The progress we have made in 2022 on diversity Equity, Inclusion, and Diversity (DEI)
Equity, diversity and inclusion (DEI) is not just the result of a test that you can checkbox.
We try to integrate DEI techniques into our everyday routines as a fundamental idea to build high-impact teams, as well as products. Why? because we are committed to creating an environment that is conducive to our employees. A culture which is equitable as well as transparent and rooted in community can allow every employee to perform their best job, and deliver top-quality outcomes to our customers. This in turn results in greater positive outcomes for our company and the shareholders we serve as well as for our entire community.
We are aware that significant changes can only be achieved by transparency and accountability. As we reflect on 2022-2022 we're pleased with the improvements we've made on key issues We also recognize that we also have some areas that need to be better.
Team demographics
Below is a quick outline of our demographics that we will present to the team on the 31st day of Dec, 2022 which will show how we've improved year-over-year between 2021-2022 regarding global representations of gender as well as U.S. races and ethnicities the distribution.
Progression zones
It's crucial to the diverse workforce we have and we're satisfied with the strides that we've taken to date.
In the past year, we have continued our goal of creating an accessible and diverse stream of new applicants with the hope that at minimum, 30 percent of those who participate during our selection process for interviews come from minority groups that are underrepresented.
Additionally, we are aware that transformation starts from the highest levels. Therefore, we've made an explicit commitment to increase the representation of women on the executive committee.
We are convinced that our actions helped us achieve the outcomes that we've seen. The 31st day of December, 2022.
- 44 percent from our members of the team identify as women (4 out of 9)*
- Female employees across the globe has increased to 4.6 percentage from 35.7 per cent by 2021 and will reach 40.3 per cent by 2022.
- Females in management post around the globe (Manager degree plus) increased by 3 percent from 33.7 percent in 2021 and will reach 36.7 percent by 2022.
- The share of U.S. employees who identified as belonging to the underrepresented Minority Group (URM) has increased by 3.3 percent up from 18.3 per cent in 2021 up to 21.6 percent by 2022.
Apart from the advancements that we have made with our representation of the team, we have also introduced several initiatives to help create a more equal and inclusive community including:
As of the date of this report the management team at our firm includes seven members. We're happy to say that 60% of our team (4 out of seven) is comprised of women. We've also appointed a brand new Senior Director of DEI, Renee MacLeod, who is in charge of the DEI strategies 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. Every ECG can serve as a point of contact as well as a place to connect employees who are underrepresented together in their workplaces. These groups help in creating and sustaining an equal and multi-cultural workforce.
The ECGs of 2022 let our team members improve, gain knowledge, and be awed by hosting over 20 different activities and events, from discussions on entrepreneurship, burnout, and mental health. hosting a panel discussion about job opportunities, which featured NYC students. They also took an evening class on making cocktails through an African-owned enterprise.
To increase our involvement with the community, we partnered to increase our involvement with the local community. For this purpose we collaborated with First Tech Fund which is a non-profit based in NYC that focuses on providing support to High school students in the area with diverse backgrounds. They held an evening of speed networking on October. Over 50 people were in attendance, representing every department at the university. The students left with a sense of self-confidence, passion and awe for the possibility of a career in technology.
In addition, ECGs have contributed more than $20,000. to organizations that enable and support diverse communities, including several minority-owned and women-owned firms:
- A cycle with the purpose for the continued existence of
- 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
The beginning of 2022 was when our team members gathered together to aid Ukraine after an invasion by Russian invaders from Russia. Thanks to the support of our team members and our company matching donations, we raised more than $54,000 to non-profit organizations that assist Ukrainians with the need for safety and relocation support. These funds were specifically allocated to campaigns focusing on Ukrainians through UNICEF, International Medical Corps, and UNICEF, International Medical Corps as well as The US Association for UNHCR (UN Refugee Agency).
Additionally, we assisted with relocation, including accommodation and transportation for about 70 people who included employees and their relatives. We established a volunteer group of more than 20 Vimeans and offered 24 hours on the ground support to family members and employees requiring assistance for relocation, including assistance with logistics for travel and logistical assistance, requests for foreign languages and in-depth knowledge of the local community, and much more.
