We have seen progress in 2022 on the topic of diversity Equity, Inclusion, and Diversity (DEI)

Diversity equality inclusiveness and equity (DEI) isn't just an exam that checks boxes.

We seek to embed DEI methodologies into our daily actions as the fundamental principles for building teams with high impact as well as products. Why? We believe that having an environment that is fair, clear, honest, and built on the community can allow each employee to perform at their highest and provide superior outcomes for our customers. It will also lead to more positive outcomes for us as an organization as well as our shareholders and the community at large.

It is our belief that progress is only made through accountability and transparency. When we plan for the future, We're extremely pleased by the progress we've made in key areas We also acknowledge that there is room to improve.

Team demographics

Below is a snapshot of our demographics for the team on the 31st day of December, 2022 showing the growth year-over-year from 2021-2022 in worldwide gender representation as well as U.S. race and ethnicity participation.

Progression zones

It is crucial for a diverse workforce. we're pleased with the improvements we've achieved to this point.

In the past year, we have intensified our efforts to build a pipeline of diverse candidates for all new roles, in the hopes that at least 30 percent of applicants who go through the interview process are underrepresented minority groups.

Also, we know that transformation is a process which begins at the top. That's why we decided to take a vow to increase the number of females on the executive committee.

We are convinced that our actions helped us in achieving the results as outlined below. At December 31 2022:

• 44% of our team identify as ladies (4 out of nine)*
• The percentage of female employees worldwide rose in 4.6 percentage to 35.7 percent in 2021 up to 40.3 percent in 2022.
• Globally, women in managerial positions (Manager level +) increased by 3 percentage points from 33.7% in 2021 to 36.7 percentage in 2022.
• The proportion of U.S. employees who identified as belonging to an underrepresented minority Group (URM) increased by 3.3 percent from 18.3 percent in 2021, to 21.6 percent in 2022.

In addition to the changes we have made to representation within the team, we also launched a number of initiatives designed to promote a more diverse and equitable environment, which includes:

As of the date we published this report, our executive team consists of seven people. We're pleased to report that now 60 percent of our executive team (4 out of seven) identify as women. We have added an additional Senior Director at DEI, Renee MacLeod, to oversee the DEI strategy and programs.

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. Every ECG can be a source of information to contact as well as an area of belonging for people that aren't represented with colleagues. They're essential to building and sustaining an equitable broad, diverse and inclusive workforce.

The ECGs of 2022 allowed our team members to learn about, develop, and be celebrated through organizing more than 20 events and projects that ranged from discussion around burnout, entrepreneurship, and mental health, having a panel discussion about careers for NYC students, and even taking classes on how to make cocktails along with the owners of a company owned by blacks.

To increase our involvement with the community to further strengthen our community engagement We partnered to enhance our engagement with the community. To do this, we collaborated with First Tech Fund, a nonprofit organization located in NYC that is dedicated to helping local high school students of different backgrounds. They held a gathering for speed networking during the month of October. Nearly 50 volunteers took part with representation from each department. students left with a renewed sense of enthusiasm, self-confidence and excitement around exploring a career in the field of technology.

In addition the ECGs together have donated over $20,000. to groups that strengthen and help the diversity of communities. We have also contributed to many owned by women and minorities:

• The Cycle of Survivability
• 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

Report Highlight: Supporting Ukraine

At the start of 2022, the members of our team gather to help Ukraine following the Russian invasion of Russia. Thanks to the generosity from employees as well as the company matching donation, our team has raised more than $54,000 to nonprofits which assist Ukrainians who are seeking protection and assistance with relocation. These funds were distributed specifically for Ukrainian-focused initiatives via UNICEF, International Medical Corps, and the US Association for UNHCR (UN Refugee Agency).

In addition, we offered assistance in the process of relocation, including accommodations and travel assistance to more than 70 persons that included employees as well as their families. We formed a group comprised of 20 volunteers Vimeans that provided 24 hours of assistance on the ground to family members as well as employees in need of relocation assistance and assistance in the logistics of arrangements for travel, foreign language needs and personal experience with local communities, and more.

