Progression in diversity until 2022. In 2022, equality will be achieved. Equality in 2022. Equality and Inclusion (DEI)

Equality, diversity, and inclusion (DEI) isn't just an exercise of checking boxes.

We are looking to integrate DEI principles into our business operations as an essential guiding concept to build products that have a high impact and teams. Why? because we believe in establishing an environment that is conducive to our employees. An environment that is trustworthy in its approach, as well as welcoming and grounded in the community. allows each employee to be at their highest potential and provide superior results to our customers. It will lead to better results for both our company and the shareholders we have as well as the larger community.

We're aware that major improvements can only be made by ensuring accountability and openness. When we're planning for the coming year's calendar We're happy with the progress we've made in these crucial aspects. We also recognize the need to improve certain elements that need improvement.

Team demographics

This is a short overview of our demographics for our team at the time of the 31st of December 2022. The graph shows the annual growth rate from 2021 to 2022 with regard to gender equality across the world as well as U.S. race and ethnicity.

The areas that require improvement

The importance of representation is to have an all-inclusive workforce. We're pleased with the improvements that we've made so far.

In the last few years, we've been focusing on our efforts to create an open and diverse applicant pool for new positions we've established the goal of making sure that at least 30% of applicants who are selected for the interview process are from underrepresented minorities.

We also believe that the process of change begins at the top, that's why we made an intention to increase the percentage of women in the management of our company.

This has helped us achieve the objectives described below. The deadline for December 31st, 2022 is

• 44 percent of our staff identify as female (4 out of nine)*
• The percentage of women working all over the world has increased by 4.6 percent from 35.7 percent by 2021. It will be 40.3 percent in 2022.
• The percentage of women working in leadership positions across the world (Manager or more) 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 being part of the underrepresented Minority Group (URM) has increased by 3.3% from 18.3 percent in 2021, to 21.6 percent by 2022.

As well as the strides we've achieved in ensuring the diversity of our team We also launched a number of initiatives aimed at developing an inclusive and fair culture. These consist of:

At the time of releasing the report, our executive staff comprises seven members. We're pleased to share the information that 60% of our staff (4 out of 7) identify as female. Additionally, we've enlisted an experienced manager in the senior management of DEI, Renee MacLeod, who's responsible for DEI policies and programs.

These are members of 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 is a place to make contact. It functions as a contact point in addition to a location for people to meet who are not in the same class as their peers ECGs are vital in establishing and maintaining an equitable broad and inclusive workforce.

The 2022 ECGs allowed our staff members to gain knowledge as they grew and celebrated by participating in more than 20 events and initiatives that included discussion on the effects of burnout, entrepreneurship, and mental health, to presenting a panel on careers which comprised NYC students. We also took part in an evening class on creating cocktails at the African-owned business.

To strengthen our relationship to our local community, we formed a partnership in partnership with First Tech Fund which is a charity organization that has the headquarters of NYC which focuses on assisting students in local high schools who come from diverse backgrounds. The night was a period of speed networking during the month of October. Nearly 50 individuals attended the event that comprised all departments of the college. Participants were left with an increase in optimism, enthusiasm and enthusiasm for starting a career in the area of technology.

Furthermore we, at ECGs have given greater than 26, 000 dollars to non-profit organisations which empower and assist in diversifying communities. We also donated to numerous businesses run by women or minorities

•       Cycle to achieve the objective 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

Employees from our organization joined forces to help Ukraine after the Russian attack on Russia. Through the kindness of the employees, and the company's matching contributions We raised nearly $54,000 for non-profit organizations that help Ukrainians in need of protection and assistance with relocation. This money was utilized to support Ukraine-specific initiatives with UNICEF, International Medical Corps, and The US Association for UNHCR (UN Refugee Agency).

Additionally, we provided help with relocation, including transport and lodging for about 70 people who were employees and their family members. We formed a group volunteers made up of more than 20 Vimeans who provided 24-hour all day in the field for employees and family members that require help with their relocation and assistance with planning travel plans, and having to master foreign languages along with having a direct knowledge of the region as well as the area around.

