Progress in diversity by 2022 equality, equity and inclusion (DEI)
In the end , diversity, equity, and inclusion (DEI) isn't just a checkbox practice.
We strive to incorporate DEI methods into our daily operations as essential principles for developing high-impact teams as well as products. Why? because we believe in creating a culture that is fair as well as transparent and grounded in belonging can allow every employee to perform their best and produce superior results for our clients. It will result in greater outcomes for our organization as well as our shareholders and the broader community we serve.
We are aware that real improvements can only be made with accountability and transparency. As we reflect on 2022 We are extremely happy with the gains that we've made in various areas We also recognize that there are still places to work on.
Team demographics
Below is an overview of our team demographics on December 31, 2022, which shows our progress year-over-year in the years between calendar years 2021 to 2022 for global gender representation and U.S. races and ethnicity representativeness.
The areas of improvement
Representation is essential to having an inclusive workforce. we're happy with the strides we've made to date.
Last year, we continued our focus on creating a diverse candidate pipeline for all new roles, and aiming to have 30% of candidates entering our process of interviewing come from minority groups that are underrepresented.
Also, we know that transformation starts at the top, so we made an intentional commitment to increase representation of women in our executive team.
We are convinced that these actions assisted us achieve the following outcomes. As of December 31st 2022:
- 44 percent of our team are female (4 of 9)*
- The number of women employees globally increased by 4.6 percent from 35.7% in 2021 to 40.3 percent by 2022.
- The proportion of women working employed in managerial roles worldwide (Manager or higher) increased by 3% from 33.7 percentage in 2021, to 36.7% in 2022
- The proportion of U.S. employees who identified as belonging to an Underrepresented Minority Group (URM) has increased by 3.3 percentage from 18.3% in 2021 to 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 designed to foster an inclusive and fair environment, which includes:
At the time of publication of this report the executive team of our company consists of 7 people. We're happy to announce that 60 percent of our team (4 of 7) have a female identity. We have also recruited a new senior director of 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. Each ECG can be a resource, point of connection, and a community for employees who are underrepresented as well as their associates These groups play an important part of building and maintaining an equal, multi-cultural, and diverse workforce.
The ECGs of 2022 brought team members together to learn, grow and have fun by hosting more than 20 activities and initiatives ranging from discussions on entrepreneurship, burnout and mental health, to hosting a career panel featuring NYC students to taking the class of making cocktails with a Black-owned business.
In order to further increase our community engagement, we partnered to strengthen our community engagement, we partnered First Tech Fund which is a nonprofit based in NYC that focuses on supporting local high school students from various backgrounds. They hosted an event for speed networking in October. There were over 50 volunteers who participated, with representation from each department and students walked away with a renewed feeling of self-confidence, excitement and enthusiasm about exploring a career in the field of technology.
In addition, our ECGs collectively donated over $26,000 to organizations that empower and support diverse communities as well as many minority- and woman-owned businesses:
- Cycle for 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: Supporting Ukraine
In early 2022, our employees gathered together to aid Ukraine after the Russian invasion of Russia. Thanks to the kindness of our employees and the company matching donations the team raised more than $54,000 in aid to non-profit organizations that help Ukrainians looking for safety as well as relocation assistance. The funds went specifically to Ukrainian-focused campaigns through UNICEF, International Medical Corps, and UNICEF, International Medical Corps and the US Association for UNHCR (UN Refugee Agency).
In addition, we offered help with relocation, such as travel and lodging, for more than 70 people, including our employees as well as their relatives. We formed a group of volunteers comprised of more than 20 Vimeans and provided 24-hour on-the-ground support to family members and employees in need of relocation assistance which included assistance in the logistics of travel, arrangements, foreign language needs, firsthand knowledge of the local areas and much more.
In December, we joined forces with Razom to Ukraine which is a non-profit organization dedicated to supporting Ukraine and making Ukrainian voices. We supplied video production as well as streaming services for 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 at Carnegie Hall. It featured four renowned choirs which included 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 Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival has been viewed by people all over the world and received more than 76,000 views.
Looking ahead: DEI priorities in 2023
We're pleased with our achievements in 2022, we're committed to advancing the needle into 2023. We're focusing on two key areas of focus this year:
- Expanding the diversity of our team by increasing representation
- Creating an inclusive environment for everyone in Vimean
Team representation goals
In order to determine our goals for representation for 2023 and beyond, we reviewed the data and feedback of our survey to employees, "Voice of the Vimean" as well as our latest demographic distribution data; and sources like this report by the EEOCregarding representation as well as the latest research on representation in technology such as these Statista report and this report from 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
Inclusive culture
To keep these representation objectives with us, we'll start new programs in 2023 focused on developing employees as well as creating the workplace a place for diversity and high-impact talent.
70% of our DEI budget will be put into internal programs that will drive the creation of equity and equal access for our those who are from historically marginalized groupings. The remaining 30% will be committed to recruiting and development efforts for our workforce. Practically, this could look like:
- Incorporating internal programs that focus on inclusive leadership, career path guidance and support
- Advancing our diverse supplier efforts
- Transparency is improved through our compensation and leveling structure for current and prospective Vimeans
- Increasing access to resources to make our work procedures more inclusive. This includes access to tools on inclusive language, interviews or meetings, and accessibility best practice
Our aim is to apply DEI methods to develop high-impact teams and products. We've learned some great lessons and are making progress toward that objective, and we're in 2023 with greater clarity and an eye on ways to make a greater difference, faster. We can do this by making DEI practices an integral part of our day-to-day. We're all responsible for our work and we look forward to discussing our results in the near future.
Keep scrolling for a more detailed view of our workforce information by race, gender, and ethnicity in 2022.
In love with you,
The Team
Other demographic information and categories
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2022 Report Terminology
Self-identification is not allowed.
Giving "self ID" demographic information is not mandatory. In the end, a few employees choose not to provide their details about their personal characteristics with .
Hispanic and Latina/o/x
The term Hispanic was coined in the 1970s in the United States. It was an innovative method of categorizing people with roots in Spanish-speaking countries in 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 was coined in the late 1990s as a way to specifically highlight the gendered nature of the phrase and also to make it wider in its coverage of gender outside the binary. (Source)
Technical function
In this sense, the term "technical role" can be defined as roles that align with product and engineering.
Unrepresented minorities
A minority that is underrepresented has a wide range of meanings. However, in most cases refers to a group of people who are members of a particular race, ethnicity or gender ethnic group which is small in a particular field or in relation to the proportion of them within the overall population. The gender demographics included in this report can be considered global. The demographics of ethnicity and race included in this report are limited to U.S. employees.
For the purpose of this report includes the following demographics to make up our Underrepresented Minority categorization. A person who is:
- African American / Black
- Hispanic Latina/o/x
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races