The progress we have made in 2022 on diversity Equity, Inclusion, and Diversity (DEI)
At , diversity equality, equity and inclusion (DEI) isn't simply a box-checking test.
We seek to embed DEI methods into our daily activities as fundamental principles to developing high-impact teams as well as products. Why? We believe that establishing a culture that is fair clear, honest, and founded in community will enable each employee to do their best and produce superior results for our clients. That in turn leads to greater outcomes for our organization, our shareholders, and our community as a whole.
We know that meaningful progress is only made through transparency and accountability. In 2022, as we think about the future We are extremely satisfied with the achievements we've made in key areas We also recognize there are areas to improve.
Team demographics
Below is a snapshot of our team demographics as of the 31st of December, 2022 showing the year-over-year growth between 2021 and 2022 for global gender representation and U.S. race and ethnicity participation.
Progression areas
The importance of representation is to have an inclusive workforce. we're pleased with the improvements we've made to date.
Last year, we continued our efforts to create a diverse candidate pipeline for all new roles, with a goal that 30% of the candidates who go through the interview process are from underrepresented minority groups.
Also, we know that transformation is a process that begins at the top which is why we took a deliberate pledge to improve the number of women on the executive committee.
We are convinced that these actions assisted us to achieve the outcomes listed below. As of December 31st, 2022:
- 44% of our executive team identify as ladies (4 of 9)*
- The percentage of female employees worldwide increased by 4.6 percent from 35.7 percent in 2021, to 40.3 percent in 2022.
- Women in management roles globally (Manager level +) increased by 3 percentage points from 33.7% in 2021 to 36.7 percentage in 2022.
- The proportion of U.S. employees who identified as an Underrepresented Minority Group (URM) increased by 3.3 percentage from 18.3% in 2021 to 21.6 percent in 2022.
Alongside the improvements that we made with respect to our representation in the team We also introduced a number of initiatives designed to foster a more inclusive and equitable environment, which includes:
*At the time of publishing this report, our executive team consists of seven people. We're proud to share that now 60 percent of our executives (4 of 7) identify as women. We have also hired a new Senior Director for DEI, Renee MacLeod, to manage the DEI strategy 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. Every ECG is a resource as a point of contact and an area of community for those who are not represented along with their colleagues They are an important part of building and maintaining an equitable, diverse, and inclusive workforce.
The ECGs of 2022 allowed our team members to learn, grow, and celebrate by organizing over 20 different events and projects that ranged from discussion around burnout, entrepreneurship, and mental health, to hosting a panel on careers with NYC students, to attending the class of making cocktails with the owner of a black-owned business.
In order to further increase our engagement with the community to further strengthen our community engagement, we collaborated to strengthen our community engagement, we partnered First Tech Fund which is a nonprofit based in NYC committed to helping the local high school students of various backgrounds. They hosted an event for speed networking during October. More than 50 volunteers took part with representation from every department at and the students walked away with a renewed sense of curiosity, confidence and excitement around pursuing a career in technology.
Additionally, our ECGs have collectively contributed more than $20,000 to groups that strengthen and support the diverse communities. We also donated to several minority- and women-owned businesses:
- Cycle for Survivability
- 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
The beginning of 2022 saw our team members gathered to help Ukraine after the Russian invasion of Russia. Through the generous support of employees and the company donation match the team raised more than $54,000 to nonprofits that assist Ukrainians seeking safety and relocation support. These funds were distributed specifically to Ukrainian-focused campaigns through UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).
Additionally, we provided help with relocation, such as accommodation and travel to more than 70 persons, which included our employees and their family members. We formed a group of volunteers of nearly 20 Vimeans, who provided 24/7 assistance on the ground to family members and employees in need of relocation assistance and assistance in the logistics of travel, arrangements, foreign language needs and first-hand experience of the local areas, and more.
We were in December when we partnered together with Razom in Ukraine an organization committed to supporting Ukraine and expanding Ukrainian voices. We provided video production and streaming solutions for their sold out Notes From Ukraine concert, which commemorated the centennial of Mykola Leontovych's "Carol of the Bells" and its return at Carnegie Hall. The concert featured four highly acclaimed choirs which included The Shchedryk Children's Choir, and was hosted by Academy Award-winning director, Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The concert, which was co-presented by The Ukrainian Institute and the Ukrainian Contemporary Music Festival, was enjoyed all over the world and been watched by more than 76,000 people.
The future is bright: DEI priorities in 2023
Although we're extremely proud of the progress we made in 2022, we're committed to moving the needle further in 2023. The focus of our efforts is two main priorities this year:
- Expanding the diversity of our team through increased participation
- Creating an inclusive society for all Vimean
Team representation goals
To identify our representation goals to 2023 and beyond we looked at the data and feedback of our survey to employees, "Voice of the Vimean" as well as our latest demographic distribution data; and sources like this report by the EEOCabout representation, and recent research about representation in tech like the Statista report and this report from Womentech. Based on this information, we have identified 3 key opportunities and 5 new representation goals.
*Benchmark data based on EEOC data that has been filtered by industry
Inclusionary culture
To keep these representation objectives to be in mind, we'll start the next generation of programs by 2023 that focus on employee development and making a home for diverse, highly-performant talent.
70% of our DEI budget will be put in internal programs, thereby ensuring equity and access for employees who belong to historically marginalized groups. The remainder of the budget will be committed to recruiting and development efforts for our workforce. Tangibly this will look like:
- Introducing internal programs focused on inclusion in leadership as well as career path guidance and help
- Advancing our diverse supplier efforts
- We are able to provide greater transparency through our structure of compensation and levels for both prospective and current Vimeans
- Accessing resources more readily to make our work processes more inclusive. This includes access to tools on accessible language, in-person interviews or meetings, and best practices for accessibility
Our aim is to apply DEI principles to build the most impactful teams and products. The lessons we've learned have been invaluable and have made significant progress towards the goal. We're moving into 2023 with a clearer vision and an eye on ways to create a bigger impact quicker. This can be done by making DEI practices an integral aspect of our everyday. All of us are in charge of this, and we look forward to sharing our future results.
Continue scrolling to get a comprehensive look at our work force information by race, gender and ethnicity through 2022.
With loveo,
The Team
Additional demographic data & categories
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2022 Report Terminology
Self-identification is not allowed.
Giving "self identification" details about your demographics isn't necessary. As a result, some employees choose not to share their data on their demographics with .
Hispanic or Latina/o/x
The word Hispanic was first introduced in the late 1970s within the United States. It was a novel method of categorizing people with roots in Spanish-speaking countries in the Americas which includes Mexico, Central America, South America, and the Caribbean. The term Latina/o/x often is used interchangeably with Hispanic, emerged in the 1990s as a means to highlight the gender-specific nature of the phrase and also to make it broad enough to encompass gender, extending beyond the traditional binary. (Source)
Technical function
In this sense, the term "technical role" is defined as a role that has a relationship with engineering or product.
Minorities that are underrepresented
A minority that is underrepresented has a wide range of meanings. However, generally, it is a group of people who belong to one particular race, ethnicity, gender, or other ethnic group which is smaller in that particular field or in relation to the proportion of them of the population as a whole. In this report, gender-related demographics can be considered global. Ethnic and racial demographics that are contained in the report are limited by U.S. employees.
The purpose of this report includes the following demographics in our classification of minorities who are underrepresented. A person who is:
- African American / Black
- Hispanic Latina/o/x
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races