Progression in diversity until 2022. Equalization in 2022. Equality and Inclusion (DEI)

Equality, diversity and inclusion (DEI) is not only an exercise in checking boxes.

We want to incorporate DEI concepts into our operations as an essential guiding concept for building highly-impact products and teams. Why? because we believe in creating the right environment for our employees. A culture which is honest as well as open and rooted in the community. helps each person to achieve their best and deliver superior results to our customers. This will result in better outcomes for our business and our shareholders who we hold as well as the larger community.

We know that substantial improvements can only be made with accountability and transparency. In the course of planning for the upcoming year's calendar, we're pleased by the progress we've made in these crucial areas. But, we recognize that there are some aspects that must be upgraded.

Team demographics

Here is a brief summary of our demographics for the team at the time of December 31, 2022. The graph shows the annual growth rate between 2021-2022 in regards to gender representation across the globe as well as U.S. race and ethnicity.

The areas that require improvement

Representation is essential in having an all-inclusive workforce. We're happy with the progress we've made to date.

The past few years we've intensified our efforts to build an open and diverse applicant pool for new positions, and have set a goal of ensuring that 30% of the candidates who go through our interview process come from underrepresented minorities.

It is also our belief that the process of change begins at the top, and this is why we made an intention to raise the proportion of women in our management team.

These actions have helped us reach the goals that are listed below. On December 31st 2022:

• 44 per cent of our team identify as feminine (4 out of 9)*
• The percentage of women working all over the world increased by 4.6 percent to 35.7 per cent in 2021, to 40.3 percent in 2022.
• The number of women employed in leadership positions across the globe (Manager or above) increased by 3 percentage points from 33.7 percent in 2021 to 36.7 percentage in 2022.
• The proportion of U.S. employees who identified as members of the Underrepresented Minority Group (URM) is increasing by 3.3% from 18.3 percentage in 2021 to 21.6 percentage in 2022.

Alongside the progress we have made regarding the diversity of our team, we also introduced several initiatives that are aimed at creating an inclusive and fair the culture. They include:

At the time of releasing the report, our executive team is comprised of seven people. We're pleased to share the fact that 60 percent of our staff (4 out of 7) identify as female. In addition, we've hired an experienced senior manager for DEI, Renee MacLeod, who is responsible for the DEI strategies and programs.

They are the Groups of Employees 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 serves as a point for contact. It serves as a contact point as well as a place to connect those who are not in the same group as their peers ECGs are vital in establishing and maintaining an equitable, diverse and inclusive workforce.

The ECGs in 2022 allowed our team members to learn, grow and be celebrated with over 20 occasions and projects that ranged from discussion on burnout, entrepreneurship and mental health to hosting a panel on careers which included NYC students. We also attended one of the classes for making cocktails from the African-owned company.

To strengthen our relationship with our community, we partnered in partnership together with First Tech Fund, a charitable organization that has the headquarters of NYC that focuses on helping the students at local high schools from different backgrounds. The evening was a time of speed networking in October. More than 50 people took part at the event, which included all departments at the college. The participants left with a boost in confidence, excitement, and awe for pursuing a career in the area of technology.

Additionally, our ECGs have donated more than 26, 000 dollar to non-profit groups that empower and aid diversifying communities. We also donated to a number of owned by women or minorities:

•       Cycle to achieve the goal of ensuring survival
•       Daymaker
•       First Tech Fund
• Hella Cocktail Co.
•       The Project Pop of Major Project Pop
•       NewFest
•       ReelAbilities Film Festival
•       Chinatown Love Chinatown Love
•       The Possibility Project

The report's highlights: Helping Ukraine

Our employees joined together to aid Ukraine following the Russian invasion of Russia. Through the kindness of the employees and company matching donations We raised nearly $54,000 for non-profit organizations that help Ukrainians in need of protection and assistance with relocation. These funds were used to fund Ukraine-specific campaigns with UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).

