Our 2022 progress on diversity Equity, Inclusion, and Diversity (DEI)
In the end , diversity, equity, and inclusion (DEI) isn't just a checkbox test.
We seek to embed DEI methods into our daily activities as fundamental principles to building high-impact teams and products. Why? Because we believe that creating a culture that is fair clear, honest, and founded in belonging can allow every worker to be at their best and produce superior results for our clients. That in turn leads to greater outcomes for our organization the shareholders we hold, as well as our community as a whole.
We know that meaningful advancement can only be achieved through transparency and accountability. When we look back on 2022, we are happy with the gains we've made in key areas We also recognize there are places to work on.
Team demographics
Below is a snapshot of our team's demographics as of December 31, 2022, which shows our progress year-over-year between 2021 and 2022 in terms of global gender representation and U.S. race & ethnicity participation.
The areas of improvement
The importance of representation is to have the diversity of our workforce and we are proud of the progress that we've made so far.
This year, we maintained our efforts to create an open and diverse pipeline of applicants for all new roles, and aiming to have 30% of the candidates who go through our process of interviewing come from minorities that are not represented in our hiring process.
We also know that change starts at the top, so we made an intentional pledge to improve the number of women in our executive team.
These actions have helped us to achieve the outcomes listed below. At December 31st 2022:
- 44 percent of our executives are ladies (4 of 9)*
- The number of women employees globally increased by 4.6 percent from 35.7 percent in 2021, to 40.3 percent by 2022.
- The proportion of women working in management roles globally (Manager degree +) increased by 3 percent from 33.7% in 2021 to 36.7% in 2022
- The proportion of U.S. employees who identified as an Underrepresented Minority Group (URM) was up 3.3 percent from 18.3% in 2021 to 21.6% in 2022
Apart from the gains made in our team representation We also introduced a number of initiatives that aim to create a more inclusive and equitable environment, which includes:
*At the time of publishing the report, our executive team consists of 7 people. We're pleased to report that 60 percent of our team (4 out of seven) are women. We have also recruited a new senior director at DEI, Renee MacLeod, who will oversee the DEI strategy and programs.
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. Every ECG can be a resource, point of connection, and community for underrepresented employees and their allies These groups play essential to building and maintaining an equal, multi-cultural, and diverse workforce.
In 2022, our ECGs have brought our team members together to learn, grow, and celebrate by organizing more than 20 activities and projects that ranged from discussion around burnout, entrepreneurship, and mental health; to hosting a panel discussion on career development featuring NYC students, to attending a cocktail-making class from the owner of a black-owned business.
To further strengthen our engagement with the community We teamed up with First Tech Fund which is a nonprofit based in NYC dedicated to supporting students in local high schools from diverse backgrounds, by hosting an event for speed networking in October. Over 50 volunteers participated and were represented by each department and students left having a new sense of confidence, curiosity and enthusiasm about pursuing a career in technology.
In addition the ECGs have collectively contributed more than $20,000 to non-profit organizations that help empower and assist the diverse communities. We also donated to many minority- and woman-owned firms:
- A Cycle 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: Supporting Ukraine
In early 2022, our team members gathered to help Ukraine after the Russian invasion of Russia. Through the generous support of employees and the company matching donations We raised nearly $54,000 for nonprofits aiding Ukrainians seeking safety and relocation support. The funds went specifically to Ukrainian-focused campaigns through UNICEF, International Medical Corps, and UNICEF, International Medical Corps and the US Association for UNHCR (UN Refugee Agency).
In addition, we offered help with relocation, such as travel and lodging, to nearly 70 individuals including our employees and their relatives. We formed a group of volunteers comprised of more than 20 Vimeans and provided 24-hour in-person support for the employees and their families who are that require relocation assistance and assistance for travel logistics, logistical assistance and foreign language requirements as well as first-hand knowledge of local regions and much more.
We were in December when we partnered in December with Razom to Ukraine an organization that is dedicated to helping Ukraine and making Ukrainian voice. We provided video production and streaming solutions for their sold out Notes from Ukraine concert. The event commemorated the centennial of Mykola Leontovych's "Carol of the Bells," and the return of the show to Carnegie Hall. It featured four renowned choirs that included 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 concert, which was co-presented by the Ukrainian Institute and the Ukrainian Contemporary Music Festival has been viewed by people all over the world and garnered over 76,000 views.
Looking ahead: DEI priorities in 2023
While we're proud of our progress in 2022, we're determined to advancing the needle into 2023. We're focusing on two key priorities this year:
- Expanding the diversity of our team through increased representation
- Inspiring an inclusive culture for every Vimean
Team representation goals
In order to determine our goals for representation in 2023 and beyond, we reviewed the data and feedback from our annual employee survey, "Voice of the Vimean" and our most recent information on our demographic distribution; and sources like this report from the EEOregarding representation as well as recent research about representation in tech including these Statista report as well as this report by Womentech. Based on these data, we've identified three key opportunities as well as 5 goals to improve representation.
*Benchmarks based on EEOC data filtered by industry
Culture of inclusion
In keeping these goals of representation to be in mind, we'll start the next generation of programs by 2023 that focus on the development of employees and creating an environment for diverse and talented individuals.
70% of the DEI budget will be invested into internal programs that will drive the creation of equity and equal access for our those who are from historically marginalized categories. The remaining 30% of our budget will be invested in future workforce development and recruitment efforts. Tangibly this will look like:
- Incorporating internal programs that focus on inclusive leadership and career guidance and assistance
- Advancing our diverse supplier efforts
- Creating greater transparency with our structure of compensation and levels for current and prospective Vimeans
- Accessing resources more readily for making our working processes more inclusive, including access to tools on accessible language, in-person interviews, meetings and accessibility best practice
Our objective is to leverage DEI methods to develop high-impact teams and products. We've learned a lot and made progress in achieving that objective, and we're moving into 2023 with a clearer vision and an eye on ways to achieve greater impact, faster. This can be done by making DEI practice a aspect of our everyday. All of us are responsible for our work and we're excited about discussing our results in the near future.
Keep scrolling for a more complete look at our workforce figures by race, gender and ethnicity for 2022.
Love, with love.
The Team
More demographics and categories
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2022 Report Terminology
Declined to self identify
Provision of "self ID" demographic information is not mandatory. As a result, some employees choose not to share their details about their personal characteristics with .
Hispanic also known as Latina/o/x
The word Hispanic was introduced in the late 1970s within the United States. It was an innovative way to categorize individuals with roots in Spanish-speaking countries in the Americas which includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which often is used interchangeably with Hispanic was coined in the 1990s as a means to highlight the gendered nature of the word and be more inclusive of gender, extending beyond the gender binary. (Source)
Technical function
The term "technical" in this context is defined as a role that has a relationship with engineering or product.
Minorities that are underrepresented
Underrepresented minority has a range of definitions. But in most cases refers to an individual or group of individuals who are members of an ethnic, race or gender particular identity that is tiny in the particular area or context compared to the proportion of them of the population as a whole. Gender demographics in this report are international. Racial and ethnic demographics contained in the report are limited to U.S. employees.
The purpose of this report, we have included the following demographics as a part of our categorization of minority groups as underrepresented. The person is:
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- Two or more races