MARCH 2024

Annual Report

TO CONGRESS

Office of Minority 

and Women Inclusion

U.S. Securities and 

Exchange Commission
Disclaimer

This is a report of the staff of the U.S. Securities and Exchange Commission. The Commission 

has expressed no view regarding the analysis, findings, or conclusions contained herein.
Message from the Chair

O

n behalf of the U.S. Securities and Exchange Commission (SEC), 

I am pleased to present the Office of Minority and Women 

Inclusion’s (OMWI) Annual Report to Congress.

At the SEC, we work every day to protect investors and facilitate 

capital formation across the spectrum of communities that make 

America strong, including underserved communities. With respect to 

the middle part of our mission—to maintain fair, orderly, and efficient 

markets—fairness literally is embedded in our mission. 

The most important asset at the SEC is our remarkable staff. In recent 

years, we have made important gains to help ensure that the agency 

is a place where everyone on the staff can bring their whole selves to 

work, make their mark in public service, and rise in the profession, 

including into senior leadership. 

This year, the SEC launched its Diversity, Equity, Inclusion and 

Accessibility Strategic Plan for fiscal years 2023-2026. OMWI 

continues to lead our efforts to develop an inclusive and equitable 

workplace that reflects the diversity of the public we serve, uses 

minority- and women-owned businesses in our business operations, 

and engages our regulated entities. 

Thank you for taking the time to read about our important work in 

this area. I look forward to continuing to partner with OMWI in the 

coming year.

Sincerely,

GARY GENSLER

Chair

U.S. Securities and Exchange Commission

CHAIR GENSLER

Contents

List of Acronyms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v

Executive Summary. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Organizational Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

U.S. Securities and Exchange Commission. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

The Office of Minority and Women Inclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Diversity, Equity, Inclusion, and Accessibility Strategic Plan 

Fiscal Years 2023-2026. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Development. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Embedding Diversity, Equity, Inclusion, and Accessibility at the SEC. . . . . . . . . . . . 5

Pillars, Goals, and Priorities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

People: Building Our Future Through Our People. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Data-Driven Approach. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Applicant Data. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

New Hires and Promotions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Workforce in Mission-Critical Occupations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

Senior Officers. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Outreach. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Outreach and Recruitment Events. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Recruitment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Collaborative Partnerships. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

Consultations with SEC Divisions/Offices. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Culture: Fostering a Culture of Inclusivity and Connectedness. . . . . . . . . . . . . . . . . . 18

Inclusion as a Shared Responsibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

DEIA Assessment Program. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Division and Office Action Planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

Employee Engagement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

Professional Development. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Mentorship. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Leadership Development. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22

Training. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Mission: Leveraging DEIA for Mission Effectiveness. . . . . . . . . . . . . . . . . . . . . . . . . . . 24

Supplier Diversity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

Matchmaking and Outreach. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Performance Metrics. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Contractor Workforce Inclusion: Good Faith Effort Reviews. . . . . . . . . . . . . . . 29

Embedding Diversity in the SEC’s Mission. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Mission-Related Diversity Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Promoting the Importance of DEIA in the Financial Services Industry. . . . . . 29

Promoting DEIA with the SEC’s Regulated Entities. . . . . . . . . . . . . . . . . . . . . . . 30

Appendix A: Workforce Demographics. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

Appendix B: Outreach and Recruitment Events. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

Appendix C: Strategic Diversity Job Boards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

Appendix D: FY 2023 OMWI Engagement Organizations. . . . . . . . . . . . . . . . . . . . . 45

Appendix E: FY 2023 Programs for Special Observances and Other 

Events Celebrating Affinity Groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

Appendix F: Supplier Diversity Conferences and Outreach Events. . . . . . . . . . . . . . 51
FY 2023 ANNUAL REPORT TO CONGRESS | v

List of Acronyms

AAC African American Council

AANHPI Asian American, Native Hawaiian and Pacific Islander

AAPIC Asian American and Pacific Islander Committee

CAHC Caribbean American Heritage Committee

CLF Civilian Labor Force

COVID-19 Coronavirus Disease 2019

DAR Diversity Assessment Report

DEIA Diversity, Equity, Inclusion, and Accessibility

DIAC Disability Interests Advisory Committee

EAG Employee Affinity Group

EO Executive Order

FAR Federal Acquisition Regulation

FHFA Federal Housing Finance Agency

FPPS Federal Personnel and Payroll System

FY Fiscal Year

GFE Good Faith Effort 

HALO Hispanic and Latino Opportunity, Leadership, and Advocacy Committee

HBCU Historically Black Colleges and Universities

HSI Hispanic Serving Institution

LGBT Lesbian, Gay, Bisexual and Transgender

LGBTQ Lesbian, Gay, Bisexual, Transgender, and Queer (or Questioning)

