At Vimeo, we strive for impact in everything we do. We believe that a critical way to maximize our impact is to embed Diversity, Equity & Inclusion (DEI) into our DNA. We’ve made this a priority not only because it’s the right thing to do, but also because we believe that having diverse backgrounds, experiences, and identities on our team enhances our ability to meet the needs of our 175 million creators and businesses across the globe. We’re not where we want to be yet. But this year, we’re excited to share some of the steps we’re taking in terms of diversifying representation in our workforce, especially at our senior levels. Read on for a transparent look at our 2020 employee demographics, and to see how we’re working to make Vimeo more equitable and inclusive across our teams and at all levels.

What we’ve done so far

Since our last DEI Update, we learned that to truly make DEI a priority we needed to 1) increase our commitments and accountability to making substantive change, and 2) embed our DEI programs into our daily operations and processes, so that they are sustainable and scale.

In the last 12 months we’ve…

  • Hired an experienced Head of DEI to lead and implement our diversity strategy. 
  • Ran both an internal and external compensation equity review for our employees. 
  • Enacted internal guidelines to create inclusion and protect our community, including for Gender Identity, Gender Transitions, and Hate Speech
  • Provided workshops to help employees recognize and mitigate bias, lead during crises, practice self-care, explore their diverse identities, engage in allyship, and leverage their influence at work and in society. 
  • Developed structured guidelines for our Employee Community Groups (ECGs) to bolster their impact on Vimeo’s culture and business decisions.
    • We’re now offering management development for ECG chairs to ensure they are building leadership skill sets.
    • Vimeo has also allocated an annual budget to each official ECG so they can hold workshops, screenings, events, and initiatives.
    • In 2020 so far, these groups have addressed topics such as imposter syndrome, accessibility, gender identity, mental health, disabilities, LGBTQIA+ rights, and taking direct action to help others.
  • Most recently, we made a public Commitment to Racial Justice by promising to amplify Black voices, continue efforts to bring diversity to all teams and levels of our workforce, and back up these commitments financially.
      • Continuing efforts to diversify our teams
          • In order to ensure diverse voices are heard, we created formal procedures for our ECGs to liaise with and provide feedback to our People, Marketing, Sales, and Product teams. 
          • Created a Juneteenth action resource guide that we shared internally and publicly, and designated June 19th (Juneteenth) as an official paid company holiday. 
      • Made financial and in-kind donations to the Movement for Black Lives and other Racial Justice non-profits.
      • Amplified Black voices: 

What we’re doing next

To help us achieve maximum impact in our DEI efforts, we are rolling out a new structure: The CommUnity Initiative (Unity). Our blueprint for creating lasting culture change at Vimeo, Unity focuses on five distinct DEI-related initiatives where we believe we can have significant impact, ECGs, Cultural Education, Bias Mitigation, Skill Development, and Allyship. To ensure we are as impactful in these efforts as possible, we’ve committed to using data and research, setting goals, providing resources, establishing processes, and assigning accountability.  ECGs: Our ECGs are an integral part of our DEI efforts, consult with our business operations teams to guide us to more inclusive decision-making, and are key advisors to our Community Initiative’s programming. Cultural Education: Awareness is the first step toward lasting culture change, and we will invest in bringing in academics, journalists, activists, and other experts to help us expand our spheres of empathy and understanding. Bias Mitigation: We believe strongly that our cognitive bias workshops should focus on specific strategies for mitigating bias, not just awareness, and we will take direct action to empower our people to combat the effects of bias in our teams. We’ll also implement bias interruption techniques in our operations to ensure that our formal policies and procedures are as fair and inclusive as possible. Skill Development: We’re going to empower our employees who come from underrepresented groups, including people who identify as women, BIPOC, and LGBTQIA+, by providing them with targeted Leadership, Management, and Skill Development workshops. Allyship: We will activate, educate, and empower our allies to use their privilege in strategic and effective ways by helping them learn how to speak up when they see injustice, build relationships across differences, and advocate for and sponsor people from underrepresented groups. In addition, we’re currently in the process of updating our hiring, feedback, performance, and advancement policies to reflect best practices, such as competency-based behavioral interviews, annual pay equity studies, and standardized leveling matrixes across departments. We’ve already implemented many of these changes and are committed to doing what it takes to mitigate bias from all our business and people decisions, with the end goal of ensuring an equitable and inclusive workplace for all Vimeans.

Where we’re at

We believe that sharing our aggregate employee demographics is an essential part of our commitment to DEI. Below is our U.S. workforce data by gender, race, and ethnicity in 2019, as compared to 2018. Each one of us has a role to play in building a more equitable, inclusive and diverse Vimeo, and we are committed as a community to bringing this vision to life. We look forward to keeping you updated on our journey.

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In-house art by Annette Wong