Progression in diversity until 2022. By 2022, equality is expected to become a reality. In 2022, equality will be achieved. Equality and Inclusion (DEI)

Equality, diversity, and inclusion (DEI) isn't merely an exercise of ticking boxes.

We're looking at integrating DEI principles into our operations as an essential guiding concept in the creation of products that will have the greatest impact, and also teams. Why? because we believe in establishing the right environment to our employees. It is a place that is trustworthy with regard to its policies and also welcoming and grounded in the community. This allows every employee to perform fully at their best and provide superior results to our clients. This leads to improved results for both our company as well as the shareholders we hold as well as the larger community.

We're well aware that substantial improvement can only be achieved through accountability and transparency. As we plan for the coming year's calendar We're satisfied with the improvements that we've made on these important aspects. We are also aware of the necessity to improve certain elements which require improvement.

Team demographics

This is a quick overview of our demographics for our team as of 30th of December 2022. The graph displays the growth in annual percentages from 2021 to 2022 with regards to gender equality around the world in addition to U.S. race and ethnicity.

These are the areas that need improvement.

Representation is essential to have an all-inclusive workforce. We're happy with the progress which we've achieved in the past.

Over the past few years, we've focused on our efforts to create a diverse and open applicant pool for new opportunities. We've made it our mission to make certain that at minimum 30 percent of those who get chosen for an interview are from underrepresented minorities.

We also believe that the process of change begins at the top, that's why we made our intention to improve the proportion of women who are at the top of the company.

This has helped us achieve the objectives described in the following paragraphs. The deadline for December 31st, 2022, is

• 44 percent of our staff consider themselves female (4 of 9)*
• The percentage of women working around the world is increasing to 4.6 percent from 35.7 percent by 2021. The figure will rise to 40.3 percent in 2022.
• The percentage of women working in positions of leadership across the world (Manager or higher) increased by 3 percentage points from 33.7 percent in 2021 to 36.7 percentage in 2022.
• The proportion of U.S. employees who identified as part of the minority group that is underrepresented Minority Group (URM) has grown by 3.3 percent to 18.3 percent in 2021, to 21.6 percent in 2022.

As well as the strides we've achieved in ensuring the diversity of our team We also launched a number of initiatives that aim to create an open and fair environment. They include:

At the time of releasing the document, our executive staff comprises seven members. We're pleased to share the fact that 60 percent of our employees (4 out of seven) are female. Additionally, we've enlisted an experienced manager in the senior management of DEI, Renee MacLeod, with the responsibility for DEI policies and programmes.

These are the members of the Groups of Employees 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 provides a chance for people to connect. It serves as a communication point in addition to an opportunity for individuals to meet who are not of the same group as the rest of their classmates. ECGs are essential to establishing and maintaining an equitable broad and diverse workforce.

The 2022 ECGs allowed our staff members to learn as they developed and were celebrated for taking part in over 20 events and initiatives that ranged from discussions about burning out, entrepreneurship, and mental health, to presenting an event on career opportunities that included NYC students. We also took part in a night class about making cocktails in the company owned by Africans. business.

To improve our relationships with our local community to strengthen our relationship with the local community, we created the partnership First Tech Fund that is a charitable company with the headquarters in NYC that focuses on helping students in local high schools with different backgrounds. It was a night of networking speed during this month in October. About 50 participants attended the event that comprised all departments of the college. Participants received an upswing in confidence, excitement and a desire to begin a career in the area of technology.

Additionally, we at ECGs have donated more than 26, thousands of dollars to non-profit organizations that help to empower and diversify communities. We also donated to numerous enterprises run by women and minorities

•       Cycle in order to reach the goal of ensuring that there is a chance for the survival of
•       Daymaker
•       First Tech Fund
• Hella Cocktail Co.
•       The Project Pop of Major Project Pop
•       NewFest
•       ReelAbilities Film Festival
•       Chinatown Love Chinatown Love
•       The Possibility Project

Highlights of the report: Aiding Ukraine

Employees from our organization joined forces to help Ukraine following the Russian attack against Russia. Thanks to the generosity of our staff, as well as the company's match contributions, we raised $54,000 for non-profits that aid Ukrainians with protection needs and assistance with relocation. The money will be used for Ukraine-specific initiatives through UNICEF, International Medical Corps, as well as The US Association for UNHCR (UN Refugee Agency).

