Progression in diversity to 2022. Equity, Inclusion, and Diversity (DEI)
Equity, diversity and Inclusion (DEI) is not just the result of a check-list exercise.
We strive to incorporate DEI methods into our daily activities as a fundamental method for creating high-impact teams and products. Why? because we believe that creating an appropriate environment for our employees. A culture which is honest transparent, respectful and in the society. This will allow each employee to achieve their full potential and produce better results for our clients. The result will be better outcomes for our organization as well as our shareholders, as well as our larger community.
We are aware that real change can only be achieved with honesty and transparency. As we reflect on 2022, I'm proud with the achievements we've made in key areas, but we are aware that we can make progress on certain aspects.
Team demographics
Below is an overview of our demographics for the team as of the 31st of December 2022. This also shows the progress we have made from year to year between 2021-2022 to ensure gender equality across the world and U.S. races as well as ethnicity-based representativeness.
The areas for Improvement
It is crucial to ensure the broadest range of employees We are extremely satisfied with our progress thus far.
In the past year, we have continued our efforts to create an all-inclusive pipeline of potential candidates to fill new roles, and our goal is to ensure that 30 percent of the candidates that go through our method of interviews come from marginalized minority groups.
Furthermore, we know that the process of change begins at the top. Therefore, we have made an explicit decision to increase the percentage of women on the Executive Committee.
This has helped us reach the goals which are as follows. As of December 31, 2022:
- 44 % of our executive team consists of females (4 of 9)*
- Worldwide, women who are employed rose to 4.6 percentage between 35.7 percent from 2021 until 40.3 percent in 2022.
- Globally, women in managerial positions (Manager degree plus) increased by 3 percent from 33.7 percentage in 2021 to 36.7 percentage in 2022.
- The percentage that U.S. employees who identified as being part of an underrepresented Minority Group (URM) increased by 3.3% between 18.3 per cent in 2021 and 21.6 percentage by 2022.
In addition to the improvements we've made in our group representation as well as representation within our workplace, we've also created a number of initiatives to encourage an environment that is fair and open that include:
*At the time of publishing the report, our executive staff consists of seven individuals. We're delighted to report the fact that 60 percent of our team (4 out of 7) identify as female. We've also appointed a second Senior Director for DEI, Renee MacLeod, who will oversee DEI strategy and plans.
ECGs are 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 can serve as a source of information, the point of contact, and a place of refuge to those not represented and those with an inferior position. They are essential to establishing and maintaining an equally broad, and inclusive workforce.
Our ECGs in 2022 brought our team members together for an afternoon full of learning, growth and enjoyment with more than 20 activities as well as projects which included discussions on entrepreneurship, burnout and mental health. having a panel discussion on career development with NYC students, to attending an evening class on making cocktails in collaboration with a company owned by Africans.
To increase our involvement with our community, we joined forces with First Tech Fund An organization in New York dedicated to helping the local high school students who come from various backgrounds. This event was scheduled for speed networking on the 10th of October. More than 50 people were present and were represented by the various departmental offices at the school. The students walked away having an exhilarating new passion in their minds, and confidence taking on a new job in the field of technology.
Additionally, ECGs gave more than $26,000 to non-profit organizations which support and strengthen communities of all kinds. We also made donations to several businesses owned by women and minorities:
- the Cycle of Survivability
- Daymaker
- First Tech Fund
- Hella Cocktail Co.
- Project Pop by Major Project Pop
- NewFest
- ReelAbilities Film Festival
- Let's send Chinatown Love
- The Possibility Project
Report Highlight: Supporting Ukraine
Our team members gathered to support Ukraine in the aftermath of an attack by Russian invasion of Russia. Thanks to our gracious employees as well as our generous matching contribution that we made, we managed to donate over $54,000 to charities that help Ukrainians looking for security as well as relocation help. The funds were specifically given to campaigns focusing on Ukrainians through UNICEF, International Medical Corps, as well as UNICEF, International Medical Corps and the US Association for UNHCR (UN Refugee Agency).
