Our 2022 progress on diversity Equity, Inclusion, and Diversity (DEI)
At the end of the day , diversity, equity, and inclusion (DEI) isn't just a checkbox test.
We strive to incorporate DEI techniques into our everyday routines as a fundamental principle for building high-impact teams and products. Why? We believe that establishing the right environment transparent, honest and built on belonging will enable every employee to perform the best they can be and provide superior results for our clients. It also leads to more positive outcomes for our company, the shareholders we hold, and our society in general.
We recognize that significant progress is only possible through openness and transparency. When we look back on 2022, we're satisfied by the progress we've made in a number of areas. However, we acknowledge that there is room we can improve upon.
Team demographics
Below is an overview of our characteristics as of December 31 2022. This illustrates our growth year-over-year from 2021-2022 in regards to global representation of women and U.S. race & ethnicity participation.
The areas of improvements
The importance of representation is to have the variety of our workforce. We are happy with the strides we've made so far.
This year, we maintained our effort to build an accessible and diverse pipeline of candidates for new positions, with a goal to have 30% of the candidates who go through the process of interviewing are from minorities that are not considered in our hiring process.
Also, we know that transformation is a process that begins at the top which is why we have made a conscious promise to boost the percentage of females in our top management team.
This has helped us achieve the results that are listed below. On December 31st, 2022:
- 44 percent of our top executives are ladies (4 out of nine)*
- The number of women employees globally has increased in 4.6 percentage between 35.7 percent in 2021, up to 40.3 percent in 2022.
- Women's participation in management roles globally (Manager degree +) increased by 3 percentage points from 33.7% in 2021 to 36.7 percentage in 2022.
- The percentage of U.S. employees who identified as belonging to an underrepresented minority Group (URM) was up 3.3 percentage from 18.3% in 2021 to 21.6 percent in 2022.
Apart from the gains that we have made with our representation of the team Additionally, we have introduced a variety of initiatives that aim to ensure a more diverse and equitable environment, which comprises:
*At the time of publishing the report, our executive team consists of 7 members. We are pleased to announce that 60 percent of our staff (4 from seven) comprise women. We have also recruited the new director of senior management at DEI, Renee MacLeod, who is responsible for the DEI strategies and programs.
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. Each ECG can be a resource as a point of contact as well as a community of those who are underrepresented and their friends. They are essential in maintaining and building an equitable, multi-cultural, and diverse workforce.
In 2022, our ECGs have brought the team to share knowledge, learn and have fun by hosting more than 20 activities and projects ranging from the discussion of burning out, entrepreneurship, and mental health; to organizing a panel discussion about the development of careers with NYC students, to attending an evening class on cocktail making with the founder of a business owned by blacks.
In order to further increase our involvement with our community we joined together with First Tech Fund which is a nonprofit based in NYC dedicated to supporting students in local high schools from diverse backgrounds. They hosted the event Speed Networking in October. There were over 50 volunteers who participated. they were represented by different departments and the students came away with the confidence as well as a desire to learn more to pursue a career in technology.
In addition the ECGs collectively have donated more than $20,000 to organizations for non-profits that help empower and assist the diverse communities. We have also contributed to a variety of minority- and woman-owned firms:
- A Survival Cycle
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- Major's Project Pop
- NewFest
- ReelAbilities Film Festival
- Chinatown Love Chinatown Love
- The Possibility Project
Highlights of the report: Helping Ukraine
In early 2022, our group members came together to aid Ukraine in the aftermath of the Russian attack on Russia. Thanks to the generosity of employees as well as the matching contributions, we raised $54,000 for nonprofits aiding Ukrainians looking for safety and assistance with relocation. The funds went specifically to Ukraine-focused initiatives via UNICEF, International Medical Corps, and UNICEF, International Medical Corps and International Medical Corps and the US Association for UNHCR (UN Refugee Agency).
