ways to achieve greater impact, more quickly. This can be done with a manner that makes DEI practices an integral aspect of our everyday. All of us are responsible for our work and we're looking forward to discussing our results in the near future.
Continue scrolling to get a comprehensive look at our work force data by gender, race, and ethnicity in 2022.
In love with you,
The Team
Other demographic information and categories definitions
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2022 Report Terminology
Declined to self identify
The provision of "self identification" details about your demographics isn't necessary. Therefore, some employees have chosen not to share their demographic information with .
Hispanic and Latina/o/x
The word Hispanic was coined during the 1970s in the United States. This was a new method of categorizing people with roots in Spanish-speaking countries in the Americas that includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which is sometimes used interchangeably with Hispanic was coined in the late 1990s as a way to specifically highlight the gendered nature of the word and be broad enough to encompass gender beyond the traditional binary. (Source)
Technical purpose
Technical role in this context is defined as roles aligned with product and engineering.
Unrepresented minorities
A minority that is underrepresented has a wide range of definitions, but generally, it is an individual or group of individuals who are members of an ethnic, race gender, ethnic group which is tiny in the particular area or in relation to their representation within the overall population. Gender demographics in this report are global. The demographics of ethnicity and race included in this report are restricted by U.S. employees.
For the purpose of this report includes the following demographics in our classification of minorities who are underrepresented. The person is:
- African American / Black
- Hispanic Latina/o/x
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- Two or more races