Progress in diversity towards 2022 equal rights in 2022. Equity and Inclusion (DEI)
Equity, diversity as well as inclusion (DEI) is more than an act of checking boxes.
Our goal is to include DEI principles into our daily actions as the fundamental guiding concepts for building teams that are high-impact and products. Why? because we believe creating the right environment and open and rooted in being a part of the community can allow each employee to be at their best and produce superior performance for our customers. Additionally, it leads to more positive outcomes for our employees as well as our shareholders as well as the wider community that we serve.
We know that meaningful advancement can only be achieved with accountability and transparency. In 2022, as we think about the future, we are proud of the progress that we've made in the past year on important issues, but we recognize that we also have places that need improvement.
Team demographics
Below is a snapshot of our population breakdown as on the 31st of December 2022. It shows the growth we have seen year-over-year in the calendar years 2021-2022 in terms of global gender representation, and U.S. race & diversity representation.
The areas for Improvement
It's essential to have an array of people in our workplace We're thrilled by the progress we've made until now.
In the past year, we have maintained the objective of creating an open pipeline of potential candidates to fill all roles and have set a goal to have 30% of applicants who are interviewed process come from minority groups that aren't considered in our hiring procedure.
Furthermore, we're aware that the transformation process starts from the top, which is why we've made the decision to improve the representation of women within the leadership team of our business.
This has enabled us to get the results we want. As of the end of December, 2022:
- 44% of our team members think they are ladies (4 from 9)*
- The percentage of women who are employed in all countries rose to 4.6 percent from 35.7 percentage in 2021, to 40.3 percent by 2022.
- Female management positions for women around the world (Manager or greater) increased by 3 percentage points from 33.7 percent in 2021, to 36.7 percent by 2022.
- The percentage of U.S. employees who identified as being part of the minority that is underrepresented (URM) (URM) increased by 3.3 percent to 18.3 percentage in 2021, and 21.6% in 2022
Alongside the changes we've made to the representativeness within our group We have also implemented several initiatives that aim to create a more friendly and equitable workplace. They include:
*At the time of publishing this report, our executive group includes seven members. We're happy to report that 60 percent of our team (4 of seven) possess a female identity. We have also hired a new Director of DEI, Renee MacLeod, to manage the DEI strategy and plans.
It's it is the Groups of 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 for connections and a source of refuge for those that are disadvantaged and their supporters. They play an important part of ensuring that there is a fair, diverse and diverse work force.
In 2022, our ECGs will bring our team together for a full day that was filled with learning, sharing, and celebrating with over 20 events and projects, which included discussions on burningout, entrepreneurship and mental health, from hosting a panel on careers, which included NYC students, to taking the cocktail making class with the African-owned firm.
To increase our involvement in the community We partnered with a local group to further strengthen our involvement with the community. We joined forces with First Tech Fund which is a nonprofit based in NYC that focuses on helping children who attend local high schools and come from various backgrounds. They hosted the event of speed networking in the month of October. There were more than 50 volunteers who participated, taking part at the event were from different departments at the school. Students who attended the event returned with a enthusiasm, a sense of confidence and optimism about the potential of working in technology.
Collectively, we donated over $20,000 to organizations that build and strengthen communities of all kinds, as well as several owned by women and minorities:
- A cycle with the purpose of the survival of
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- The Project Pop of Major Project Pop
- NewFest
- ReelAbilities Film Festival
- Let's send Chinatown Love
- The Possibility Project
Report Highlight: Helping Ukraine
At the start of 2022, the members of our team gather to aid Ukraine after the invasion of Ukraine by Russia. Between the generosity of the team members and our company's match for donations, the team has contributed over $54,000 in aid for non-profit organizations that assist Ukrainians who are seeking protection and assistance to relocate. This money was specifically used for projects targeted towards Ukraine via UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).
