Progression in diversity to 2022 equal, equitable and inclusion (DEI)
The bottom line is that diversity in equity, inclusion and diversity (DEI) is more than an exercise in checking boxes.
We strive to incorporate DEI techniques into our daily procedures as a fundamental principle for creating teams with high impact and products. Why? because we believe that establishing an environment that is conducive to our employees. An environment that is honest and transparent, as well as rooted by belonging, can enable every employee to be at their highest level and provide better results for our clients. This leads to better performance for us as well as our shareholders, in addition to the wider society we support.
We recognize that true advancements can only be achieved with accountability and transparency. When we look back on 2022, we're very happy with the gains we've made in various areas We also recognize there is plenty to do.
Team demographics
Below is a list of our team's demographics as of December. 31, 2022, that show the growth of our team from year to year in the time from 2021 through 2022 regarding the global representation of gender as well as U.S. races and ethnicity for representativeness.
There are areas that need improvement.
It's crucial for us to create an inclusive workforce. We're pleased with the steps made to date.
In the past year, we've maintained our efforts to build a diverse candidate pipeline to fill new roles and the aim that 30 percent of applicants that we interview have minorities who are not represented.
We also know that transformation begins at the top. So we took a deliberate choice to increase the percentage of females in our executive team.
We are confident that our actions helped us in achieving the results below. On the end of December, 2022:
- 44 percent of our staff are female (4 of 9)*
- Women's employment globally has risen by 4.6 per cent from 35.7 percent in 2021 up to 40.3 percent by 2022.
- Women's share of those who are employed in positions that require managerial (Manager or greater) increased by 3 percent from 33.7 per cent in 2021 to 36.7 percentage in 2022.
- The percentage of U.S. employees who identified as members of the Underrepresented Minority Group (URM) has risen by 3.3 percentage between 18.3 percent in 2021 to 21.6 percentage in 2022.
In addition to the advances we've made in the last few years when it comes to representation in the team as well as work-related representation, we've also introduced various initiatives to promote an environment that's equal and welcoming, including:
At the time of publication of this report, the management team at our firm is comprised of seven people. We are pleased to report that 60 percent of our employees (4 out of seven) are female. We've also hired the new director of DEI, Renee MacLeod, to manage our DEI policies 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 an organization for workers who do not have the same representation as the rest of their colleagues. They are an essential part of building and keeping an open, multicultural and diverse workforce.
The ECGs of 2022 allowed team members to learn, grow and have fun with more than 20 different activities and projects that included discussions about the effects of burnout, entrepreneurship and mental health to hosting an event on career opportunities featuring NYC students and taking a course of creating cocktails together with the business of Blacks.
In order to further increase our community engagement, we partnered to strengthen our involvement with our community. For this purpose we teamed up to work with First Tech Fund which is a non-profit organization located in NYC which focuses on supporting students at local high schools with different backgrounds. The event took place to speed network in the month of October. There were over 50 volunteers who took part, which included individuals from all departments. The students left with refreshed confidence in themselves, energy and excitement about looking into possibilities for a career within the realm of technology.
In addition ECGs have a total of more than 26000 dollars to non-profit organisations which help to empower and support diversifying communities. They also have many minority-owned and women-owned businesses:
- The Cycle of Survivability
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- Project Pop by Major Project Pop
- NewFest
- ReelAbilities Film Festival
- Chinatown Love Chinatown Love
- The Possibility Project
Report Highlight: Aiding Ukraine
At the start of 2022, our team of employees came together to aid Ukraine in the aftermath of the Russian invasion of Russia. Through the generosity of our employees and matching contributions from our company, our group has raised $54,000 in aid for nonprofit organizations which aid Ukrainians who are seeking protection and relocation assistance. This money was specifically given to Ukraine-focused initiatives by UNICEF, International Medical Corps, along with UNICEF, International Medical Corps and International Medical Corps and the US Association for UNHCR (UN Refugee Agency).
In addition, we offered help in moving, including accommodations and travel to more than 70 of our employees along with their families. The team we assembled was made up of volunteers that comprised more than 20 Vimeans and provided 24-hour on the ground help to employees and families who require assistance in relocation. This included assistance with the logistical aspects of travel and planning, the requirements of the language, firsthand knowledge of the local community and much other things.
