We have seen progress in 2022 on diversity Equity, Inclusion, and Diversity (DEI)

Inclusion, diversity of equity and diversity (DEI) isn't a box-checking exercise.

We try to integrate DEI methods into our daily processes as a fundamental element for building high-impact teams and products. Why? We believe that establishing the right environment, transparent and grounded in belonging will allow each employee to do their best and provide better results to our customers. It will result in better outcomes for our business the shareholders we have, as well as the community at large.

We believe that improvements will only be achieved through accountability and openness. When we think about the future We are extremely proud of our progress across a variety of areas. However, we realize that we have places to work on.

Team demographics

Here is a brief summary of our demographics for the team as of the end of December 2022. This shows our growth from year to year in the time between calendar years 2021 to 2022 regarding the global representation of gender and U.S. race & ethnicity the representation.

Progression zones

Representation is essential in having an all-inclusive workforce. We are pleased with the improvements that we've taken to date.

This year, we've redoubled our efforts to build an open and diverse pipeline of applicants for new positions, and aiming to have 30 percent of applicants who are part of the interview process are from minorities that are not considered in our hiring procedure.

Also, we believe that the change process begins at the top, so we've committed to increase representation of women on this executive board.

The actions we have taken resulted in the following results. On December 31, 2022:

• 44% of our team identify themselves as women (4 out of 9)*
• The number of women employed around the world increased by 4.6 percent from 35.7 per cent in 2021, to 40.3% in 2022
• Globally, women in managerial positions (Manager or higher) increased by 3 percentage points from 33.7 percentage in 2021 to 36.7 percent in 2022.
• The proportion of U.S. employees who identified as belonging to an minority that is underrepresented Group (URM) has grown by 3.3 percent from 18.3% in 2021 to 21.6 percentage in 2022.

Apart from the gains we've achieved in terms of our representation of the team We also introduced a number initiatives that seek to create an inclusive and fair society. These include:

*At the time of publishing the report our executive team was comprised of seven people. We're proud to share that now 60% of our executive team (4 from 7) have a female identity. In addition, we've appointed the new Director of DEI, Renee MacLeod, who will be in charge of our DEI plans and strategies.

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 is a resource and a connection point and an area of community for those who are not represented along with their colleagues These groups are crucial to establishing and maintaining an equally multi-cultural, and diverse workforce.

The ECGs of 2022 allowed team members to learn, grow and celebrate by organizing more than 20 events and initiatives that included discussions on entrepreneurship, burnout and mental health. hosting a career panel that included NYC students. We also attended the class of making cocktails alongside the owners of a black-owned business.

To further strengthen our engagement in the community, we formed a partnership to increase our involvement in the community by partnering with First Tech Fund which is a nonprofit based in NYC that is dedicated to helping students in local high schools who come from diverse backgrounds. They held a speed networking event in October. Over 50 volunteers participated as well as representatives from all departmental offices at the school. The students walked away with a renewed feeling of excitement, enthusiasm and excitement around exploring careers in the area of technology.

In addition the ECGs together donated more than 26,000 dollars to non-profit organizations that help empower and assist people from diverse backgrounds. We also donated to many women-owned and minority-owned companies:

• The cycle of the goal for survival
• Daymaker
• First Tech Fund
• Hella Cocktail Co.
• Major's Project Pop
• NewFest
• ReelAbilities Film Festival
• Chinatown Love Chinatown Love
• The Possibility Project

Report Highlight: Helping Ukraine

The beginning of 2022 saw our employees gather to help Ukraine following the invasion from Russia. Because of the generosity of our team members and corporate matching donation, the group raised more than $54,000 to charities that help Ukrainians needing refugee protection as well as relocation assistance. The funds went to Ukraine-specific campaigns in partnership with UNICEF, International Medical Corps, as well as UNICEF, International Medical Corps as well as UNICEF, International Medical Corps as well as the US Association for UNHCR (UN Refugee Agency).

