Progression in diversity to 2022 equality in 2022. Equity and Inclusion (DEI)

Diversity equality, equity and inclusion (DEI) isn't simply an act of box-checking.

We aim to incorporate DEI concepts into our business actions as the fundamental guiding principles for building high-impact teams and products. Why? Because we believe that creating an environment that is safe, as well as transparent and grounded in being a part of the community will enable each employee to perform their very best and produce superior results for our customers. It also leads to more positive outcomes for us as well as for our shareholders and the broader community we serve.

We know that meaningful advancement is only possible through accountability and transparency. As we reflect on 2022, we are proud of the progress we've made with regard to key issues but we acknowledge that we also have places to improve upon.

Team demographics

Below is a snapshot of our population breakdown as on December 31, 2022, which illustrates our growth year-over-year between calendar years 2021-2022 regarding global gender representation, as well as U.S. race & ethnicity representation.

The areas for Improvement

It's important to have an array of people in our workplace and we're extremely happy with the strides we've made up to now.

In the past year, we have maintained the objective of creating an inclusive pipeline of candidates for all positions and aiming to have 30% of the candidates that go through the interview process are from minorities that are not represented in our hiring process.

Additionally, we are aware the process of transformation that starts from the top, so we've made a clear decision to improve the representation of women within the executive team of our company.

This has helped us get the results we want. At December 31, 2022:

• 44% of our team think they are ladies (4 out of 9)*
• The number of women employed around the world rose by 4.6 percent from 35.7% in 2021 to 40.3 percent by 2022.
• Management roles for women all over the world (Manager or higher) increased by 3 percentage points from 33.7 percentage in 2021 to 36.7 percent by 2022.
• The share of U.S. employees who identified as members of the minority that is underrepresented Group (URM) increased by 3.3 percentage to 18.3 percentage in 2021, and 21.6% in 2022

As well as the enhancements we have made to representation within the team, we have also introduced several initiatives that aim to ensure a more welcoming and fair workplace. These include:

*At the time of publishing this report Our executive team comprises seven individuals. We're happy to report that 60 percent of our team (4 from seven) have a female identity. Additionally, we have appointed a new Senior Director of DEI, Renee MacLeod, to oversee the DEI plans and strategies.

It is the Groups of 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 for connection as well as a place of refuge for those who are marginalized and their allies These groups play an important part of ensuring an equitable diverse, inclusive, and broad workforce.

In 2022, our ECGs have brought our team members together for a day of learning growing, sharing, and celebrating with more than 20 different activities and projects that included discussion regarding entrepreneurship, burnout and mental health, from hosting a panel on careers that included NYC students and taking the class of making cocktails with the African-owned firm.

To further strengthen our involvement in the community We partnered with a local organization to further strengthen our involvement in the community. We partnered First Tech Fund, a NYC-based nonprofit focused on helping children who attend local high schools and come from various backgrounds. They hosted the event of speed networking during the month of October. More than 50 volunteers who participated, taking part in the event from all departments at the school. The students who attended left with a new sense of curiosity, confidence and excitement about the possibilities of pursuing a career in tech.

We, ECGs collectively donated over $26,000 to organizations that build and build diverse communities, as well as several minority- and women-owned businesses:

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

Report Highlight: Supporting Ukraine

The beginning of 2022 saw the members of our team gather to aid Ukraine following the country's invasion by Russia. Between the generosity of the team members as well as our firm's donation match, our team has raised more than $54,000 of assistance to non-profit organizations which assist Ukrainians who are seeking security as well as assistance in relocating. The money went specifically to campaigns aimed at Ukraine through UNICEF, International Medical Corps, and the US Association for UNHCR (UN Refugee Agency).

We also provided relocation assistance, including transportation and accommodation to more than 70 persons who were employees as well as family members. We formed a group made up of around 20 Vimeans, who provided 24/7 assistance on the ground to family members and employees who require help in relocating. This included help with logistics for travel aid in logistics, in addition to the need for foreign language and firsthand experience of local regions and other requirements.

In December, we formed a partnership along with Razom for Ukraine, a nonprofit which is committed to helping Ukraine and generating Ukrainian voices heard. We provided video production as well as streaming for their sold out Notes From Ukraine concert. The event marked the centennial anniversary of Mykola Leontovych's "Carol of the Bells" and also it's return to Carnegie Hall. The event featured four distinguished choirs including The Shchedryk Children's Choir, and was co-hosted by Academy Award-winning Director Martin Scorsese, and Ukrainian-American actress Vera Farmiga. The concert was presented by the Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival has been held across the globe and was attended by over 76,000 spectators.

The future is bright: DEI priorities in 2023

Although we're extremely proud of our achievements in 2022 we're also committed to make progress for 2023. We're focusing upon two key goals this year.

1. We are expanding the diversity of our team through increased participation
2. Achieving a welcoming and inclusive society for everyone Vimean

Team representation goals

To determine our representation objectives in 2023 and beyond, we examined the feedback and information from our employee surveys, "Voice of the Vimean"; our current demographic distribution data; and other sources, such as this report from The EEOC* on representation and recent research about technology industry representation which includes this report from the Statista report and this report from Womentech. Based on the information we've gathered, we've identified three areas that must be considered and identified five important targets to improve representation.

HTML0 The benchmark data for HTML0 is based on EEOC data that is filtered by the industry

Inclusionary culture

To keep these representation objectives with us, we'll launch the new program in 2023 that focuses on developing employees and creating the workplace a place for diversity and highly-performant talent.

70% of the DEI budget will be invested in internal initiatives, making sure that there is an equal opportunity and equity for the employees of historically marginalized groupings. The remainder of the budget will be allocated to workforce development and recruitment efforts. This could include:

• Incorporating internal programs that focus on the inclusion of women in management, career guidance and assistance
• Advancing our diverse supplier efforts
• Transparency is enhanced by our compensation and leveling system for prospective as well as actual Vimeans
• Expanding access to resources in order to make our work procedures more inclusive. This is a requirement to make use of tools that can be used to assist with accessible language, in-person interviews as well as meetings, and the most effective practices to improve accessibility.

Our goal is to use DEI principles to build innovative products and teams. We've learned a lot and made progress in achieving this goal, and now we're moving into 2023 with a better understanding of what we can do to improve our impact faster. It's possible to do this with a manner that makes DEI practices a part of the daily routine. All of us are responsible for our work and we look forward to discussing the results we have achieved in the near future.

Keep scrolling for a greater detail on the data on our workforce according to race, gender, and ethnicity in 2022.

In love with you,

The Team

Additional demographic data & categories definitions

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2022 Report Terminology

Self-identifying isn't allowed.

Giving "self identification" specifics about your population isn't required. However, handful of employees chose not to provide their data regarding their personal demographics to .

Hispanic and Latina/o/x

The word Hispanic was introduced for the first time during the 1970s in the United States. This was a new approach to categorize people with roots from the Spanish-speaking nations of the Americas, including Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which is frequently utilized to refer to Hispanic, emerged in the early 1990s as method to emphasize the gender-specific character of the term as well as to include gender outside of the gender binary. (Source)

 Technical function

This is why the term "technical job" can be described as roles that are aligned to engineering or product.

HTML0 Minorities that aren't represented

A minority that is underrepresented has a number of definitions, but in general, it's the group of people who are part of an ethnic, race, gender, or any other group of people that is smaller in that particular subject or the proportion of them of the general population. The gender demographics included in the report are globally. Ethnic and racial demographics that are contained in the report are only available by U.S. employees.

The below demographics are used to define our classification of minority groups as underrepresented. The person is:

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

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