Our 2022 progress on diversity Equity, Inclusion, and Diversity (DEI)

Diversity equality, equity, and inclusion (DEI) is not just the result of a test that you can checkbox.

We strive to incorporate DEI methods into our daily routines as a fundamental principle for creating high-impact teams, as well as products. Why? because we believe in creating the right environment for our employees. A culture which is equitable as well as transparent and grounded in belonging will allow each employee to perform their best job and produce top-quality results to our customers. That in turn leads to more positive outcomes for our company and our shareholders and our entire community.

We know that meaningful changes can only be achieved through accountability and openness. When we look back on 2022 and 2022, we're pleased by the progress we've made on key issues We also recognize that we also have some areas that need to be better.

Team demographics

Here is a brief summary of our demographics for the team on the 31st day of December, 2022 which will show our improvement year-on-year in between 2021 and 2022 in terms of global representations of gender as well as U.S. race & ethnicity the representation.

Progression zones

It is important in the diversity of our workforce, and we're happy with the strides we've made to date.

Last year, we continued the goal of creating an accessible and diverse stream of applicants for new positions with the hope that at least 30 % of the applicants that participate in our interviewing process are from minorities that are underrepresented.

Also, we know that transformation starts at the top. Hence, we have made an explicit pledge to improve the representation of women on the executive committee.

We are convinced that these actions assisted us achieve the outcomes that we've achieved. The 31st day of December, 2022:

• 44% of our team members identify as women (4 in 9)*
• The percentage of female employees all over the world has increased to 4.6 percent from 35.7 per cent by 2021 and will reach 40.3 percent by 2022.
• Females who are in managerial positions all over the world (Manager degree plus) increased by 3 percent from 33.7 percent in 2021 to 36.7 percent by 2022.
• The percentage of U.S. employees who identified as being part of the Underrepresented Minority Group (URM) increased by 3.3 percentage from 18.3 percent in 2021, to 21.6 percentage by 2022.

Apart from the advancements that we have made with our representation of the team We have also launched a variety of initiatives designed to foster the creation of a more equal and inclusive community including:

As of the date of this report the executive team of our company is comprised of seven people. We're happy to say that 60 percent of our team (4 of 7) is comprised of women. We've also appointed a new Senior Director of DEI, Renee MacLeod, who is responsible for the DEI strategies and programs.

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 as a point of contact and a community for employees who are underrepresented together with colleagues and these groups are crucial in establishing and maintaining an equally multicultural and multi-cultural workforce.

In 2022, our ECGs let our team members improve, gain knowledge, and be awed by hosting over 20 different events and initiatives including discussions about entrepreneurship, burnout and mental health, to organizing a panel discussion on career opportunities that featured NYC students to taking an evening course on cocktail-making from an African-owned business.

To strengthen our involvement in the community, we partnered to strengthen our engagement with the community. To do this, we partnered First Tech Fund an NYC-based non-profit that focuses on providing support to local high school students with diverse backgrounds. The group hosted a night of speed networking in October. More than 50 volunteers took part with representation from all departments at and the students walked away feeling a sense of self-confidence, excitement and enthusiasm for pursuing a career in technology.

Furthermore, our ECGs together donated more than $20,000. to organizations that empower and strengthen diverse communities, as well as many minority- and woman-owned firms:

• A Cycle with purposes of the survival of
• Daymaker
• First Tech Fund
• Hella Cocktail Co.
• The Major's Project Pop
• NewFest
• ReelAbilities Film Festival
• Chinatown Love Chinatown Love
• The Possibility Project

Report highlight: Supporting Ukraine

In early 2022, our team members met to support Ukraine after an invasion by Russian invading Russia. With the help of team members and our company matching donations, we raised over $54,000 for non-profits helping Ukrainians in need of safety and relocation support. The funds went specifically to Ukrainian-focused campaigns through UNICEF, International Medical Corps, and UNICEF, International Medical Corps as well as The US Association for UNHCR (UN Refugee Agency).

We also assisted in relocating, including accommodation and transportation for around 70 individuals that included employees and their relatives. We set up a volunteer group comprising more than 20 Vimeans and provided 24-hour on-the-ground support to family members and employees in need of assistance for relocation, including help with travel logistics and logistical support as well as requests for foreign languages, in-depth experience of local communities, and much more.

