In 2016, we made a commitment to publicly share Vimeo’s workforce representation each year. Our goal was to increase transparency and accountability of our journey to building an inclusive culture where all of our people — employees, users, and partners — can thrive. Since then, we’ve invested in new programs, policies, events and trainings. We learned a lot from this investment: the biggest lesson being that change doesn’t happen overnight, and we’ve got plenty of work ahead. But it is important work that we commit to doing persistently, and over the long run. The report below provides an update on Vimeo’s Diversity and Inclusion initiatives, data on our workforce representation, and what we are focused on next as we strive to build a team that fully represents our unique and global community.
Our 2018 numbers
2018 was significant for many reasons: in addition to launching a number of products that enable anyone to succeed with video, we scaled our team by over 70%, formally welcomed Livestream to the Vimeo family, and added offices in India, Ukraine and the U.K. That’s a lot of growth, in a short time! And as our workforce has expanded, we also expanded our Diversity & Inclusion programs, from recruiting practices to accountability scorecards to trainings and external partnerships.
So what was the impact from our efforts in 2018? While we saw strides in areas like representation of women within people management, our overall representation numbers unfortunately did not improve as we have scaled. This is disappointing, and only means we need to try harder and adjust our future efforts based on the lessons we’ve learned. With this in mind, for 2019 we evolved our diversity and inclusion framework to focus first and foremost on belonging — on building the right culture and processes that enable all of our people to feel valued and to give everyone equal access to opportunities.
So far this year, we have taken the following actions:
- We evaluated pay equity for our employees, an initiative that positively impacted 15% of our teams in the U.S. and U.K., and we now have tools in place to assess ongoing.
- We expanded our health care benefits for transgender employees.
- We updated our harassment policy to better ensure a safe and supportive workplace at Vimeo.
- We launched ongoing unconscious bias and inclusive feedback training sessions for managers. This year all managers are required to attend inclusion training and for the first time will be evaluated on this dimension this as part of their performance reviews.
- We meaningfully enhanced the benefits and matching offered under our 401(k) plan to enable the financial security of all our employees.
- We’ve deepened connections with each other through team activities like Vimeo’s first company-wide Volunteer Day, investing time with our local community.
- We’ve invested more in our Employee Community Groups, who are regularly hosting company-wide and external events to extend our reach in building an inclusive community around us. We now have 5 self-organized groups focused on accessibility, social responsiblity, and fostering supportive communities for our LGBTQIA, people of color, and women and non-binary Vimeans.
- We also recognize that our employee’s internal sense of belonging is tied to the stories that we support externally on our platform. To reflect the changing nature of user generated content on the internet, we recently updated our Trust & Safety guidelines to prohibit specific categories of content that can cause material, real-world harm.
We have plenty more ahead, and look forward to sharing the impact of these efforts in our 2019 report. Vimeo’s community is embedded in every decision we make, and we want our team to fully represent the diverse perspectives and cultures of that community. We know we have work to do to meaningfully improve our workforce balance and expand their feeling of belonging — and you can trust that we will keep doing that work and be transparent about our results.
Vimeo’s 2018 workforce representation
Overall Representation at Vimeo
Below is our U.S. workforce by gender, race and ethnicity in 2018, as compared to 2017. Different from last year’s report, we are including not-specified representation in our percentages.
Representation in Hiring
Representation in Technical and Non-Technical Roles
Representation Across Career Levels
Representation of People Managers by Gender, Race, and Ethnicity