We also offered relocation assistance which included transportation as well as accommodation to more than 70 persons who were employees or relatives. We formed a group made from around 20 Vimeans, who provided 24/7 assistance on the ground to family members as well as employees who require help in relocating. This included help with the logistics of travel assistance in logistical issues, as well as the necessity of a foreign language and experience in local regions and other requirements.
In December, we signed a partnership along together with Razom for Ukraine an organization which is committed to assisting Ukraine and generating Ukrainian voice heard. We produced video along with streaming for their sold out Notes from Ukraine performance. It was a celebration of the 100th anniversary of Mykola Leontovych's "Carol of the Bells" and also it's the return of Carnegie Hall. The event featured four distinguished choirs which included The Shchedryk Children's Choir, and was co-hosted by Academy Award-winning Director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The concert was presented in partnership with the Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival has been held across the globe and was attended by more than 76,000 people.
The future is bright: DEI Priorities in 2023.
Although we're extremely proud of our accomplishments in 2022, We're determined to continue making progress for 2023. Our focus is on two major objectives this year.
- We're expanding the variety of our team through increased participation
- To create a warm and welcoming society that is inclusive of everyone Vimean
Team representation goals
For determining our representation goals to 2023 and beyond we examined the feedback and information of our employee survey "Voice of the Vimean" and our present information on our demographic distribution; as well as other sources, such as this report by the EEOC* on representation, as well as recent research on technology industry representation which includes this report from the Statista report and the report of Womentech. Based on our research and analyzed, we've found three categories that require attention and identified five crucial areas to be improved in representation.
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Cultural inclusion
To keep these representation objectives in mind, we'll begin our new program in 2023. It will focus on developing employees and building a workplace that is a space for diversity and highly-performant talent.
70 70% of the DEI budget will go towards internal initiatives, making sure that there is an equitable opportunity for and fair treatment of those who belong to historically marginalized groups. The remaining budget will be allocated to initiatives to improve recruitment and workforce development. This could include:
- Incorporating internal programs that focus on empowering women in management, career guidance and assistance
- Advancing our diverse supplier efforts
- Transparency is enhanced through our leveling and compensation system that is applicable to prospective and actual Vimeans
- Expanding access to resources in order to make our processes more accessible. This is a requirement for us to use devices that are able to assist with accessible interviewing in-person as well as meetings, and also the most effective methods to improve accessibility.
Our goal is to use DEI principles to build exciting teams and products. We've learned many things and made progress in achieving our goal. Now we're moving into 2023 with a better knowledge of what we could accomplish to make our mark quicker. You can accomplish this with a manner which makes DEI exercises a normal element of our every day routine. We all are accountable for the work we do and are looking forward to sharing the results we have achieved soon.
Scroll down for greater details on the information about our workforce according to gender, race and ethnicity by 2022.
I am in love with you.
The Team
Additional demographic data & categories definitions
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2022 Report Terminology
Self-identifying isn't allowed.
Giving "self identification" specifics about your population isn't necessary. However, handful of employees have chosen not to give details about their demographics and personal information to .
Hispanic and Latina/o/x
The word Hispanic was introduced in the beginning of the 1970s in the United States. This was a new approach to classify people who have roots from Spanish-speaking countries in the Americas that includes Mexico, Central America, South America, and the Caribbean. Latina/o/x, a term that often refers to Hispanic was coined in the early 1990s as means to emphasise the gender specific characteristic of the term as and to also include gender beyond the gender binary. (Source)
Technical function
The reason for this is that "technical job" can be defined as roles that are aligned to engineering or product.
HTML0 Minorities not properly represented
The term "underrepresented minority" is defined in a variety of ways however, in general it's a group of individuals that belong to one of the races, ethnicities or gender other type of group that is smaller in that particular area, or in the percentage of them in the overall people. The demographics for gender included in the report cover the world. Race and ethnic demographics that are included in the report are only available by U.S. employees.
Below are the demographics utilized to determine our definition of minorities as being underrepresented. This person:
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races
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