The progress we have made in 2022 on diversity Equity, Inclusion, and Diversity (DEI)
Diversity equality, equity and inclusion (DEI) isn't simply a box-checking exercise.
We strive to incorporate DEI principles into our business processes as a fundamental element for creating high-impact teams and products. Why? We believe that establishing an environment that is fair as well as transparent and grounded in belonging can allow every worker to be at the best job they can and provide better outcomes for our users. This in turn results in greater outcomes for our organization the shareholders we hold, as well as our wider community.
It is our belief that advancement can only be achieved through accountability and transparency. In 2022, as we think about the future and 2022, we're proud of the progress we've made on key issues but we acknowledge that we also have some areas that need to be improved.
Team demographics
Below is an overview of our demographics for the team at December 31, 2022, which shows our progress year-over-year between calendar years 2021 and 2022 regarding the global representation of gender and U.S. race and ethnicity representativeness.
Progression areas
The importance of representation is to have a diverse workforce, and we're extremely pleased with the improvements we've made to date.
In the past year, we have continued our focus on creating an inclusive pipeline of candidates for new positions, with a goal that 30 percent of applicants who participate in our interview process come from minorities that are not represented in our hiring process.
Also, we know that transformation starts at the top, which is why we took a deliberate pledge to improve the number of women within our executive staff.
We are convinced that these actions assisted us achieve the following outcomes. At December 31 2022:
- 44% of our team consider themselves ladies (4 of 9)*
- The number of women employees across the globe increased by 4.6 percent from 35.7 percent in 2021, to 40.3 percent in 2022.
- The proportion of women working employed in managerial roles worldwide (Manager level +) increased by 3 percent from 33.7% in 2021 to 36.7% in 2022
- The number of U.S. employees who identified as being an underrepresented Minority Group (URM) was up 3.3 percentage from 18.3 percent in 2021 and 21.6% in 2022
Apart from the gains made in our team representation We also introduced a number of initiatives that aim to create a more inclusive and equitable society, such as:
*At the publication of this report the executive team of our company consists of 7 individuals and we're happy to announce that 60 percent of our team (4 from 7) have a female identity. Additionally, we have recruited a new senior director at DEI, Renee MacLeod, to 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 can be a resource, point of connection, and community for underrepresented employees and their allies They are essential to building and maintaining an equal, multi-cultural, and diverse workforce.
In 2022, our ECGs have brought our team members together for a day of learning, growth and have fun by hosting more than 20 events and projects that ranged from discussion around burnout, entrepreneurship, and mental health to hosting a panel discussion on career development with NYC students to taking the class of making cocktails with a Black-owned business.
To further strengthen our engagement with the community to further strengthen our community engagement, we collaborated to strengthen our community engagement, we partnered First Tech Fund which is a nonprofit based in NYC committed to helping the local high school students of various backgrounds. They hosted an evening of speed networking in October. Over 50 volunteers participated and were represented by all departments at the school. The participants left with a renewed feeling of self-confidence, excitement and excitement around exploring a career in the field of technology.
Furthermore we, as ECGs have collectively contributed more than $26,000 to organizations that empower and support the diverse communities. We also donated to many minority- and woman-owned firms:
- The Cycle of the purpose of survival
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- Major's Project Pop
- NewFest
- ReelAbilities Film Festival
- Send Chinatown Love
- The Possibility Project
Highlights of the report: Helping Ukraine
Our team members gathered to help Ukraine after the Russian invasion of Russia. Through the generous support of staff members as well as our firm matching donations, we raised over $54,000 in aid to non-profit organizations that help Ukrainians looking for safety and relocation support. This money was distributed to Ukraine-specific campaigns with UNICEF, International Medical Corps, as well as UNICEF, International Medical Corps and the US Association for UNHCR (UN Refugee Agency).