We also provided assistance with relocation, including transport and accommodation for around 70 people who were employees or family members of their. The group was consisting of more than 20 Vimeans who were available 24 hours a day in the field for employees and family members that require help with their relocation and assistance with planning trips, as well as being able to speak foreign languages along with having a direct experience of the region in general and the areas surrounding.

The month of December was when we collaborated in conjunction with Razom, a group from Ukraine an organization which is dedicated to aiding Ukraine and establishing a Ukrainian voices. We supplied video production along with streaming for their sold out notes from Ukraine concert that marked the centennial of Mykola Leontovych's "Carol of the Bells" as well as its return at Carnegie Hall. The concert was an chance to perform four choirs of top quality, which included the Shchedryk Children's Choir, and the performance was given with Oscar winning director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The concert was produced for the Ukrainian Institute and the Festival. Ukrainian Institute and the Ukrainian Contemporary Music Festival are watched by people all over the world. The event attracted more than 76,000 viewers.

Future-focused: DEI Priorities for 2023

We're satisfied with the improvements made in the last two years between 2022 until now, and we're committed to move to the next level by 2023. Our attention is focused upon two key aspects of our work this year:

1. Our team is diversifying with a greater participation
2. Constructing a welcoming and warm society that is welcoming to everyone in Vimean

Team representation goals

In order to establish our representation goals until 2023, and even beyond, we looked over the results and feedback in our employee poll "Voice of Vimean" along with our most recent demographics and demographic distribution and other sources like this report from the EEO(*) on representation, as well as the latest research about representation in the tech industry which includes the Statista report as well as this report by Womentech. Based on our research and analysis, we've found three key potential areas and five points of particular interest within the realm of representation.

*Benchmark data comes from EEOC data. It is processed as part of the process of

     An environment that believes in inclusion    

In order to achieve our goal of representation we'll keep them at the forefront of our thoughts, and we'll create new programs that focus on educating employees and also in creating workplaces that are welcoming to diverse and talented individuals.

70 percent from 70 percent of the DEI budget will be utilized to fund initiatives inside the DEI which will make sure that equality and accessibility is available to those who work with us from groups that are historically underrepresented. The remaining budget will go to programmes for recruitment and development which we provide to our employees. This can include:

• Integrating internal programs that concentrate on inclusion in leadership, guidance for career advancement and assistance
• Advancing our diverse supplier efforts
• We want to improve transparency through the disclosure of our compensation system along with the amount we'll pay in the foreseeable future as well as the current Vimeans
• The speed of accessing information can enable us to be more welcoming. This includes having access to devices that facilitate including interviews that are based on languages as well as meetings and also access the most effective ways to do so.

We're determined to apply DEI concepts to form strong teams and product. What we've learned has been valuable and have helped us reach our goals. We'll by 2023 become more knowledgeable understanding and also an understanding of how we can make an impact effectiveness faster. It's possible to do this through making DEI techniques an integral component of our daily lives. Everyone is responsible for this and are looking at the outcomes that will be shared in the near future.

Keep reading for an in-depth analysis of our data on the gender of workers or on the race of the workforce until 2022.

I love you,

The Team

Definitions of additional categories, as well as demographics

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2022 Report Terminology

HTML1 HTML1 - Refused to identify self

It is not necessary to disclose "self identity" specifics about your character. It is not required. The fact is that at the end of the day, a small percentage of employees choose not to divulge information regarding their specific features they have in common with .

Hispanic as well Latina/o/x

The term Hispanic was first introduced in the late 1970s, in the United States. It was an innovative way to distinguish people with heritage from Spanish-speaking countries in the Americas which includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x expression often employed as a synonym for Hispanic was initially coined during the 90s to emphasize the gender specific aspect of the word, and to create an expansive definition that includes any gender, regardless of gender. (Source)

     Technical objective    

The function of technology is described as having something to do with engineering or manufacturing.

Minorities are not represented

The term "underrepresented minority" can be defined using a wide range of definitions. This is generally a reference to people who belong to an ethnic or gender, or race-based group which are underrepresented in an area or specific circumstances in comparison to the percentage of those living in the area. The report concentrates on statistics pertaining to gender for women that are worldwide. The demographics related to race and ethnicity contained in this report could be used for U.S. employees.

This report's goal is to include these characteristics into our categorization of minority groups that are underrepresented. The person is:

• African American / Black
• Hispanic Latina
• Native American / Alaskan Native
• Native Hawaiian / Other Pacific Islander
• Two races or more

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