Progress in diversity by 2022 Equity, Inclusion, and Diversity (DEI)
Equity, diversity and inclusion (DEI) isn't only a checklist exercise.
We strive to incorporate DEI methods into our daily activities as a fundamental principle for developing high-impact teams and products. Why? because we believe that establishing the right environment for our employees. A culture which is honest, open and grounded in the community. will enable each worker to be at their best work and deliver better outcomes for our customers. It will result in greater outcomes for our organization as well as our shareholders as well as our larger community.
We recognize that genuine changes can only be achieved with accountability and openness. When we look back on 2022, I am pleased of the accomplishments we've achieved on key issues, and we recognize that we also are able to make improvements in certain areas.
Team demographics
Below is an overview of our team demographics as of the 31st of December 2022. It also shows our progress year-over-year between 2021 and 2022 for global gender representation and U.S. races and ethnicity representativeness.
The areas of improvement
It is crucial to ensure the broadest range of employees and we're extremely pleased by the progress we've made so far.
Last year, we continued our efforts to create an inclusive pipeline of candidates for new positions, and aiming to have 30% of those who go through our process of interviewing come from underrepresented minority groups.
Additionally, we are aware that change starts at the top. So we made an intentional commitment to improve the proportion of women within Executive Committee.
This has helped us to achieve the outcomes that are listed below. As of December 31, 2022:
- 44 percent of our executive team is comprised of women (4 from 9)*
- Women employed worldwide increased by 4.6 percent between 35.7 per cent in 2021 to 40.3 percent by 2022.
- Globally, women in managerial roles (Manager degree plus) increased by 3 percent from 33.7 percent in 2021 to 36.7% in 2022
- The proportion of U.S. employees who identified as belonging to an underrepresented Minority Group (URM) increased by 3.3% between 18.3 per cent in 2021 to 21.6 percentage in 2022.
Apart from the gains that we have made regarding our team representation and representation in our workplace, we've also launched a variety of initiatives designed to promote an open and fair environment which include:
*At the publication of the report, our executive team consists of seven individuals. We're pleased to announce that 60% of our staff (4 out of 7) have a female identity. We've also appointed an additional Senior Director of DEI, Renee MacLeod, to oversee the DEI plans and strategies.
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 could be a source of information as a point of contact and a place of refuge for the people who are not represented and those with a weaker position. They are essential to establishing and maintaining an equal, broad, and inclusive workforce.
Our ECGs in 2022 brought team members to an afternoon of education, growth and have fun with more than 20 activities and projects that included discussions on entrepreneurship, burnout and mental health; to hosting a career panel featuring NYC students, to attending the class of making cocktails with an African-owned company.
In order to increase our involvement with our community, we partnered together with First Tech Fund an organization based in New York dedicated to helping local high-school students from different backgrounds. The event was held for speed networking on October. Nearly 50 people attended and were represented by the various departmental offices at the school. The students walked away having an exciting new interest in their minds, and confidence taking on a new career path within the technology field.
In addition, ECGs donated nearly 26,000 dollars to organizations that empower and assist the communities of all kinds. We also made donations to a variety of companies 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 aid Ukraine after the Russian invasion of Russia. With the help of our generous employees and our strong matching donation, we were able to raise over $54,000 to nonprofits that assist Ukrainians looking for security as well as relocation help. The money was specifically distributed to Ukrainian-focused campaigns via UNICEF, International Medical Corps, and the US Association for UNHCR (UN Refugee Agency).
In addition, we offered relocation assistance, which includes accommodations and travel assistance for more than 70 people which included our employees and their family members. We organized a volunteer group comprising nearly 20 Vimeans which provided 24/7 all day, seven days a week in-person assistance for family members and employees that require help with their relocation which included assistance for travel logistics, logistical assistance and assistance with requirements for foreign languages and first-hand experience of local regions and more.
We formed a partnership in December together with Razom in Ukraine an organization that is committed to aiding Ukraine and expanding Ukrainian voice. We supplied the video and streaming services to their sold-out Notes From Ukraine concert which celebrated the centennial of Mykola Leontovych's "Carol of the Bells," and also the return of the show at Carnegie Hall. The concert was a showcase for four of the most acclaimed choirs which included Shchedryk Children's Choir. Shchedryk Children's Choir, and the concert was hosted by Academy Award winning director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The performance was held in conjunction with Ukrainian Institute and the Ukrainian Institute and the Ukrainian Contemporary Music Festival were attended by everyone around the globe and was seen by over 76,000 people.
The future looks bright: DEI priorities for 2023
We're proud of our accomplishments to 2022, we're committed to moving the needle further by 2023. The focus of our efforts will be on two major aspects of our work this year:
- We're increasing the variety of our workforce through a greater diversity of our team
- Achieving an inclusive, welcoming culture for every Vimean
Team representation goals
To establish our representation goals for 2023 and beyond, we analyzed feedback and information of the survey we sent to our employees, "Voice of the Vimean" as well as the most current information on our demographic distribution in addition to reports like this one produced by EEOabout representation, EEOabout representation as well as the most recent research on representation in the tech industry including these Statista report and this one by Womentech. Based on our research and analyzed, we've found 3 major possibilities and five brand new goals for representation.
*Benchmark data is based on EEOC data, which is filtered through industry
Culture of inclusion
With these objectives of representation in our minds, we are launching innovative initiatives that focus on developing employees as well as creating a place for all kinds of talented people.
70 percent of the DEI budget is earmarked for internal programs to ensure access and equality for our people from historically underrepresented groups. The rest of our budget will be used into future development and recruitment strategies for our employees. It could be as:
- Incorporating internal programs that focus on inclusion in management, career path guidance as well as support
- Advancing our diverse supplier efforts
- We are able to provide more transparency in our compensation and leveling structure to both future and present Vimeans
- Making it easier to access resources in order to make the working process more welcoming. This means that we can access tools that support the use of inclusive languages, such as interviews or meetings, and the best practices for accessibility
Our objective is to leverage DEI strategies to build high-impact products and teams. We've learned a lot and are making progress toward reaching our goal. The year 2023 is here with more understanding and more focused on how we can achieve greater impact, faster. You can do this through making DEI practice a element of our routine. It's our responsibility to do this and are excited to share our experiences soon.
Continue reading for more complete look at the data on our workforce in terms of race, gender, and ethnicity up to 2022.
Love, with love.
The Team
Additional demographic data & categories definitions
2022 Report Terminology
HTML0's Self-identification is not permitted.
Giving "self ID" details about your demographics aren't required. In the end, some employees have decided to not share information regarding their personal demographics to .
Hispanic is also referred to as Latina/o/x
The term Hispanic was coined during the late 1970s within the United States. It was an ingenuous way of classifying people who have heritage from Spanish-speaking countries of the Americas which includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x word that is often utilized to refer to Hispanic was first coined in the early 1990s, in order to highlight the gendered aspect of the term and to have enough scope to include gender outside the gender binary. (Source)
Technical role
The term "technical" is in this sense. It is defined as a set of tasks that relate to product and engineering.
HTML0 Minorities that are underrepresented
The term "underrepresented minority" has a variety of meanings. However, typically, it refers to those who are members of an ethnic, race gender, ethnic group which is insignificant within the specific location or the proportion of them of the population as a whole. The demographics of gender that are that are included in the report span the globe. The demographics of ethnicity and race that are included in the report are restricted to U.S. employees.
To make this study, we've included the following demographics in order to determine our definition of minority groups as underrepresented. A person who is:
- African American / Black
- Hispanic Latina
- Native American / Alaskan Native
- Native Hawaiian / Other Pacific Islander
- More than two races
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