Additionally, we provided relocation assistance, including accommodation and travel to nearly 70 individuals including our employees and family members. We arranged a volunteer team of nearly 20 Vimeans and provided 24-hour on-the-ground support to family members and employees who require assistance with relocation which included assistance in the logistics of travel, arrangements, foreign language needs and first-hand experience of local regions as well as other needs.
In December, we partnered in December with Razom to Ukraine which is a non-profit organization dedicated to supporting Ukraine and expanding Ukrainian voice. We provided video production and streaming services for their sold-out Notes from Ukraine concert that celebrated the 100-year anniversary of Mykola Leontovych's "Carol of the Bells," and the return of the show to Carnegie Hall. The event featured four distinguished choirs which included The Shchedryk Children's Choir, and was hosted by Academy Award-winning director Martin Scorsese, and Ukrainian-American actress, Vera Farmiga. The concert, which was co-presented by The Ukrainian Institute and the Ukrainian Contemporary Music Festival took place all over the world and received more than 76,000 views.
The future is bright: DEI priorities in 2023
We're pleased with the progress we made to 2022, we're committed to moving the needle further in 2023. Our focus is on two major areas of focus this year:
- Expanding the diversity of our team with increased participation
- Creating an inclusive society for all Vimean
Team representation goals
To identify our representation goals to 2023 and beyond we looked at our feedback and data from our employee survey, "Voice of the Vimean"; our current population distribution and demographics; as well as sources like this report from the the EEOCregarding representation as well as the latest research on representation in technology such as the Statista report and this report by Womentech. Based on this information, we have identified 3 key opportunities and 5 new representation goals.
*Benchmark data is based on EEOC data that has been filtered by industry
Inclusionary culture
In keeping these goals of representation with us, we'll launch the next generation of programs by 2023 that focus on developing employees as well as creating a home for diverse, highly-performant talent.
70% of our DEI budget will go in internal programs and driving the creation of equity and equal access for our employees from historically underrepresented groups. The remainder of the budget will be devoted to future initiatives to develop and recruit our workforce. Practically, this could look like:
- Introducing internal programs focused on inclusion in leadership as well as career path guidance and help
- Advancing our diverse supplier efforts
- We are able to provide greater transparency through our compensation and leveling structure for current and prospective Vimeans
- Increasing access to resources that can make our procedures more inclusive. This includes access to tools on inclusive language, interviews as well as meetings and best practices for accessibility
Our objective is to leverage DEI concepts to create the highest-impact teams and products. We've learned a lot and are making progress toward that objective, and we're entering 2023 with more clarity and an eye on ways to make a greater difference, more quickly. We can do this with a manner that makes DEI practices an integral aspect of our everyday. Everyone is accountable for this work, and we look forward to the results we will be sharing in the future.
Keep scrolling for a more comprehensive look at our work force figures by race, gender, and ethnicity in 2022.
In love with you,
The Team
More demographics and category definitions
2022 Report Terminology
Refused to identify self
Provision of "self ID" demographic information is not mandatory. As a result, some employees choose to not share their personal data on their demographics with .
Hispanic and Latina/o/x
The term Hispanic was introduced during the 1970s in the United States. It was an innovative way to categorize individuals with roots in Spanish-speaking countries in the Americas which includes Mexico, Central America, South America, and the Caribbean. The term Latina/o/x often is used interchangeably with Hispanic, emerged in the 1990s as a means to highlight the gender-specific nature of the word and be wider in its coverage of gender, extending beyond the gender binary. (Source)
Technical function
Technical role in this context can be defined as roles that align to engineering and product.
Unrepresented minorities
A minority that is underrepresented has a wide range of meanings. However, typically, it refers to a group of people who belong to an ethnic, race gender, ethnic group which is smaller in that particular field or in relation to their representation within the overall population. The gender demographics included in this report can be considered global. The demographics of ethnicity and race that are included in this report are only applicable to U.S. employees.
The purpose of this report, we have included the following demographics to make up our Underrepresented Minority categorization. The person is:
- African American / Black
- Hispanic Latina/o/x
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- Two or more races