We've seen some progress towards 2022 on diversity Equity, Inclusion, and Diversity (DEI)
Inclusion, diversity of equity and diversification (DEI) is not a check-box exercise.
We strive to incorporate DEI techniques into our everyday processes as a fundamental aspect of building teams that are high-impact and products. Why? We believe that establishing an environment that is safe, open and rooted in community allows each worker to be the best they can and produce better results for our clients. This will lead to better outcomes for our business and the shareholders we hold and the community at large.
We believe that improvements will only be realized by transparency and accountability. If we look to the future, we are satisfied with our achievements in many fields. We also recognize that we have places to improve.
Team demographics
Below is a quick overview of the demographics we have for the team as of December 31, 2022. This shows our growth from year to year in the time between calendar years 2021 to 2022 regarding the worldwide representation of gender as well as U.S. races and ethnicities the distribution.
Progression zones
The importance of representation is to have a workforce that is inclusive. We're happy with the improvements that we've made so far.
We've increased our efforts to build an open and diverse pipeline of applicants for new positions which we hope to see 30 percent of applicants who take part in our interview process are of minorities who aren't taken into consideration in our hiring process.
Also, we believe that the process of change starts from the top. Therefore, we've made a commitment to improve the representation of women on this executive board.
Our actions have resulted in the following results. On December 31 2022:
- 44 percent of our staff identify themselves as female (4 from 9)*
- The number of women employed across the globe increased to 4.6 percent from 35.7 percent in 2021, to 40.3 percentage in 2022.
- Globally, women in managerial posts (Manager or higher) increased by 3 percentage points from 33.7 percentage in 2021 to 36.7 percent by 2022.
- The proportion of U.S. employees who identified as belonging to an minority that is underrepresented Group (URM) has grown by 3.3 percentage from 18.3 percentage in 2021 and 21.6 percent by 2022.
Apart from the gains we've seen in our representation of the team We have also launched a variety of initiatives that seek to create an inclusive and fair society. They include:
At the time of publishing the report, our executive staff comprised seven members. We're proud to share that currently 60 percent of our team (4 from seven) have a female identity. Additionally, we've named the new Director of DEI, Renee MacLeod, who is in charge of our DEI strategy and plans.
It is the ERGs are 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 space of belonging for people who are not represented along with their peers. ECGs are crucial to establishing and maintaining a similarly multicultural and different workforce.
The ECGs in 2022 enabled team members to learn, grow and celebrate by organizing more than 20 activities and initiatives that included talks on topics like burnout, entrepreneurship and mental health. Hosting a panel on career development that comprised NYC students. We also attended the class of making cocktails with the entrepreneurs of a business owned by blacks.
In order to further increase our involvement in the community, we formed the partnership in order to enhance our involvement in the community by joining forces in First Tech Fund that is a non-profit organization based in NYC that is dedicated to providing assistance to students from local high schools who come from a variety of backgrounds. They hosted a speed networking event in October. More than 50 volunteers took part as well as officials from every departmental office in the school. The participants left having a renewed sense of joy, excitement and enthusiasm about exploring career options within the field of technology.
In addition the ECGs together contributed over 26000 dollars to organizations for non-profits which help to empower and support people from diverse backgrounds. Additionally, we donated to a variety of owned by minority and women owned companies.
- The cycles of the goals for the survival of humanity
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- Project Pop by Major Project Pop
- NewFest
- ReelAbilities Film Festival
- Chinatown Love Chinatown Love
- The Possibility Project
Report Highlight: Helping Ukraine
In the beginning of 2022, our team members gather together to aid Ukraine after the Russian invasion of Russia. Thanks to the kindness of our employees as well as a corporate matching donation this group has raised over $54,000 for charities that help Ukrainians who require refugee protection as well as relocation assistance. The funds went to specific campaigns for Ukraine in collaboration in partnership with UNICEF, International Medical Corps, as well as UNICEF, International Medical Corps and UNICEF, International Medical Corps in addition to The US Association for UNHCR (UN Refugee Agency).
