The progress we have made in 2022 on diversity Equity, Inclusion, and Diversity (DEI)

In the end , diversity equality, equity and inclusion (DEI) isn't simply a box-checking practice.

We seek to embed DEI principles into our business activities as fundamental principles to building high-impact teams and products. Why? because we believe in creating the right environment clear, honest, and founded in community will enable each employee to do their best and produce higher quality outcomes for our customers. That in turn leads to greater outcomes for our organization the shareholders we hold, as well as our wider community.

We are aware that real progress is only made through transparency and accountability. When we look back on 2022 and 2022, we're happy with the gains we've made on key issues but we acknowledge that there are still areas to improve.

Team demographics

Below is a summary of our team's demographics on December 31, 2022, which shows our progress year-over-year in the years between calendar years 2021 to 2022 regarding the global representation of gender and U.S. races and ethnicity participation.

Areas of progress

Representation is essential to having an inclusive workforce. we're extremely proud of the progress that we've made so far.

Last year, we continued our focus on creating an inclusive pipeline of candidates for all new roles, in the hopes that at least 30 percent of applicants who participate in our interview process come from minorities that are not represented in our hiring process.

We also know that change begins at the top, so we made an intentional decision to boost the representation of women in our executive staff.

We are convinced that these actions assisted us reach the results we have achieved. On December 31, 2022:

• 44% of our executive team are women (4 out of 9)*
• The percentage of female employees worldwide increased by 4.6 percent from 35.7% in 2021 to 40.3 percent in 2022.
• The proportion of women working who hold managerial positions globally (Manager or higher) increased by 3 percentage points from 33.7 percentage in 2021, to 36.7% in 2022
• The percentage of U.S. employees who identified as an Underrepresented Minority Group (URM) has increased by 3.3 percent from 18.3 percentage in 2021 to 21.6% in 2022

Alongside the improvements made in our team representation, we also launched several initiatives to promote a more inclusive and equitable environment, which includes:

*At the time of publishing the report Our executive team is comprised of 7 individuals and we're pleased to report that 60 percent of our executives (4 from 7) have a female identity. Additionally, we have recruited a new senior director at DEI, Renee MacLeod, to oversee the DEI strategies and programs.

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 serves as a source and point of connectivity and community for underrepresented employees along with their colleagues These groups play an important part of building and maintaining an equitable, broad, and inclusive workforce.

In 2022, our ECGs brought team members together to learn, grow and have fun by hosting more than 20 activities and projects that ranged from discussion on entrepreneurship, burnout and mental health, to hosting a panel discussion on career development with NYC students to taking the class of making cocktails with an African-owned company.

To further strengthen our engagement with the community We teamed up to strengthen our community engagement, we partnered First Tech Fund an NYC-based non-profit committed to helping the local high school students of different backgrounds. We hosted an event for speed networking during October. More than 50 volunteers took part in the event, representing each department and students walked away with a renewed sense of curiosity, confidence and excitement around the possibility of pursuing a career in tech.

Furthermore the ECGs together donated more than $26,000 to organizations that empower and support the diverse communities. We also donated to many minority- and woman-owned companies:

•   The Cycle of Survival
•   Daymaker
•   First Tech Fund
• Hella Cocktail Co.
•   Major's Project Pop
•   NewFest
•   ReelAbilities Film Festival
•   Let's Send Chinatown Love
•   The Possibility Project

Highlights of the report: Helping Ukraine

Our employees gathered together to aid Ukraine following the invasion from Russia. Thanks to the kindness of our team members and our company donation match, we raised over $54,000 for nonprofits aiding Ukrainians who are seeking protection as well as relocation assistance. These funds were distributed specifically to Ukrainian-focused campaigns through UNICEF, International Medical Corps, and the US Association for UNHCR (UN Refugee Agency).

We also provided help with relocation, such as accommodations and transportation to more than 70 persons, which included our employees as well as their family members. We organized a volunteer group of nearly 20 Vimeans that provided 24 hours a day in-person support for the employees and their families who are in need of relocation assistance which included assistance in the logistics of travel, arrangements, foreign language needs as well as first-hand knowledge of local communities as well as other needs.

The month of December was when we formed a partnership together with Razom to Ukraine an organization committed to supporting Ukraine and making Ukrainian voices. We offered video production and streaming for their sold-out Notes From Ukraine concert that marked the 100th anniversary of Mykola Leontovych's "Carol of the Bells," and its return at Carnegie Hall. The event featured four distinguished choirs that included Shchedryk Children's Choir. Shchedryk Children's Choir, and was hosted by Academy-Award-winning director Martin Scorsese, and Ukrainian-American actor, Vera Farmiga. The concert, co-presented with the Ukrainian Institute and the Ukrainian Contemporary Music Festival took place across the globe and has been watched by more than 76,000 people.

Future-looking: DEI priorities in 2023

Although we're extremely proud of our progress in 2022, we're committed to moving the needle further by 2023. Our focus is on two major areas of focus this year:

1. Diversifying our team through increased representation
2. Creating an inclusive culture for every Vimean

 Team representation goals

To identify our representation goals to 2023 and beyond we reviewed the feedback and information from our employee survey, "Voice of the Vimean" and our most recent information on our demographic distribution; and reports like this one by the EEOregarding representation as well as the latest research on representation in the tech industry including these Statista report and this report by 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 data, which is filtered through industry

 Inclusionary culture

In keeping these goals of representation with us, we'll launch new programs in 2023 focused on employee development and making an environment for diverse and talented individuals.

70% of our DEI budget will be put in internal programs and driving equity and access for employees who belong to historically marginalized categories. The remaining 30% will be devoted to future recruiting and development efforts for our workforce. Tangibly this will look like:

• The introduction of internal programs focusing on inclusion in leadership as well as career path guidance as well as assistance
• Advancing our diverse supplier efforts
• Creating greater transparency with our leveling and compensation structure for current and prospective Vimeans
• Accessing resources more readily to make our work processes more inclusive. This includes access to tools on interviewing, inclusive language or meetings, and accessibility best practice

Our goal is to use DEI principles to build high-impact teams and products. We've learned some great lessons and have made significant progress towards this goal, and now we're entering 2023 with more clarity and focus on how to create a bigger impact faster. This can be done with a manner that makes DEI practice a aspect of our everyday. Everyone is in charge of this, and we're looking forward to sharing our future results.

Keep scrolling for a more detailed view of our workforce figures by race, gender, and ethnicity in 2022.

With loveo,

The Team

More demographics and categories definitions

2022 Report Terminology

 Refused to identify self

Giving "self ID" details about your demographics isn't mandatory. Therefore, some employees are choosing not to share their demographic information with .

 Hispanic also known as Latina/o/x

The term Hispanic was introduced during the 1970s in the United States. It was a novel method of categorizing people with heritage from Spanish-speaking countries of the Americas which includes Mexico, Central America, South America, and the Caribbean. The term Latina/o/x often is used interchangeably with Hispanic has emerged in the early 1990s as means to highlight the gendered nature of this phrase and also to make it broad enough to encompass gender beyond the gender binary. (Source)

 Technical role

In this sense, the term "technical role" can be defined as roles that align with engineering or product.

 Unrepresented minorities

Underrepresented minority has a range of definitions, but in most cases refers to an individual or group of individuals that belong to a particular race, ethnicity gender, particular identity that is smaller in that particular field or situation compared with their proportion in the general population. The gender demographics included in this report are international. The demographics of ethnicity and race that are included in this report are only applicable only to U.S. employees.

For the purpose of this report, we have included the following demographics as a part of our Underrepresented Minority categorization. Someone who:

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