The progress we have made by 2022 in the area of the issue of diversity Equity, Inclusion, and Diversity (DEI)

Equity, diversity and integration (DEI) isn't just an exercise to check boxes.

We aim to implement DEI concepts into our daily business practices as a key element to developing high-impact teams and products. Why? We think that creating an atmosphere that is fair in its transparency and grounded in community can enable every worker to be at the top of their game and provide better outcomes to our customers. The result is better outcomes for us as an organization, the shareholders we hold, as well as our community at large.

Our belief is that progress can only be made through transparency and accountability. As we think about the future as well as 2022, we're very happy with the strides that we've made in key areas but we acknowledge we have certain areas that require to be improved.

Team demographics

Here is a summary of our demographics for the team on the 31st of December, 2022 that shows the progress we have made over time between the calendar years 2021-2022 in terms of the gender representation in the world and U.S. race and ethnicity the quality of representation.

Progression areas

Representation is essential in having a workforce that is diverse and we're thrilled by the progress we've achieved up to now.

Over the last year, we have continued the effort to create an all-inclusive pipeline of potential candidates for new positions, with an aim of ensuring that 30% of candidates who take part in our selection process are from minorities that are not included in our selection procedure.

We also know that change starts from the top. That is the reason why we signed the decision to raise the number of women within our top management.

We believe that our actions helped us achieve the following outcomes. As of December 31, 2022:

• 44 Percent of our team consider themselves to be women (4 from 9)*
• Women employed all over the world rose in 4.6 percentage between 35.7 percent in 2021, increasing to 40.3 percent by 2022.
• The percentage of women employed in managerial roles worldwide (Manager niveau plus) increased by 3 percentage points from 33.7% in 2021 to 36.7 percent in 2022.
• The percentage of U.S. employees who identified as members of the minority that was underrepresented Group (URM) was increasing by 3.3 percentage from 18.3 percent in 2021 and 21.6% in 2022

In addition to the improvements that we have made with our team representation We also introduced several initiatives aimed at building more equitable and inclusive society, such as:

*At the publication of this report the executive team of our company consists of 7 individuals and we're delighted to share that 60% of our staff (4 out of 7) have a female identity. Additionally, we have recruited the new director of senior management for DEI, Renee MacLeod, to manage 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 could be a source of information, point of connection as well as a community of underrepresented employees and their allies ECGs are crucial to establishing and maintaining an equal multicultural, diverse, and multi-cultural workforce.

Our ECGs in 2022 have brought our staff members to share knowledge growing, having fun and growth by hosting more than 20 projects and events which ranged from discussions on burnout, entrepreneurship and mental health, to hosting an event on career development with NYC students to taking the cocktail making class with a Black-owned business.

In order to further enhance our involvement with the community and improve our engagement with the community We partnered to enhance our engagement with the community. To do this, we joined forces with First Tech Fund that is a non-profit organization located in NYC committed to helping the local high school students of different backgrounds. They organized an evening of speed networking in October. Over 50 volunteers participated and were represented by all departments at the school. Participants were left with a new sense of confidence, enthusiasm and enthusiasm for pursuing possibilities in the field of technology.

We, ECGs have collectively donated over $26,000 to groups that strengthen and support the diverse communities. We have also contributed to numerous female-owned and minority-owned companies:

• The Purpose for survival
• Daymaker
• First Tech Fund
• Hella Cocktail Co.
• Major's Project Pop
• NewFest
• ReelAbilities Film Festival
• Send Love to Chinatown
• The Possibility Project

Highlights of the report: Assistance to Ukraine

The members of our team gathered to support Ukraine in the aftermath of their country was devastated by the Russian attack on Russia. With the help of our generous staff members along with our hard-working matching contributions, we have raised more than $54,000 for nonprofit organizations who assist Ukrainians looking for security and assistance with relocation. The money went to specific campaigns for Ukraine with UNICEF, International Medical Corps, as well as UNICEF, International Medical Corps and UNICEF, International Medical Corps and the US Association for UNHCR (UN Refugee Agency).