MWOB Minority-Owned and Women-Owned Business

NAICS North American Industry Classification System

OA Office of Acquisitions

OHR Office of Human Resources

OIEA Office of Investor Education and Advocacy

OIT Office of Information Technology

OMWI Office of Minority and Women Inclusion

OPM Office of Personnel Management

PCAOB Public Company Accounting Oversight Board

SEC U.S. Securities and Exchange Commission

SECU SEC University

VOD Vendor Outreach Day
Guided by the SEC’s new 2023-2026 

Diversity Equity Inclusion and 

Accessibility Strategic Plan, OMWI 

focused on activities highlighting 

DEIA across the agency’s people, culture, 

and mission, as integral to successfully 

meeting the SEC’s three-part mission 

of protecting investors, maintaining 

fair, orderly, and efficient markets, and 

facilitating capital formation.
FY 2023 ANNUAL REPORT TO CONGRESS | 1

Executive Summary

T

he U.S. Securities and Exchange Commission’s (SEC) Office of Minority and Women Inclusion 

(OMWI) is pleased to share its Annual Report to Congress which provides highlights of OMWI’s 

work and the SEC’s progress in meeting its diversity, equity, inclusion, and accessibility (DEIA) 

goals in fiscal year 2023. Guided by the SEC’s new 2023-2026 Diversity Equity Inclusion and 

Accessibility Strategic Plan, OMWI focused on activities highlighting DEIA across the agency’s people, 

culture, and mission, as integral to successfully meeting the SEC’s three-part mission of protecting 

investors; maintaining fair, orderly, and efficient markets; and facilitating capital formation.

To build the SEC’s future through its people, OMWI continued to advance the SEC as an employer 

of choice and foster DEIA in the SEC’s workforce through over 60 targeted outreach and recruitment 

events and 235 job postings. These outreach events and job postings represent concerted and focused 

efforts to enhance relationships, reach, and a diverse applicant pool for the SEC’s future workforce. 

OMWI also created tools to support the SEC during its hiring efforts, including two trainings on 

mitigating bias and promoting DEIA in the hiring process.

Fostering a culture of inclusivity, connectedness, and belonging can impact retention, promotion, and 

the success of the SEC’s mission, OMWI continued to support activities, trainings, and programs 

promoting employee development, engagement, and inclusion. In addition to presenting 60 celebratory 

programs, OMWI completed a DEIA Assessment Program pilot. Seven of the SEC’s organizations 

piloted this program which involved establishing teams to engage in exploratory reflection of each 

organization’s unique needs and then creating a plan of action to continue successful practices and 

make modifications where needed. OMWI also offered our divisions and offices opportunities for 

individualized comprehensive consultations on DEIA-related matters and completed 10 of these 

touchpoints this year. Partnering with our divisions and offices to champion DEIA efforts in their 

own unique spaces optimizes our reach and efforts, and therefore enhances the success of our mission 

within the SEC.

Outside the SEC, OMWI continues to further the SEC’s mission through interactions with the financial 

services industry, including connecting with underrepresented groups through outreach events and 

participation in the SEC’s Advisory Committees and Task Forces; engaging with diverse suppliers at 

over 45 Vendor Outreach Days sessions; and encouraging the SEC’s regulated entities to engage in selfassessments of their diversity policies and practices.

We look forward to continued integration of DEIA into our workforce, business, and mission 

activities, as well as furthering DEIA as a shared responsibility.
2 | OFFICE OF MINORITY AND WOMEN INCLUSION

Introduction

T

he U.S. Securities and Exchange Commission (SEC, Commission, or agency) Office of Minority and 

Women Inclusion (OMWI) is pleased to submit its Annual Report to Congress for Fiscal Year (FY) 

2023 pursuant to Section 342 of the Dodd-Frank Wall Street Reform and Consumer Protection Act 

of 2010 (the Dodd-Frank Act). This Report highlights the progress the SEC has made toward achieving 

the goals and objectives of the Dodd-Frank Act and the SEC’s Diversity, Equity, Inclusion, and 

Accessibility Strategic Plan for Fiscal Years 2023-2026 (DEIA Strategic Plan), both of which collectively 

guide the SEC’s ongoing efforts to promote diversity, equity, inclusion, and accessibility. OMWI focuses 

its efforts in the areas of workforce diversity and workplace inclusion, supplier diversity and contractor 

workforce inclusion, and leveraging diversity and inclusion for mission effectiveness. As such, this 

Report is organized to highlight these areas specifically.

