Progress in diversity by 2022 equality, equity and inclusion (DEI)

At , diversity equality, equity and inclusion (DEI) isn't simply a box-checking practice.

We seek to embed DEI principles into our business activities as fundamental principles to building high-impact teams and products. Why? Because we believe that creating the right environment as well as transparent and grounded in belonging will allow each employee to perform their best work and deliver better outcomes for our users. That in turn leads to greater outcomes for our organization as well as our shareholders and the broader community we serve.

We know that meaningful advancement can only be achieved through accountability and transparency. When we look back on 2022, we are proud of the progress we've made on key issues but we acknowledge that we also have places to work on.

Team demographics

Below is a snapshot of our team's demographics as of December 31, 2022, which shows our progress year-over-year between calendar years 2021 and 2022 for worldwide gender representation as well as U.S. race & ethnicity representation.

The areas of improvement

The importance of representation is to have the diversity of our workforce and we're extremely happy with the strides we've made up to now.

This year, we maintained the goal of creating a diverse candidate pipeline to fill all roles and aiming to have 30% of the candidates who go through our interview process come from minorities that are not represented in our hiring process.

Also, we know that transformation is a process that begins at the top therefore we have made an explicit decision to boost the representation of women in our executive staff.

These actions have helped us achieve the following outcomes. As of December 31st 2022:

• 44% of our executive team consider themselves ladies (4 of 9)*
• Women employed across the globe rose by 4.6 percent from 35.7% in 2021 to 40.3 percent by 2022.
• Women employed in managerial roles worldwide (Manager or higher) increased by 3 percentage points from 33.7% in 2021 to 36.7 percent in 2022.
• The proportion of U.S. employees who identified as being an underrepresented Minority Group (URM) increased by 3.3% from 18.3 percent in 2021 and 21.6% in 2022

Alongside the improvements 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 environment, which includes:

*At the time of publishing this report Our executive team is comprised of seven people. We're happy to announce that 60% of our executive team (4 out of seven) identify as women. Additionally, we have appointed a new Senior Director of DEI, Renee MacLeod, to manage our DEI strategy and programs.

The 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 and their allies These groups play an important part of building and maintaining an equal, broad, and inclusive workforce.

In 2022, our ECGs brought team members together for a day of learning, growth, and celebrate by organizing more than 20 activities and initiatives that included discussions on entrepreneurship, burnout and mental health; to hosting a panel on careers with NYC students to taking a cocktail-making class from an African-owned company.

To further strengthen our community engagement, we partnered to strengthen our community engagement, we partnered First Tech Fund, a NYC-based nonprofit that focuses on supporting students in local high schools from diverse backgrounds, by hosting a speed networking event during October. There were over 50 volunteers who participated, in the event, representing every department at and the students walked away with a renewed feeling of curiosity, confidence and excitement around the possibility of pursuing a career in tech.

Additionally we, as ECGs collectively donated over 26,000 dollars to groups that strengthen and strengthen diverse communities as well as several minority- and women-owned businesses:

•   A Cycle for the purpose of survival
•   Daymaker
•   First Tech Fund
• Hella Cocktail Co.
•   The Major's Project Pop
•   NewFest
•   ReelAbilities Film Festival
•   Let's Send Chinatown Love
•   The Possibility Project

Report Highlight: Supporting Ukraine

The beginning of 2022 saw 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 the team raised more than $54,000 in aid to non-profit organizations that help Ukrainians looking for safety and assistance with relocation. This money was distributed to specific campaigns for Ukraine by UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).

We also provided relocation assistance, including accommodation and travel to more than 70 persons, which included our employees and family members. We formed a group of volunteers of nearly 20 Vimeans, who provided 24/7 on-the-ground support to employees and their families who require assistance with relocation which included assistance for travel logistics, logistical assistance as well as foreign language demands and first-hand experience of local regions as well as other needs.

We were in December when we formed a partnership together with Razom for Ukraine, a nonprofit that is dedicated to helping Ukraine and making Ukrainian voices. We offered video production and streaming services for their sold-out Notes from Ukraine concert. The event marked the 100th anniversary of Mykola Leontovych's "Carol of the Bells" as well as its return in Carnegie Hall. The event featured four distinguished choirs, including the Shchedryk Children's Choir, and was co-hosted by Academy-Award winning director Martin Scorsese, and Ukrainian-American actress, Vera Farmiga. The concert was presented in conjunction with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival took place all over the world and been watched by more than 76,000 people.

Looking ahead: DEI priorities in 2023

Although we're extremely proud of our achievements in 2022, we're committed to making progress in 2023. Our focus is on two major priorities this year:

1. We are expanding the diversity of our team with increased participation
2. Achieving an inclusive and welcoming society for all Vimean

 Team representation goals

To determine our representation objectives in 2023 and beyond, we analyzed the feedback and information from our employee survey, "Voice of the Vimean"; our current demographic distribution data; and other sources such as this report from the the EEOC* on representation and recent research about representation in the tech industry including the Statista report and this report from Womentech. Based on this information, we have identified 3 opportunities that are crucial and five new goals for representation.

 *Benchmark data is based on EEOC data filtered by industry

 Inclusionary culture

To keep these representation objectives with us, we'll launch new programs in 2023 focused on developing employees as well as creating the workplace a place for diversity and highly-performant talent.

70% of the DEI budget will be invested in internal programs, thereby ensuring the creation of equity and equal access for our employees from historically marginalized groups. The remaining 30% will be devoted to future workforce development and recruitment efforts. It could be as:

• Introducing internal programs focused on inclusive leadership, career guidance and support
• Advancing our diverse supplier efforts
• Transparency is improved through our leveling and compensation structure for both prospective and current Vimeans
• Increasing access to resources to make our work procedures more inclusive. This includes the ability to access tools that support accessible language, in-person interviews, meetings and best practices for accessibility

Our goal is to use DEI concepts to create the most impactful products and teams. We've learned a lot and made progress in achieving that objective, and we're moving into 2023 with a clearer vision and focus on how we can make a greater difference, faster. This can be done in a way that makes DEI practices an integral aspect of our everyday. All of us are responsible for our work and we look forward to discussing our results in the near future.

Keep scrolling for a more comprehensive look at our work force data by gender, race, and ethnicity in 2022.

With loveo,

The Team

Additional demographic data & categories definitions

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2022 Report Terminology

 Self-identification is not allowed.

Giving "self identification" details about your demographics isn't mandatory. In the end, a few employees have chosen not to provide their data on their demographics with .

 Hispanic or Latina/o/x

The term Hispanic was first introduced in the 1970s in the United States. This was a new approach to classify people who have heritage from Spanish-speaking countries of the Americas, including Mexico, Central America, South America, and the Caribbean. The term Latina/o/x often is used interchangeably with Hispanic, emerged in the early 1990s as method to emphasize the gender-specific nature of the term and to be more inclusive of gender beyond the binary. (Source)

 Technical role

In this sense, the term "technical role" can be defined as roles that align with product and engineering.

 Minorities that are underrepresented

Underrepresented minority has a range of definitions, but generally, it is a group of people that belong to an ethnic, race, gender, or other ethnic group which is smaller in that particular field or in relation to the proportion of them of the population as a whole. The gender demographics included in this report are global. Ethnic and racial demographics that are contained in the report are limited by U.S. employees.

This report, the following demographics are included to make up our categorization of minority groups as underrepresented. The person is:

• African American / Black
• Hispanic Latina
• Native American / Alaskan Native
• Native Hawaiian / Other Pacific Islander
• More than two races