In December, we partnered together along with Razom in Ukraine which is a non-profit organization dedicated to helping Ukraine and to promoting Ukrainian vocals. We offered video production as well as streaming solutions for their sold-out Notes From Ukraine concert, which marked the centennial celebration of Mykola Leontovych's "Carol of the Bells" as well as its return to Carnegie Hall. The concert featured four highly well-known choirs, including The Shchedryk Children's Choir, and featured Academy Award-winning director, Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The concert, which was co-presented by the Ukrainian Institute and the Ukrainian Contemporary Music Festival has been enjoyed by people across the world and was watched by over 76,000 viewers.

The future is bright DEI priorities in 2023

We're quite satisfied with the achievements made in 2022, we're determined to pushing the needle even further into 2023. What we're focusing on is two main priorities this year:

1. Expanding the diversity of our team with increased involvement
2. Achieving an inclusive and welcoming society for everyone Vimean

Team representation goals

To determine our representation objectives to 2023 and beyond we evaluated the results and responses from the employee survey we send out, "Voice of the Vimean" along with the most current demographic distribution data, as well as other sources like this report by the the EEOCabout representation as well as recent studies on representation in technology like this Statista report as well as this report from Womentech. Based on these data, we've identified three key opportunities as well as 5 goals to improve representation.

*Benchmark data is based on EEOC information that was removed by industry

Cultural inclusion

In order to keep the representation goals to be in mind, we'll start the next phase of our programs in 2023. They will be focused on employee development and making an environment that is welcoming to diverse and extremely-performant talents.

70 percent of the DEI budget will be invested within internal programs, ensuring equity and access for employees who belong to historically underrepresented categories. The remainder of the budget will go to recruiting and development efforts to develop our employees. It could be as:

• Introducing internal programs focused on inclusion in leadership along with guidance on career paths and support
• Advancing our diverse supplier efforts
• We can provide greater transparency through our compensation structure and the levels of compensation for future and actual Vimeans
• Making it easier to access resources and make our work processes more accessible to all. This means having access to resources on accessible language, in-person meeting or interview, and best practices for accessibility

We aim to use DEI concepts to form powerful products and teams. Our lessons are invaluable and we've achieved significant progress toward the objective. We're moving into 2023 with eyes that are sharper and seeking methods to make a greater impact faster. It's possible to do this through creating DEI practices an integral aspect of our everyday. All of us are responsible for this and we look for the opportunity to share our next findings.

Keep scrolling for a comprehensive look at our information about the workforce according to gender, race and ethnicity until 2022.

Love, with love.

The Team

Additional demographic data & categories

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2022 Report Terminology

Self-identification isn't allowed.

Sharing "self identity" details about your demographics aren't mandatory. Therefore certain employees decide not to disclose information regarding their personal demographics to .

 Hispanic also known as Latina/o/x

The word Hispanic was introduced for the first time in the late 1970s within the United States. It was an original method to categorize people who have roots in Spanish-speaking countries in the Americas which comprises Mexico, Central America, South America, and the Caribbean. The Latina/o/x term, which is often employed in conjunction with Hispanic and was first coined in the 1990s as a means to highlight the gender-specific characteristic of the word and to also create a broad definition that could be inclusive of gender beyond the distinction between genders. (Source)

Technical use

In this sense, the word "technical job" can be described as a job that has a relationship with the engineering process or product.

Minorities who are not represented

A minority that is underrepresented has a wide range of meanings. However, generally, it is a group consisting of those belonging to one specific race or ethnicity, gender or other ethnic group which is less prominent in the particular area or when compared to the proportion of them of the overall population. The report focuses on gender-specific demographics can be considered globally. The ethnic and racial demographics which can be found in this report are restricted by U.S. employees.

The goal of this report is to include the following demographics as part of our classification of minorities that are underrepresented. A person who is:

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

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