Progress in diversity by 2022 equality, equity and inclusion (DEI)
At , diversity equality, equity and inclusion (DEI) isn't just a checkbox practice.
We seek to embed DEI principles into our business operations as essential principles for creating high-impact teams and products. Why? because we believe in creating a culture that is fair, transparent, and rooted in community will enable each employee to do the best job they can and provide superior results for our clients. It will result in better outcomes for our business the shareholders we hold, as well as our wider community.
We know that meaningful improvements can only be made with accountability and transparency. In 2022, as we think about the future We are extremely happy with the gains we've made in key areas We also recognize there are some areas that need to be improved.
Team demographics
Below is a summary of our demographics for the team as of December 31, 2022 showing our year-over-year progress between calendar years 2021 and 2022 in terms of worldwide gender representation as well as U.S. race and ethnicity participation.
The areas of improvement
The importance of representation is to have an inclusive workforce. we're happy with the strides we've made to date.
In the past year, we have continued our efforts to create an inclusive pipeline of candidates for new positions, with a goal that 30% of candidates entering our process of interviewing come from minority groups that are underrepresented.
We also know that change begins at the top, so we made an intentional pledge to improve the number of women within our executive team.
We believe these actions helped us to achieve the outcomes listed below. On December 31st 2022:
- 44 percent of our executive team identify as female (4 out of 9)*
- The percentage of female employees across the globe increased by 4.6 percent from 35.7 per cent in 2021 to 40.3% in 2022
- Women employed in managerial roles worldwide (Manager level +) increased by 3 percentage points 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) has increased by 3.3% from 18.3 percentage in 2021 to 21.6% in 2022
Apart from the gains that we made with respect to our representation in the team, we also launched several initiatives that aim to create a more inclusive and equitable culture, including:
*At the time of publishing this report Our executive team is comprised of seven people. We're pleased to report that 60 percent of our team (4 out of seven) have a female identity. Additionally, we have recruited a new senior director at DEI, Renee MacLeod, who will oversee our DEI strategy 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 as a point of contact and a community for employees who are underrepresented along with their colleagues, and these groups are essential to building and maintaining an equitable, broad, and inclusive workforce.
The ECGs of 2022 allowed our team members to learn, grow and be celebrated by organising over 20 different events and initiatives that included discussions around burnout, entrepreneurship, and mental health to hosting a panel on careers that included NYC students, to attending a cocktail-making class from an African-owned company.
To further strengthen our engagement with the community, we partnered with First Tech Fund which is a nonprofit based in NYC dedicated to supporting local high school students from different backgrounds. We hosted an evening of speed networking in October. Over 50 volunteers participated in the event, representing all departments at the school. The participants left having a new sense of self-confidence, excitement and enthusiasm about pursuing a career in technology.
Furthermore, our ECGs together donated more than 26,000 dollars to non-profit organizations that help empower and assist diverse communities as well as a number of minority and female-owned firms:
- Cycle for the purpose of survival
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- The Major's Project Pop
- NewFest
- ReelAbilities Film Festival
- Chinatown Love Chinatown Love
- The Possibility Project
Report highlight: Supporting Ukraine
Our employees gathered together to aid Ukraine following the invasion from Russia. Through the generous support of employees and the company matching donations We raised nearly $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, as well as The US Association for UNHCR (UN Refugee Agency).
Additionally, we provided relocation aid, which included accommodations and transportation to more than 70 persons, which included our employees and family members. We organized a volunteer group comprised of more than 20 Vimeans that provided 24 hours a day assistance on the ground to employees and their families that require relocation assistance -- including support in the logistics of travel, arrangements as well as foreign language demands as well as first-hand knowledge of local regions, and more.
The month of December was when we partnered together with Razom for Ukraine an organization dedicated to supporting Ukraine and making Ukrainian voices. We offered video production and streaming services for their sold-out Notes From Ukraine concert that marked the 100th anniversary of Mykola Leontovych's "Carol of the Bells," as well as its return in 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 was presented in conjunction with the Ukrainian Institute and the Ukrainian Contemporary Music Festival has been viewed by people across the globe and has received more than 76,000 views.
Future-looking: DEI priorities in 2023
We're pleased with the progress we made in 2022, we're determined to moving the needle further in 2023. We're focusing on two key areas of focus this year:
- Diversifying our team with increased participation
- Creating an inclusive society for all Vimean
Team representation goals
To determine our representation objectives to 2023 and beyond we reviewed the data and feedback of our survey to employees, "Voice of the Vimean" and our most recent population distribution and demographics; as well as sources like this report from the EEO* on representation and the latest research on representation in technology like this Statista report as well as this report from Womentech. Based on the information we've gathered, we've identified 3 key opportunities and five new goals for representation.
*Benchmark data is based on EEOC data, which is filtered through industry
Culture of inclusion
With these representation goals to be in mind, we'll launch innovative programs that will focus on developing employees as well as creating the workplace a place for diversity and talented individuals.
70% of our DEI budget will be invested into internal programs that will drive the creation of equity and equal access for our employees from historically underrepresented groups. The remaining 30% of our budget will be devoted to future recruiting and development efforts for our workforce. It could be as:
- Introducing internal programs focused on inclusive leadership, career path guidance as well as support
- Advancing our diverse supplier efforts
- Creating greater transparency with our structure of compensation and levels for current and prospective Vimeans
- Accessing resources more readily that can make our processes more inclusive, including the ability to access tools that support inclusive language, interviews as well as meetings and accessibility best practice
Our goal is to use DEI principles to build the most impactful products and teams. The lessons we've learned have been invaluable and made progress in achieving this goal, and now we're in 2023 with greater clarity and an eye on ways to create a bigger impact quicker. This can be done by making DEI practices an integral aspect of our everyday. We're all in charge of this, and we look forward to the results we will be sharing in the 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
More demographics and categories definitions
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2022 Report Terminology
Declined to self identify
Giving "self identification" details about your demographics isn't necessary. In the end, a few employees choose not to provide their details about their personal characteristics with .
Hispanic or Latina/o/x
The word Hispanic was first introduced during the 1970s in the United States. It was an innovative approach to classify people who have heritage from Spanish-speaking countries of the Americas that 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 1990s as a way to specifically highlight the gender-specific nature of the phrase and also to make it broad enough to encompass gender beyond the binary. (Source)
Technical role
Technical role in this context is defined as a role that has a relationship with engineering or product.
Underrepresented minority
A minority that is underrepresented has a wide range of definitions, but in most cases refers to the people who belong to an ethnic, race or gender ethnic group which is smaller in that particular field or context compared to their representation in the general population. Gender demographics in this report are global. The demographics of ethnicity and race contained in the report are only applicable to U.S. employees.
The purpose of this report includes the following demographics in our Underrepresented Minority categorization. A person who is:
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races