In December, we came together with Razom to Ukraine which is a non-profit organisation who is dedicated to supporting Ukraine and amplifying Ukrainian voice. We helped with video production and streaming to their sold out Notes From Ukraine concert that celebrated 100 years of the premiere of Mykola Leontovych's "Carol of the Bells," and its return in Carnegie Hall. The concert was a showcase of the world's top choirs, which included Shchedryk Children's Choir. Shchedryk Children's Choir, and was hosted by Academy-Award-winning director, Martin Scorsese, and Ukrainian-American actress, Vera Farmiga. The concert was staged together with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival can be seen by viewers across the globe, and has been watched by more than 76,000 people.
The future is in focus: DEI priorities in 2023
While we're very proud of our achievements in 2022, we're committed to push our way into 2023. Our focus are two major priorities this year:
- Our team is diversifying with more representation
- Achieving a warm and inclusive atmosphere for all in Vimean
Team representation goals
To determine our representation objectives for 2023 and beyond we reviewed our data and the feedback we received from our employee survey, "Voice of the Vimean" as well as our most current information regarding our distribution of demographics; as well as sources like this report from The EEOregarding representation in the workplace, and also recent research on representation in tech including these Statista study and this study from Womentech. Based on this data, we've uncovered three areas of opportunity that are vital and five goals to improve representation.
*Benchmark data is constructed from EEOC data, which has been removed by industry
Inclusion Culture
Based on the representation targets together, we'll begin the new program in 2023. It will be focused on developing employees and making the workplace an inclusive environment that welcomes diversity and gifted people.
70% of the DEI budget will go in internal programs and driving an equal representation of employees from historically underrepresented groupings. The remainder of 30 percent will go to the development and recruiting efforts to our employees. In concrete terms, this could take the form of:
- Introducing internal programs focused on empowering women as leaders, as well as career guidance as well as assistance
- Advancing our diverse supplier efforts
- Transparency increases with our system of leveling and compensating that applies to both current and future Vimeans
- Access to a wider range of resources is improved to enable us to make them more inclusive. This includes accessibility tools, languages, in-person interviews, meetings as well as top accessibility practices.
We aim to apply DEI techniques to construct the most impactful teams and products. The lessons learned from DEI are valuable and helped in achieving that goal. We're now moving forward to 2023 with more clear vision and an eye on strategies to contribute more, more quickly. You can do it in a way that makes DEI actions a natural part of our daily lives. Every person is responsible for their actions. We will be looking into the possibility of presenting our findings within the next few months.
Scroll down for the complete picture of our data to determine the number of workers by gender, race, and ethnicity in 2022.
With Love, Love.
The Team
More demographic and categorical details as well as definitions
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2022 Report Terminology
Self-identification isn't allowed.
The sharing of "self identification" details about your demographics is not necessary. At the end all, handful of employees have decided not to disclose personal information about their particular characteristics to .
Hispanic as well Latina/o/x
The term Hispanic was first used in the latter part into the 70s United States. It was a novel method of categorizing people with roots from Spanish-speaking regions that are located in the Americas that encompasses Mexico, Central America, South America, and the Caribbean. The Latina/o/x phrase typically refers to Hispanic was coined in the early 1990s, and was an attempt to highlight the gendered aspect of this phrase and be more inclusive of genders that go beyond the gender binary. (Source)
Technical function
In this sense, the term "technical function" can be defined as a role tightly connected with product development and engineering.
Minorities are not represented
The term "underrepresented minorities" is a broad phrase with many definitions. In general, it refers to the category of individuals who have an ethnic particular to race, gender or identity which is not as prominent within a specific field or in comparison to their percentage within the general population. This report concentrates on female demographics that are gender-related and worldwide. The ethnicity and race contained in the report are restricted exclusively by U.S. employees.
This report's purpose is to include the following demographics in our classification of minorities who are not represented. The person is:
- African American / Black
- Hispanic Latina/o/x
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- Two races or more
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