Additionally, we provided relocation assistance that includes accommodations and travel assistance for more than 70 people which comprised our employees as well as their relatives. We organized a volunteer group consisting of more than 20 Vimeans who provided 24-hour, all week long, 7 days a week, in-person support for family members as well as employees who require assistance with relocation that included help with logistical support, travel logistics and help with the requirements of foreign languages and first-hand experience of the local areas and much other things.
We established a partnership in December with Razom in Ukraine which is a non-profit organization that has a strong commitment to helping Ukraine as well as expanding the Ukrainian voice. We provided the streaming and video for the sold-out Notes from Ukraine concert that celebrated the centennial anniversary of Mykola Leontovych's "Carol of the Bells," and also returning to the stage in Carnegie Hall. This concert showcased for four of the most well-known choirs, including Shchedryk Children's Choir. Shchedryk Children's Choir, and the concert was presented by Academy Award winning director Martin Scorsese as well as Ukrainian-American actress Vera Farmiga. The performance was held in conjunction with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival was attended by all throughout the world, and seen by over 76,000 people.
The future is bright: DEI priorities for 2023
We're proud of our accomplishments until 2022. But we're also committed to helping move the needle to 2023. Our focus is on two main areas of our work this year:
- We're increasing the variety of our team members through more diverse team members
- We strive to create a welcoming and inclusive culture for every Vimean
Team representation goals
To establish our representation goals in 2023 and beyond, we looked at the feedback and data from the survey we sent to employees in the "Voice of Vimean" and also the most current information on the distribution of our employees' demographics, and reports such as the one from EEOabout representation, EEOabout representation along with the latest research regarding technology industry representation which includes these Statista report and this one from Womentech. Based on our analysis and research the data, we've discovered three main options and 5 brand-new targets to be met in the field of representation.
*Benchmark data is based on EEOC data, which is then filtered through industries
A culture of inclusion
In order to achieve these goals of representation in our heads We are currently launching new initiatives focused on developing employees, as well as creating a place to all types of gifted individuals.
70 percent from the DEI budget is allocated to internal programs that ensure accessibility and equality for our people who are from historically marginalized groups. The remaining budget is used to develop future development and recruitment strategies to our employees. It can be used for:
- Integrating internal programs that concentrate on managing inclusion, career path guidance as well as assistance
- Advancing our diverse supplier efforts
- We can provide greater transparency regarding our leveling and compensation structure for both present and future Vimeans
- Making it easier to access tools to make working more welcoming. It means we are able to use tools to support inclusion of languages in interviews or meetings, and accessible practices that are best practice.
Our goal is to use DEI strategies for building powerful teams and products. We've learned a lot and are on the way to fulfilling our goals. The year 2023 is here with more understanding and more concentrated on ways to make a bigger impact faster. You can do this through creating DEI practice a element of our routine. We are responsible for doing this and are excited to share our experiences soon.
Keep reading to get a more comprehensive details about our workers with respect to gender, race and ethnicity until 2022.
Love, with love.
The Team
Additional demographic data & categories definitions
2022 Report Terminology
HTML0's self-identification with HTML0 is not allowed.
The disclosure of "self ID" details about your demographics aren't required. Some employees have chosen not to share information regarding their personal demographics to .
Hispanic is also known as Latina/o/x
The term Hispanic was coined during the latter part of the 1970s in the United States. It was an ingenuous way of classifying people who have origins from Spain-speaking countries in the Americas which include Mexico, Central America, South America, and the Caribbean. The Latina/o/x term which is commonly used to refer to Hispanic was invented in the 1990s to draw attention to the gendered element of the term, and in order to include gender outside the gender binary. (Source)
Technical function
The word "technical" refers to this sense. It's defined as collection of duties that are related to the engineering of products and processes.
HTML0 Minorities that are underrepresented
The expression "underrepresented minorities" has a variety of definitions. But, generally, it refers to those that belong to one of the races, ethnic groups or ethnic group that is insignificant within the specific area or in the percentage of them of the entire population. The gender demographics that include in the report span the globe. The ethnicity and race that are comprised in the report are only available to U.S. employees.
In order to conduct this research it possible to make this study, we've included these demographic information to help us determine the definition we use of minorities as underrepresented. A person who is:
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- Two races or more
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