Additionally, we provided relocation assistance that included transportation and accommodation for approximately 70 individuals who were employees and their family members. We formed a group volunteers comprised of more than 20 Vimeans that provided 24 hours a day assistance out in the field to family members and employees who require assistance with relocation -- which includes assistance when planning travel plans and the requirement to learn foreign languages along with a first-hand knowledge of area and surrounding.

In December, we collaborated together with Razom in Ukraine an organization dedicated to aiding Ukraine and generating Ukrainian voices. We provided video production and streaming services for their sold out Notes from Ukraine show that commemorated the 100th anniversary of Mykola Leontovych's "Carol of the Bells" and its return in Carnegie Hall. The concert was an opportunity to showcase four top-quality choirs including the Shchedryk Children's Choir, and was presented by Academy Award-winning director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The show was produced by the Ukrainian Institute and the Festival. Ukrainian Institute and the Ukrainian Contemporary Music Festival has been viewed from all over the world and received over 76,000 viewers.

In the future-oriented direction: DEI priorities in 2023

We're satisfied with the improvements in the last two years, which have been made from 2022 to now and we're committed to move the needle higher by 2023. Our focus is on two main aspects of our work in the coming year:

1. Diversifying our team with increased participation
2. Achieving an inclusive and welcoming society for everyone in Vimean

Team representation goals

In order to determine our goals for representation through 2023 and beyond, we looked over the findings and comments from our poll to employees "Voice of Vimean" as well as our most recent demographic and population distribution of demographics as in addition to sources like this report published by the EEO(*) on representation and the current research regarding representation in the technology industry including this Statista report as well as this report from Womentech. Based on our study and analysis, we've found three key possibilities and five targets in the field of representation.

*Benchmark data is based on EEOC data. It is processed in the process of process of the

     A culture of inclusion    

In order to achieve the goals of representation, we'll keep them kept in mind, we'll develop innovative programs focusing on educating employees as well in creating a workplace that is welcoming to diversity and talented individuals.

70 percent of the DEI budget will go in initiatives within the DEI that will help to create equality and access to those employees who work with us from historically underrepresented groupings. The remaining portion of our budget will be devoted to recruiting and development initiatives that we offer to our employees. This could include:

• Incorporating internal programs that focus on inclusive leadership, career guidance, and assistance
• Advancing our diverse supplier efforts
• We are aiming to increase transparency by revealing our structure of compensation and the amounts we pay in the future and current Vimeans
• The ability to access resources faster can make our processes more inclusive, including the ability to access tools that support the inclusion of interviewing in languages in addition to meetings, and access most effective methods

We are determined to implement DEI principles to build powerful teams and products. Our lessons have been invaluable and has helped us to achieve our goal. In 2023, we're able to possess more knowledge and an eye for methods to make a bigger impact quicker. It's possible to do this by making DEI practices an integral element of our everyday. All of us are responsible for this and are looking at the outcomes that we'll be sharing in the near future.

Continue reading for a thorough analysis of our statistics on the gender of workers or race through 2022.

In love with you,

The Team

Additional definitions for categories and demographics

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2022 Report Terminology

     HTML1 Refused to identify self    

It is not necessary to give "self identity" particulars regarding your personality isn't necessary. At the end of the day, handful of employees decide not to disclose their details regarding the particular traits that they have in common with .

     Hispanic and Latina/o/x    

The term Hispanic was first introduced in the 1970s in the United States. It was a novel approach to define people who have heritage from Spanish-speaking countries from the Americas which includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which is frequently used in conjunction with Hispanic was first coined in the 1990s to emphasise the gender-specific aspect of the term and also to create an expansive definition that could be inclusive of genders beyond gender binary. (Source)

     Technical purpose    

The role of technical in this regard can be defined as one which is connected to engineering or manufacturing.

Minorities who are not represented

The term "underrepresented minority" can be defined as a wide range of definitions. But typically, it refers to people belonging to an ethnic or race or gender-based community that are less prominent in a particular area or situation compared to their share of the population. This report focuses on gender-related demographics for women are global. The race-related demographics and ethnicity included in the report are applicable for U.S. employees.

This report's goal is to include these population characteristics in our minority underrepresented categorization. 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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