We also provided assistance with relocation, such as accommodation and transport for over 70 people who were employees of our firm and family members. Our team consisted of twenty volunteers of Vimeans which provided 24/7 every day assistance on the ground to family members and employees who require assistance with relocation and assistance in logistical transportation, foreign language demands, firsthand knowledge of local regions and various other necessities.
The month of December is when we first began to form the partnership in conjunction with Razom to Ukraine which is a non-profit organization that is dedicated to helping Ukraine and expanding Ukrainian vocals. We produced video along with streaming options for their sold out notes from the Ukraine show. The concert was a celebration of the centennial of Mykola Leontovych's "Carol of the Bells" and its returning 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, which was presented in conjunction with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival was watched by viewers across the world and has received more than 76,000 total views.
Future-oriented: DEI priorities in 2023
Although we're extremely satisfied with the achievements that we've made to date, we're focused on making improvements until 2023. We've set our sights on two important objectives this year.
- The team of our company is expanding by growing the representation
- Making Vimean an inclusive community that is inclusive of every person in Vimean
Team representation goals
In order to determine our goals for representation for 2023 and beyond, we analyzed the feedback and data from the employee survey "Voice of the Vimean" and our most recent census, population and demographics as well as reports like this one by the EEOregarding representativeness as well as our current research regarding the representation of tech companies such as this Statista report as well as this study by Womentech. Based on the data we've collected, we've identified three opportunities which are vital and five objectives to increase representativeness.
*Benchmarks are built on EEOC figures. This information filters through the industrial
Culture of inclusion
Based on these representation objectives with us, we'll begin the next phase of our programs in 2023. They will focus on developing employees as well making the workplace an environment that is inclusive and highly-performant talent.
70% of the DEI budget will go into internal programs, thus making sure that we have accessibility to equity for individuals who are part of historically restricted categories. The remaining 30% of our budget will go toward the growth of our future employees and efforts to recruit. It is possible that this might look like:
- Internal programs are being introduced that focus on management as well as career path assistance and guidance
- Advancing our diverse supplier efforts
- We can provide more transparency by establishing the structure of compensation and leveling for current and future employees as well as prospective ones. Vimeans
- More access to resources that we can improve our processes more welcoming. That means we are able to utilize tools to assist in inclusive interviews, language meeting, best practices for accessibility
We aim to apply DEI principles to create powerful groups and product. The lessons we've learned from DEI have proven to be extremely beneficial and have helped us make substantial progress towards this goal, which is why we're in 2023. have more clarity and focus on how we can achieve greater effect, and quicker. You can do this with a manner that makes DEI routine a regular part of the daily routine. We all have a responsibility for our actions and we're looking forward to hear about the results that we'll share with you in the coming years.
Keep scrolling for a more in-depth information about our data regarding the workforce of employees regarding race, gender and ethnicity through 2022.
Love, with love.
The Team
Other demographics and category definitions
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2022 Report Terminology
Self-identification is not allowed.
The disclosure of "self ID" information about your personal demographics isn't a requirement. In the end, some employees have chosen not to divulge their demographic information with .
Hispanic or Latina/o/x
The word Hispanic was first used in the 1970s in the United States. It was an innovative method of categorizing people with heritage from region of Spain in the Americas that includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x one that is often employed in conjunction with Hispanic is one of the terms that was created in the early 1990s in an attempt to draw attention to the specific gender nature of the word and be wider in its coverage of sexuality and gender going beyond traditional binary. (Source)
Technical use
A technical role is defined as a role that is in accordance with engineering as well as the products.
Minorities who are not represented
The phrase "underrepresented minority groups" refers to a wide term that has a variety of definitions. It generally means a category of people who belong to any race, ethnicity or gender-based ethnicity group that is less than the norm in one particular setting or setting compared to their share of the overall population. The report includes gender-specific demographics include the international. Race and ethnic demographics include in the report are accessible only to U.S. employees.
In the report we've included the following characteristics to establish our definition of minority groups that are underrepresented. A person who
- African American / Black
- Hispanic or Latina/o/x
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races
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