Additionally, we provided help with relocation, which included transportation and accommodation to over 70 people, including employees and their families. We set up a volunteer group of nearly 20 Vimeans and offered 24 hour on-the-ground support to family members and employees who require assistance with relocation, including assistance in planning travel arrangements for foreign languages, as well as first-hand knowledge of the regions in which they reside and other requirements.

The month of December was when we partnered on December 12th with Razom for Ukraine who is a non-profit group committed to helping Ukraine as well as expanding Ukrainian voice. We supplied video production as well as streaming for their sold out notes from Ukraine concert which marked the 100-year anniversary of Mykola Leontovych's "Carol of the Bells" and also the returning of the concert in Carnegie Hall. The event featured four distinguished choirs that included the Shchedryk Children's Choir, and was hosted by Oscar-winning director Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The show, co-presented by The Ukrainian Institute and the Ukrainian Contemporary Music Festival was held around the world and received over 76,000 views.

The future is bright: DEI priorities in 2023

We're satisfied with the achievements we made to 2022, we're determined to move our needle even further into 2023. The focus of our efforts is on two main aspects of our work this year:

1. Our team is diversifying our team with increased participation
2. Creating an inclusive society for everyone in Vimean

Team representation goals

To identify our representation goals to 2023 and beyond we looked at our feedback and data from our employee survey, "Voice of the Vimean" as well as our current population distribution and demographics; and also sources such as this report by the EEOCregarding representation as in the most current research on representation in technology including that of the Statista report as well as the report released by Womentech. Based on these data, we've identified 3 opportunities that are crucial and 5 new representation goals.

Benchmarks are built on EEOC data which has been removed by industry

Cultural inclusion

To ensure that we keep these ideals of inclusion with us we'll introduce the next wave of programs by 2023 that concentrate on developing employees as well as creating an environment for the diverse and high-performing talents.

70% of the DEI budget will go in internal programs and driving the development of equality and access to our employees from historically underrepresented categories. The remaining budget will go to new initiatives that will help us develop and increase our workforce. It could be as follows:

• Introducing internal programs focused on the inclusion of women in leadership, as well as career path guidance and help
• Advancing our diverse supplier efforts
• We are able to provide more transparency with regard to our leveling and compensation structure both for prospective and current Vimeans
• Accessing resources in a way that can make our procedures more inclusive. It includes tools on inclusive language, interviews in addition to meetings as well as guidelines for accessibility.

Our aim is to make use of DEI principles to build the highest-impact team and product. We've learned a lot and are moving towards that objective, and we're entering 2023 with more awareness and focus at ways to make the most impact rapidly. It's possible to do it in a manner that makes DEI practices a part of the daily routine. Everyone has a stake in this work and we are looking forward to the results we'll share in the near future.

Scroll down for more comprehensive look at our workforce numbers by race, gender, and ethnicity by 2022.

You are my love,

The Team

More demographics and category definitions

2022 Report Terminology

 Refused to recognize self

Giving "self ID" details about your demographics is not required. Therefore, certain employees opt not to divulge personal information about their own demographics to .

Hispanic as well Latina/o/x

The concept of Hispanic was introduced during the 70s within the United States. It was an innovative way to categorize individuals with roots in Spanish-speaking countries in the Americas that include Mexico, Central America, South America, and the Caribbean. The term Latina/o/x often is used interchangeably with Hispanic was coined in the 1990s as a method to draw attention to the gender specific aspect of the term as well as be wider in its coverage of gender, extending beyond gender-based binary. (Source)

 Technical purpose

In this sense, technical roles could be described as roles that align to products and engineering.

Minorities that are not represented

The term "underrepresented minority" is a broad range of concepts. But, generally, it refers to those belonging to an ethnic, gender, ethnic group which is less prominent in the particular area or to their percentage of the overall people. The gender demographics included in this report can be considered to be global. The demographics of race and ethnicity contained in the report only apply to U.S. employees.

This report is for informational purposes is to include the following demographics in order to make up our Underrepresented Minority categorization. This person:

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

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