December is when we joined forces with Razom for Ukraine which is a non-profit organization that is dedicated to helping Ukraine and amplifying Ukrainian voice. We supplied video production as well as streaming services for their sold out Notes from Ukraine concert which celebrated 100 years since the premiere of Mykola Leontovych's "Carol of the Bells," and its return in Carnegie Hall. It was a showcase for four world-class choirs, including Shchedryk Children's Choir. Shchedryk Children's Choir, and was hosted by Academy-Award-winning director, Martin Scorsese, and Ukrainian-American actress, Vera Farmiga. The show was performed in conjunction with the Ukrainian Institute and the Ukrainian Contemporary Music Festival is watched by people all over the world, and was viewed by more than 76,000 views.

Future-focused: DEI priorities in 2023

Although we're extremely proud of our achievements in 2022, we're determined to pushing the needle even further to 2023. Our focus are two major priorities this year:

1. Diversifying our team with increased representation
2. Achieving an inclusive and welcoming environment for everyone in Vimean

Team representation goals

To determine our representation objectives for 2023 and beyond, we reviewed our data and feedback from our employee survey, "Voice of the Vimean" and also our most current information regarding our demographic distribution; and sources like this report from the EEOregarding representation, as well as recent research on representation in tech such as these Statista report and this study by Womentech. Based on this data, we've uncovered three areas of opportunity that are vital and five goals to improve representation.

*Benchmark data is built on EEOC data that has been filtered by industry

 Inclusion culture

Based on these representation objectives with us, we'll launch the new program in 2023 that focuses on developing employees and making the workplace an environment for diversity and talented individuals.

70 percent of the DEI budget will be put in internal programs and driving the equality of our employees from historically underrepresented groupings. The remainder of 30 percent will go to the future development and recruitment efforts to our employees. In concrete terms, this could look like:

• Introducing internal programs focused on the inclusion of women in leadership, as well as career guidance and assistance
• Advancing our diverse supplier efforts
• Transparency is increased with our leveling and compensation system to future and present Vimeans
• Access to more resources is increased so that we can improve our practices by making them more inclusive. It includes tools for accessible languages, in-person interviews, meetings as well as best practices in accessibility

We aim to apply DEI techniques to construct the most impactful teams and products. The lessons learned from DEI are valuable and helped make advancements towards that goal We're now moving forward to 2023 with more clear vision and an eye on strategies to make a bigger contribution, more quickly. It is possible to do this with a manner that makes DEI practices a seamless element of our everyday routine. Everyone is accountable for our actions We look at the possibility of discussing our findings in the near future.

Scroll down to see the complete picture of our data for workforce statistics by gender, race, and ethnicity in 2022.

With love, Love.

The Team

Additional demographic and categorical information as well as definitions

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2022 Report Terminology

Self-identification is not permitted.

Sharing "self identification" demographic information is not required. At the end of the day, a few employees have chosen not to divulge personal details about their particular characteristics to .

Hispanic and Latina/o/x

The word Hispanic first came into use in the latter part of the 1970s in the United States. It was an innovative method to categorize people with origins from the Spanish-speaking regions in the Americas that encompasses Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which often refers to Hispanic was coined in the 1990s, as a method to emphasize the gendered nature of this term and to be more inclusive of genders, extending beyond the gender binary. (Source)

 Technical function

In this sense, the term "technical role" is defined as roles closely linked to product and engineering.

Minorities not represented

The term "underrepresented minorities" is a broad term with a range of definitions. However, generally speaking, it refers to the group of people who are part of an ethnicity, race or gender specific identity which is not as prominent within a specific field or in relation with their proportion within the overall population. This report focuses on gender-related demographics for women are globally. The demographics of ethnicity and race contained in the report are restricted only to U.S. employees.

This report's purpose is to is to include the following demographics comprised in our classification of minorities as being underrepresented. The person is:

• African American / Black
• Hispanic Latina/o/x
• Native American / Alaskan Native
• Native Hawaiian / Other Pacific Islander
• More than two races

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