The progress we have made in 2022 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 are determined to integrate DEI methods into our daily activities as a foundational principle for building high-impact teams and products. Why? We think that creating an environment that is transparent as well as honest and founded on belonging will enable every worker to be the very highest level they can and produce superior results for our customers. Additionally, it will result in better outcomes for our business, the investors we have, as well as the society as a whole.
We recognize that significant progress is only possible by being transparent and open. As we reflect on 2022, we're satisfied by the progress we've made in many areas. However, we acknowledge that we have room to grow and are able to improve.
Team demographics
Here's a brief overview of our characteristics as of December 31, 2022. This illustrates our growth year-over-year between 2021-2022 with regard to female representation across the world and U.S. race & the participation of ethnicities.
Improvements in the areas
The importance of representation is in the diversity of our workforce. We're pleased with our progress in the past.
This year, we maintained our efforts to create an open and diverse pool of candidates for new positions and to have 30% of candidates that are screened for screening are not considered in the hiring process.
Also, we know the process of transformation that begins from the top, which is why we have committed to boost the percentage of females in our top management group.
This has helped us achieve these results, which are summarized below. The 31st of December 2022
- 44 percent of our top executives are women (4 of 9)*
- The percentage of female employees globally has increased in 4.6 percentage between 35.7 percent by 2021 and up to 40.3 percent by 2022.
- The number of women who are employed in managerial positions across the globe (Manager degree +) increased by 3 percentage points from 33.7 percentage in 2021 to 36.7 percentage in 2022.
- The percentage of U.S. employees who identified as belonging to an underrepresented minorities Group (URM) was up 3.3 percent from 18.3 percentage in 2021, to 21.6 percent by 2022.
Apart from the gains that we've achieved through the representation we have given to our team In addition, we have launched several initiatives with the aim of creating a more diverse and equitable community, including:
*At the time we published the report, the executive team consists of 7 members. We are pleased to announce that 60 percent of our staff (4 from 7) comprise women. We have also recruited the director of management for senior of DEI, Renee MacLeod, who will be responsible for DEI plans and strategies.
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 is a valuable resource to connect with and a group that includes those with a low representation and also their peers. They're essential to maintaining and building an equitable multicultural, diverse, and multi-cultural workforce.
In 2022, our ECGs brought our team together to share knowledge, learn and enjoy themselves by hosting more than 20 activities and projects ranging from the topic of burnout entrepreneurs, burning out, and mental health; to organizing a panel discussion about the growth of careers for NYC students. Students also took the evening course on cocktail making with the founder of a business that is owned by African-Americans.
In order to increase our engagement with the community we partnered in partnership with First Tech Fund, a charitable organization located in NYC dedicated to supporting students in local high schools from various backgrounds. The event was hosted by them Speed Networking in October. More than 50 volunteers that took part. The volunteers were represented by various departments. The students left with self-confidence and desire to learn more to make a successful career out of technological fields.
The ECGs also have contributed more than $25,000 to organizations for non-profits that empower and help individuals from different communities. The ECGs have also donated to a variety of minority- and woman-owned firms:
- A Survival Cycle
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- The Major's Project Pop
- NewFest
- ReelAbilities Film Festival
- Chinatown Love Chinatown Love
- The Possibility Project
Highlights from the report Assistance to Ukraine
Our group members joined forces to assist Ukraine after the Russian attack against Russia. Thanks to the generosity of employees as well as the matching contributions, we raised $54,000 for non-profit organizations that aid Ukrainians seeking safety and help with moving. These funds were specifically allocated to projects that focus on Ukraine via UNICEF, International Medical Corps, and UNICEF, International Medical Corps and International Medical Corps and the US Association for UNHCR (UN Refugee Agency).