Additionally, we provided help with relocation including accommodations and travel, to nearly 70 individuals including our employees as well as their families. We created a group consisting of volunteers that included over 20 Vimeans and also provided 24 hours of personal support to employees and their families who need assistance with relocation as well as assistance with travel logistics aid in logistics, needs in foreign languages, and first-hand knowledge of local regions and much more.
We had a great time in December as we partnered in December together with Razom to Ukraine the organization which has a mission to help Ukraine and making Ukrainian voice. We supplied video production and streaming solutions for their sold-out notes from Ukraine concert. The event commemorated the centennial of Mykola Leontovych's "Carol of the Bells," as well as the return of the performance to Carnegie Hall. It was a showcase for four world-class choirs, including Shchedryk Children's Choir. Shchedryk Children's Choir, and the event was hosted by Academy Award winning director, Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The concert, which was co-presented by the Ukrainian Institute and the Ukrainian Contemporary Music Festival was watched by a variety of people around the globe and has received more than 76,000 views.
Looking ahead: DEI priorities in 2023
Although we're extremely proud of the achievements we've made since 2022, we're determined to advance the pace into 2023. Our focus is on two major priorities this year:
- Expanding the diversity of our team through increased participation
- Inspiring an inclusive society for all Vimean
Team representation goals
To determine the goals we have set for our representation through the years 2023 beyond, we reviewed the data and feedback from our employee survey called "Voice of the Vimean" and our most recent details on our demographic distribution; and sources like this report from the EEOregarding representation and the latest research on tech's representation which includes this Statista reports and this report from Womentech. Based on these data, we've identified three key opportunities as well as 5 goals to improve representation.
*Benchmarks are based on EEOC data that has been filtered through industry
Inclusion culture
In keeping these goals of representation to be in mind, we'll start the next generation of programs in 2023, which will focus on the development of employees, and establishing an environment for diverse and talented employees.
70 70% part of DEI budget will be devoted into internal initiatives that drive the creation of equity and equal access for people who come from historically marginalized categories. The rest of the budget will be devoted to the future development of workforce and recruitment efforts. It could be as:
- Internal programs are incorporated that concentrate on career guidance and assistance
- Advancing our diverse supplier efforts
- We are aiming to increase transparency by revealing our structure of compensation and amounts for future and present Vimeans
- Accessing resources more readily for making our working processes more inclusive. This includes the accessibility of tools, interviewing in person, language as well as meetings, and accessibility the best practices
Our goal is to use DEI strategies to build high-impact groups and solutions. We've learned many things and have made significant progress towards achieving the goal. We're going into 2023 with more clear vision and a keen eye on how to make a bigger impact quicker. It's possible to achieve this through creating DEI practices a regular part of our everyday. All of us are responsible for our work and we're eager to discuss our findings soon.
Keep scrolling for a more thorough look at our work force numbers by gender, race and ethnicity through 2022.
Love, with love.
The Team
More demographics and categories
ALqCQvJNZsmqkmALNBzs
2022 Report Terminology
Declined to self identify
Giving "self identification" details about your demographics isn't obligatory. This is why some employees choose not to share information about the characteristics of their individual to .
Hispanic is also referred to as Latina/o/x
The term Hispanic was coined in the late 1970s within the United States. It was a new approach to classify people who have roots in Spanish-speaking countries in the Americas that includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x name, which often is commonly used in conjunction with Hispanic was invented in the late 1990s as a means to highlight the gendered nature of the term and to be wider-ranging in its definition of gender, expanding beyond gender-based binary. (Source)
Technical purpose
The word "technical" within this definition is defined as any job which has an association with the engineering process or products.
Minorities who are not represented
A minority that is underrepresented has a wide range of definitions. However, in the majority of cases it refers to a person or a group of individuals that are part of an ethnic or race or gender-specific identity which is insignificant within the specific region or situation compared with the percentage of the overall population. The gender demographics contained in the report are global. Racial and ethnic demographics contained in this report are restricted to U.S. employees.
The purpose of this report was to provide these demographics as component of the categorization of minorities as being underrepresented. This is the person who:
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races
Article was first seen on here