In December, we worked in conjunction with Razom from Ukraine an organization that is dedicated to aiding Ukraine and creating Ukrainian voice. We supplied video production as well as streaming for their sell-out Notes from Ukraine performance that celebrated the 100th anniversary of Mykola Leontovych's "Carol of the Bells" and its return in Carnegie Hall. This concert provided an opportunity to present four choirs of the highest quality which included The Shchedryk Children's Choir, and it was performed by Oscar-winning director Martin Scorsese, and Ukrainian-American actor Vera Farmiga. The concert was produced for the Ukrainian Institute and the Festival. Ukrainian Institute and the Ukrainian Contemporary Music Festival is watched by people from around the world and received over 76,000 viewers.

Future-oriented: DEI Priorities in 2023

We're satisfied with the improvements made in the last two years that were made between 2022 until now, and we're committed to move up the scale by 2023. Our attention is focused on two main aspects of our work this year:

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

Team representation goals

In order to establish our objectives for representation until 2023 and beyond, we reviewed the findings and comments from our employee survey "Voice of Vimean" as well as our most recent demographic and distribution of population demographics and other sources like this report published by the EEO(*) about representation, and current research regarding representation within the tech industry including this Statista report along with this report from Womentech. Based on our analysis and study, we've found three key opportunities and five areas of focus in the field of representation.

*Benchmark data is generated from EEOC data. It is processed in the procedure of the

 A society that values inclusion

To achieve the goal of representation we'll keep them kept in our minds, and we'll create new programs that focus on education of employees as well in building a work environment that's accommodating to talented and diverse individuals.

70 percent from the DEI budget will be used to fund initiatives inside the DEI that will help to ensure equality and accessibility for the employees working with us from groups that are historically underrepresented. The rest of our budget will go to programs for development and recruiting that we offer to our employees. This could include:

• Incorporating internal programs that focus on inclusion in leadership, guidance for career advancement and support
• Advancing our diverse supplier efforts
• We are aiming to increase transparency through the disclosure of our system of compensation as well as how much we will pay for the foreseeable future as well as current Vimeans
• Accessing sources faster could make our processes more inclusive. This includes having access to tools that support the inclusion of language-based interviews as well as meetings and also access the most effective ways to do so.

We are determined to implement DEI principles to build powerful teams and products. The lessons we've learned have been valuable and have helped us achieve our goal. By 2023, we'll be able to possess more knowledge as well as a keen sense of how to achieve greater impact more quickly. It's possible to do this through making DEI practices an integral element of the daily routine. 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 study of our figures on the gender of workers or the race of workers up to 2022.

You are my love,

The Team

Additional definitions for categories and demographics

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2022 Report Terminology

HTML1HTML1 Refused to identify self

It is not necessary to give "self identity" particulars regarding your personality does not have to be a requirement. At the end of the day, a small percentage of employees choose not to reveal information about their particular features they have in common with .

Hispanic as well Latina/o/x

The term Hispanic was first introduced in the late 1970s in the United States. It was a new way to identify people who had origins from Spain-speaking countries of the Americas that includes Mexico, Central America, South America, and the Caribbean. The Latina/o/x phrase, which is frequently used as a synonym for Hispanic was first coined in the 1990s to emphasise the gender-specific aspect of the term, and to create an expansive definition that is inclusive of all genders, irrespective of gender. (Source)

Technical goal

The function of technology in this respect can be defined as something that has to do with manufacturing or engineering.

Minorities not represented

The phrase "underrepresented minority" is defined by a wide range of definitions. It is usually referred individuals belonging to an ethnic, race, or gender-based group who are underrepresented within a specific location or in a particular situation as compared to the proportion of people in that area. This report focuses on gender-related statistics for women that are worldwide. The demographics related to race and ethnicity that are included in the report can be used for U.S. employees.

This report's aim is to incorporate these features in our minority underrepresented categorization. The person is:

• African American / Black
• Hispanic Latina
• Native American / Alaskan Native
• Native Hawaiian / Other Pacific Islander
• Two races or more

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