We also provided assistance with relocation including accommodations and travel, to nearly 70 people, including employees and their family members. We formed a group of volunteers which comprised more than 20 Vimeans as well as provided 24 hours of personal assistance to our employees and their families that require assistance in relocating as well as assistance for travel logistical aid with logistics, requirements in foreign languages, as well as familiarity with local areas as well as other needs.
We had a great time with our partners in December. We teamed up in December together with Razom Ukraine an organization that has a mission to help Ukraine and to develop Ukrainian voice. We supplied stream and video solutions to their sold-out notes from Ukraine concerts. The event commemorated the centennial of Mykola Leontovych's "Carol of the Bells," in addition to the return of the performance at Carnegie Hall. It was a showcase for four world-class choirs, including Shchedryk Children's Choir. Shchedryk Children's Choir, and the concert was hosted by Academy Award winning director, Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The performance, which was 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.
Future-looking: DEI priorities in 2023
Although we're extremely proud of the achievements we've made since 2022 but we're committed to accelerating the pace into 2023. We're focusing on two main priorities this year:
- Diversifying our team through increased participation
- To create an inclusive society that is welcoming to all Vimean
Team representation goals
To determine the goals that we've set for ourselves and our representation through the years 2023 and beyond, we analyzed the feedback and information from our employee survey called "Voice of Vimean" along with our most current information on our distribution of demographics; and sources like this report from the EEOregarding representation and the latest research on tech's representation including this Statista report as well as this report from Womentech. Based on this data, we've uncovered three key opportunities and five goals to increase the representation of women in tech.
*Benchmarks are based on EEOC data that has been filtered through industry
Culture of inclusion
With these ideals of representation to be in mind, we'll start new programs in 2023, which will focus on the development of employees, and establishing the right environment to attract people with talent and diversity.
70 70% part of DEI budget will be devoted into internal initiatives that drive the development of equity and equal access for those who are from traditionally marginalized classes. The remaining budget will go to developing the workforce in the near future and recruitment initiatives. It could be as:
- Internal programs are incorporated that concentrate on career guidance and support
- Advancing our diverse supplier efforts
- Our goal is to enhance transparency by revealing the structure of our compensation as well as the amounts of future and current Vimeans
- Accessing resources more readily for creating processes that are more inclusive. This entails accessibility of tools, interviewing in person, using language as well as meetings, as well as accessibility to best practices.
The goal of our organization is to utilize DEI strategies to create powerful groups and create solutions. The lessons we've gained have been numerous and have made significant progress in achieving our goal. In 2023, we'll have more clear vision and a keen eye on how to make a bigger impact quicker. It's possible to achieve this through creating DEI routines that are a part of our everyday. We all are accountable to our actions and we're looking forward to discussing our findings shortly.
Keep scrolling for a an in-depth look at our employment numbers by gender, race and ethnicity through 2022.
Love, with love.
The Team
Categories and demographics that are more diverse
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2022 Report Terminology
Refused to identify self
Sharing "self identification" specifics about your characteristics isn't obligatory. Some employees choose not to share information about the characteristics of their individual to .
Hispanic is sometimes called Latina/o/x
The word Hispanic was coined during the mid 1970s inside the United States. It was an innovative way to categorize people who have roots in Spanish-speaking countries in the Americas which includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x designation frequently utilized to refer to Hispanic was created in the late 1990s in order to emphasize the gender-specific nature of the word and also to encompass a wider range in its definition of gender. The term is now expanding beyond the binary of gender. (Source)
Technical goal
The word "technical" within this definition can be defined as any work which has an association to the process of engineering or the creation of products.
Minorities who are not represented
The term "underrepresented minority" can be defined by a variety of definitions. However, in the majority of instances, it refers to an individual or a group of individuals which are members of an ethnic, race or gender-specific identity that is not significant within the particular region or situation compared with the proportion of the total people. The gender-specific demographics in the report can be considered global. Racial and ethnic demographics contained in the report are only available by U.S. employees.
This report's purpose was to present these demographics to support the categorization of minorities who are not represented. The person who
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races
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