This is the third year we have published our annual Diversity, Equity and Inclusion report, which takes a look at our global teams’ representation and how we cultivate a culture of inclusion and belonging. When we began gathering this data, we wanted to capture a snapshot of who we are at VICE Media Group. While looking just at numbers can seem stark, they represent thousands of unique stories and as a company we are listening to what this data tells us. This informs how we show up each day, the policies and processes we put in place and the experiences we provide for our teams.

This report is called Keeping Momentum because we want to ensure that we do not lose sight of the importance of why we began this, or how it is the foundation of what will carry VICE Media Group into the future: our people.

We have broken down the report into four sections, representing the pillars around which we have established our Diversity, Equity and Inclusion strategy: People, Culture, Systems and Standards. These set out to inform how we attract, hire, retain and develop our people, nurture a culture of belonging, and ensure our systems and business standards continue to provide equitable and fair outcomes for all employees, as well as inclusivity in our storytelling, content, journalism, products and partnerships.

As for what our report tells us this year? 

For the second year in a row, the majority of our global employees are female (56%), with an increase in the number of new hires coming into VICE Media Group who are women, from 57% to 66%. 

We’ve seen small changes in racial representation in the US, where we can collect a complete set of data, with 41% of our team being BIPOC (Black, Indigenous, and People of Color), compared to 42% in 2020. Amongst our new hires in the US, the majority are BIPOC (53%).

We are also improving how we understand the representation of our workforce outside of the US. In the UK, in our second year collecting voluntary, self-reported ethnicity data, we’ve seen an increase year-over-year to 76% from 70% for those who wish to disclose their ethnic identity. These efforts help us better measure our inclusion efforts, and develop solutions to meet the evolving nuances and multiplicity in how our teams identify.

Below you’ll read about the work we’ve done this year as part of our equity and inclusion efforts, but there is still much to be done. We’ll be keeping momentum for this year, and many more to come.