The month of December was when we joined the forces together with Razom in support of Ukraine who is a non-profit organisation committed to helping Ukraine in promotion of Ukrainian voices. We supplied video production and streaming services for their sell-out Notes from Ukraine performance, which was a celebration of centennial of Mykola Leontovych's "Carol of the Bells" as well as the return of the concert at Carnegie Hall. It was a showcase for four famous choirs including The Shchedryk Children's Choir, and it was hosted by Oscar-winning Director Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The concert, which was held in conjunction with the Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival was watched by people all over all over the globe, and was watched by more than 76,000 viewers.
Looking ahead: DEI priorities in 2023
We're pleased with our achievements for 2022, and we're committed to advancing the needle into 2023. The focus of our efforts will be on two key areas this year:
- We want to diversify our team through growing our number of representatives
- In creating an environment of inclusion which is welcoming to all people in Vimean
Team representation goals
To determine our representation objectives for 2023 and beyond, we reviewed our data and the results of our poll for employees "Voice of Vimean" and our most current population distribution information; and reports like this one of the EEOregarding representation and the most recent studies on technology's representation such as these Statista research reports as well as this report by Womentech. Based on the data we've collected and analyzed, we've found 3 ways to improve representation along with 5 goals to improve representation.
*Benchmarks are based on EEOC data. The data is then processed by industry
Cultural inclusion
In order to maintain our goals of representation established, we'll start the next phase of initiatives in 2023 focusing on educating employees and creating the work atmosphere to provide a place that is a place for diverse talent and high-impacting.
70% of our DEI budget will be put in initiatives within the department that will create equity and equal access to our employees who belong to historically excluded categories. The remaining 30% will go towards recruiting and development efforts for our employees. In practice, it could look as:
- Integrating internal and external programs, as well as programs that focus on inclusion in leadership, career path guidance, as well as support
- Advancing our diverse supplier efforts
- Transparency is improved with our compensation system and an underlying leveling system that can be applied to prospective and present Vimeans
- Accessing resources more readily in order to improve our process and make it more inclusive. This is a means of being able to use tools that support accessible language, inclusive interview and meetings, and access best practice
Our goal is to implement DEI strategies for building highly-effective product and teams. We've gathered a lot of valuable lessons and are working toward that objective, and we're now in 2023 with more clarity and a sharp eye on the best way to get there faster. It's possible to achieve this by creating DEI training a regular part of our daily routine. We're all responsible for our activities and are looking at having a discussion about our results in the near future.
Continue scrolling to get the complete picture of our data on the workers of 2022 according to gender, race and ethnicity, by 2022.
I love you,
The Team
Other demographic and category information
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2022 Report Terminology
Self-identification isn't allowed.
The requirement to provide "self identification" information about your demographics. It's not obligatory. In the course of the day, a small percentage of employees decide not to divulge personal information regarding their own personal traits with .
Hispanic and Latina/o/x
The term Hispanic was first used in the late 1970s, in United States. It was a novel way of classifying people who have origins from Spain-speaking countries in the Americas which includes Mexico, Central America, South America, and the Caribbean. The term Latina/o/x that could be used as a synonym for Hispanic was invented in the early 1990s in order to emphasise the gender specific aspect of the word, and to broaden the notion of gender beyond binary. (Source)
Technical use
This is why"technical role" can be described in this manner "technical function" is identified as a role which is in line with the product and engineering.
Minorities not represented
A minority that is underrepresented has an expansive term that can refer to a variety of meanings. In most instances, it is a term used to describe a group comprising people who are of a specific ethnic group, race or gender segment that is insignificant within the particular area or in relation with the percentage of them in the general population. In the gender-based demographics that are that are included in the report can be thought of as globally-based. The race and ethnicity included in this report is limited to U.S. employees.
For the purpose of this document, these numbers are used that make up our underrepresented minority classification. This person:
- African American / Black
- Hispanic Latina/o/x
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- Two races or more
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