Additionally, we provided help with relocation, such as accommodation and transport for over 70 individuals who were employees of our company and family members. We created a team comprised of 20 volunteers from Vimeans which provided 24/7 every day support on the ground to family members and employees that require relocation help as well as assistance with logistics transportation arrangements, foreign language demands, firsthand knowledge of local regions and other requirements.

The month of December was when we began forming a partnership together with Razom for Ukraine, a nonprofit dedicated to supporting Ukraine and expanding Ukrainian vocals. We produced video along with streaming solutions for their sold out notes from Ukraine show. This concert commemorated the 100th anniversary of Mykola Leontovych's "Carol of the Bells," and its return to Carnegie Hall. The event featured four distinguished choirs, including the Shchedryk Children's Choir, and was hosted by Academy-Award-winning director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The concert, co-presented with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival was watched by viewers from all over the globe and has received more than 76,000 views.

Future-looking: DEI priorities in 2023

Although we're extremely proud of the accomplishments we've had to date, we're committed to making progress by 2023. We're focusing on two key goals this year.

1. Our team is diversifying by increasing representation
2. Creating an inclusive society for everyone in Vimean

Team representation goals

To determine our representation objectives for 2023 and beyond, we analyzed the feedback and information of our employee survey "Voice of the Vimean" and our most recent census and population demographics as well as reports like this one from the EEOregarding representation in addition to our most current research on representation in the tech industry including that of the Statista report and this study by Womentech. Based on the information we've gathered We've identified three opportunities that are crucial and five goals to improve representation.

*Benchmarks are based on EEOC data. This information filters through the industrial

Culture of inclusion

With these representation goals with us, we'll launch the next generation of programs in 2023, which will focus on developing employees as well making the workplace an environment that is inclusive and highly-performant talent.

70 percent of our DEI budget will be put into internal programs, thus making sure that we have access to equity for people who belong to historically marginalized groups. The remaining 30% of the budget will go to the development of future workforces and recruitment efforts. In concrete terms, this could look like:

• The introduction of internal programs focusing on the inclusion of leadership as well as career path assistance and guidance
• Advancing our diverse supplier efforts
• We are able to provide more transparency by establishing a leveling and compensation structure for current and future employees as well as prospective ones. Vimeans
• Greater access to resources so that we can make our working procedures more inclusive. This means that we can utilize tools to facilitate inclusive language, interviews meeting, best practices for accessibility

Our goal is to use DEI principles to build powerful teams and products. The lessons we've learned from DEI have been extremely valuable and helped us make significant progress towards this goal, and now we're 2023 and have more clarity and focus on how we can achieve greater effect, and more rapidly. It's possible to do it in a way that makes DEI practice a aspect of our everyday routine. Everyone is accountable for our work and we're eager to see the outcomes we'll be sharing in the future.

Keep scrolling for a more in-depth information about our workforce data in terms of race, gender and ethnicity through 2022.

Love, with love.

The Team

Other demographic information and category definitions

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2022 Report Terminology

Self-identification is not allowed.

The sharing of "self ID" details about your demographics isn't a requirement. In the end, a handful of employees have decided not to divulge their demographic information with .

Hispanic or Latina/o/x

The term Hispanic was introduced for the first time in the 1970s in the United States. This was a new way to categorize individuals with origins from the Spanish-speaking regions of the Americas which includes Mexico, Central America, South America, and the Caribbean. The term Latina/o/x is a term that could be used with Hispanic is a term that was introduced in the early 1990s as an attempt to draw attention to the gender specific nature of the word and be wider in its coverage of gender and sexuality, going beyond traditional binary. (Source)

 Technical function

Technical role in this context is defined as a role in line with engineering as well as the product.

Minorities that are underrepresented

The phrase "underrepresented minorities" is a broad term with a myriad of definitions. In general, it refers to a group of people who belong to an ethnic, race or gender ethnic group which is less than the norm in one particular setting or situation compared with their proportion of the general population. The report includes gender-specific demographics include international. Ethnic and racial demographics that are that are included in the report are only available to U.S. employees.

In this report, we have included the following demographics to determine our definition of minorities as being underrepresented. Someone who:

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

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