Our 2022 progress on diversity, equity, and inclusion (DEI)
Diversity equality, equity and inclusion (DEI) isn't just a checkbox practice.
We strive to incorporate DEI methods into our daily operations as essential principles for creating high-impact teams and products. Why? because we believe in creating a culture that is fair, transparent, and rooted in community will enable each worker to be at their best work and deliver better outcomes for our users. It will result in greater outcomes for our organization as well as our shareholders and our wider community.
We are aware that real improvements can only be made with accountability and transparency. When we look back on 2022, we are satisfied with the achievements we've made on key issues, and we recognize that we also have areas to improve.
Team demographics
Below is an overview of our team demographics as of the 31st of December, 2022 showing our year-over-year progress between 2021 and 2022 for global gender representation and U.S. races and ethnicity representativeness.
The areas of improvement
The importance of representation is to have the diversity of our workforce and we're extremely pleased with the improvements that we've made so far.
Last year, we continued our efforts to create an inclusive pipeline of candidates for new positions, and aiming to have 30% of the candidates who go through our process of interviewing come from underrepresented minority groups.
Also, we know that transformation starts at the top, so we made an intentional commitment to increase representation of women within the executive committee.
These actions have helped us to achieve the outcomes listed below. At December 31st 2022:
- 44 percent of our executive team are women (4 from 9)*
- Women employed worldwide increased by 4.6% from 35.7 per cent in 2021 to 40.3 percent by 2022.
- Women in management roles globally (Manager degree +) increased by 3 percent from 33.7% in 2021 to 36.7% in 2022
- The percentage 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 percentage in 2022.
Apart from the gains made in our team representation and representation, we have also launched a variety of initiatives designed to foster an inclusive and fair culture, including:
*At the publication of the report, our executive team consists of seven people. We're proud to share that now 60 percent of our team (4 out of seven) have a female identity. In addition, we've appointed a new Senior Director for DEI, Renee MacLeod, to oversee our DEI strategies and programs.
ECGs are 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 be a resource, point of connection, and community for underrepresented employees and their allies These groups play crucial to establishing and maintaining an equal, broad, and inclusive workforce.
In 2022, our ECGs brought team members together for a day of learning, growth and have fun by hosting more than 20 activities and projects that ranged from discussion on entrepreneurship, burnout and mental health to hosting a career panel featuring NYC students; to taking a cocktail-making class from a Black-owned business.
To increase our involvement in the community We teamed up with First Tech Fund an NYC-based non-profit committed to helping local high school students from different backgrounds. We hosted an event for speed networking on October. More than 50 volunteers took part and were represented by all departments at the school. The students walked away having a new sense of curiosity, confidence and enthusiasm about exploring a career in the field of technology.
Furthermore the ECGs collectively donated over 26,000 dollars to organizations that empower and support the diverse communities. We also donated to several minority- and women-owned firms:
- Cycle for Survivability
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- Project Pop by Major Project Pop
- NewFest
- ReelAbilities Film Festival
- Let's Send Chinatown Love
- The Possibility Project
Report highlight: Supporting Ukraine
Our team members gathered to help Ukraine following the invasion from Russia. Through the generous support of staff members as well as our firm matching donations, we raised over $54,000 to nonprofits that assist Ukrainians looking for safety as well as relocation assistance. This money was distributed specifically to Ukrainian-focused campaigns through UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).
In addition, we offered relocation aid, which included accommodation and travel for more than 70 people, including our employees as well as their relatives. We organized a volunteer group comprising nearly 20 Vimeans that provided 24 hours a day in-person support for 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 and much more.
In December, we formed a partnership in December with Razom to Ukraine an organization committed to supporting Ukraine and expanding Ukrainian voice. We provided video production and streaming solutions for their sold out Notes From Ukraine concert that marked the 100th anniversary of Mykola Leontovych's "Carol of the Bells," and the return of the show at Carnegie Hall. The concert featured four highly acclaimed choirs which included Shchedryk Children's Choir. Shchedryk Children's Choir, and was hosted by Academy Award-winning director, Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The concert was presented in conjunction with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival took place by all across the world and been watched by more than 76,000 people.
The future is bright: DEI priorities in 2023
We're pleased with our achievements to 2022, we're committed to moving the needle further by 2023. The focus of our efforts is two main areas of focus this year:
- We are expanding the diversity of our team through increased representation
- Inspiring an inclusive culture for every Vimean
Team representation goals
To determine our representation objectives for 2023 and beyond, we looked at the feedback and information of our survey to employees, "Voice of the Vimean" and our most recent information on our demographic distribution; and reports like this one by the EEOabout representation, and the latest research on representation in the tech industry including this Statista report and this report from Womentech. Based on the information we've gathered, we've identified 3 key opportunities and 5 new representation goals.
*Benchmark data based on EEOC data filtered by industry
Inclusive culture
In keeping these goals of representation in mind, we will start innovative programs that will focus on employee development and making a home for diverse, talented individuals.
70% of our DEI budget will be invested in internal programs, thereby ensuring equality and accessibility for employees from historically marginalized groups. The remaining 30% of our budget will be invested in future recruiting and development efforts for our workforce. Tangibly this will look like:
- Incorporating internal programs that focus on inclusive leadership, career path guidance as well as support
- Advancing our diverse supplier efforts
- We are able to provide greater transparency through our compensation and leveling structure to current and future Vimeans
- Accessing resources more readily for making our working processes more inclusive. This includes the ability to access tools that support inclusive language, interviews or meetings, and best practices for accessibility
Our objective is to leverage DEI methods to develop high-impact teams and products. We've learned a lot and made progress in achieving the goal. We're in 2023 with greater clarity and focus on how we can achieve greater impact, faster. It's possible to do it by making DEI practice a element of our daily routine. We're all in charge of this, and we're looking forward to discussing our results in the near future.
Keep scrolling for a more complete look at our workforce data by gender, race and ethnicity through 2022.
Love, with love.
The Team
Additional demographic data & category definitions
2022 Report Terminology
Self-identification is not allowed.
Giving "self ID" details about your demographics isn't mandatory. As a result, some employees are choosing not to share their data on their demographics with .
Hispanic also known as Latina/o/x
The word Hispanic was coined in the late 1970s within the United States. It was an innovative way to categorize individuals with roots in Spanish-speaking countries in the Americas that includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which is sometimes used interchangeably with Hispanic was coined in the 1990s as a method to emphasize the gendered nature of the word and be broad enough to encompass gender outside the binary. (Source)
Technical role
The term "technical" in this context can be defined as roles that align with product and engineering.
Underrepresented minority
Underrepresented minority has a range of definitions, but in most cases refers to the people who are members of an ethnic, race gender, ethnic group which is tiny in the particular area or in relation to the proportion of them of the population as a whole. The gender demographics included in this report are global. Racial and ethnic demographics included in this report are limited only to U.S. employees.
For the purpose of this report, we have included the following demographics to make up our categorization of minority groups as underrepresented. A person who is:
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- Two or more races