This report covers the period from October 1, 2022, to September 30, 2023, unless otherwise noted. 
FY 2023 ANNUAL REPORT TO CONGRESS | 3

Organizational Overview

U.S. Securities and Exchange Commission

T

he SEC is a bipartisan Commission consisting of up to five Commissioners appointed by the 

President and confirmed by the Senate. The President designates one Commissioner to serve as 

Chair of the Commission. Gary Gensler was the Chair of the Commission for FY 2023. The 

SEC’s mission is to protect investors; maintain fair, orderly, and efficient markets; and facilitate capital 

formation. Accordingly, as outlined in the DEIA Strategic Plan, the goals are to focus on the long-term 

interests of our investors; recognize significant developments and trends in our evolving capital markets 

and adjust our efforts to ensure we are effectively allocating our resources; and elevate the SEC’s 

performance by enhancing our analytical capabilities and human capital development.

The SEC oversees the nation’s securities markets and certain market participants, including brokerdealers, investment companies, investment advisers, clearing agencies, transfer agents, credit rating 

agencies, and securities exchanges, as well as organizations such as the Financial Industry Regulatory 

Authority, Municipal Securities Rulemaking Board, and the Public Company Accounting Oversight 

Board (PCAOB). The SEC’s functional responsibilities are carried out through six divisions and 24 

offices, each of which is headquartered in Washington, DC. The SEC also has 11 regional offices located 

throughout the country.

The Office of Minority and Women Inclusion

In accordance with Section 342 of the Dodd-Frank Act, the SEC established OMWI in July 2011 and 

assigned the office responsibility for all matters related to diversity in its management, employment, and 

business activities. OMWI works in close collaboration with all SEC divisions and offices to implement 

the SEC’s DEIA Strategic Plan.1

The Director of OMWI is a Senior Officer who reports directly to the Chair. In FY 2023, Pamela 

Gibbs held this role.2 As of the time of the submission of this Report, OMWI consists of 12 additional 

permanent positions, including a Deputy Director.
4 | OFFICE OF MINORITY AND WOMEN INCLUSION

Diversity, Equity, Inclusion, and 

Accessibility Strategic Plan Fiscal 

Years 2023-2026

O

MWI led the development of the new DEIA Strategic Plan, which incorporates a focus on equity 

and accessibility in addition to diversity and inclusion.

Development

OMWI consulted multiple resources, starting with Executive Order (EO) 14035 - Diversity, Equity, 

Inclusion, and Accessibility in the Federal Workforce. The DEIA Strategic Plan incorporated the spirit 

of EO 14035, particularly with its focus on Equity and Accessibility. OMWI also researched and 

benchmarked other Federal government agency plans for additional guidance, and reviewed the Office 

of Personnel Management’s (OPM) government-wide DEIA Strategic Plan.

Internally, OMWI gathered feedback from SEC stakeholders. OMWI met with Division, Office, and 

Regional Office Directors to discuss the SEC’s strengths and opportunities for improvement in the 

DEIA space. OMWI relied on stakeholder feedback to identify DEIA priorities over the next four years. 

Lastly, OMWI held open office hours and gathered input from staff across the Commission, including 

from many of the Employee Affinity Group (EAG) leaders.

STRATEGIC PLAN DEVELOPMENT

• Executive Order 14035

• Other agencies DEIA Strategic Plans

• OPM Governmentwide DEIA Strategic Plan

• OEEO/OHR/OCOO

• Chair & Commissioners

• Division, Office, & Regional Directors

• NTEU

• OMWI Office Hours

• SharePoint Feedback Form
FY 2023 ANNUAL REPORT TO CONGRESS | 5

Embedding Diversity, Equity, Inclusion, and Accessibility at the SEC

In underscoring the interconnection between achieving the SEC’s mission and the importance of DEIA, 

the DEIA Strategic Plan aligns with the SEC’s Strategic Plan’s Goal of “Support[ing] a skilled workforce 

that is diverse, equitable, and inclusive and is fully equipped to advance agency objectives.” 

Pillars, Goals, and Priorities

The DEIA Strategic Plan is structured around the three pillars of People, Culture, and Mission. Each 

pillar includes an associated “Goal” supported by “Priorities” with specified associated actions across 

the elements of Diversity, Equity, Inclusion, and Accessibility.

EMBEDDING DEIA AT THE SEC

SEC Strategic Plan – Goal 3

DEIA Mission, Vision, and Guiding Principles

Agency-wide DEIA Strategic Goals

Action Planning

DEIA PILLARS AND GOALS

Optimizing DEIA at the SEC

Agency Priorities DEIA Strategic Plan Action Planning

DEIA Mission and Vision

Guiding Principles

PEOPLE CULTURE MISSION

Goal 3: 

Leverage DEIA 

for Mission 

Effectiveness

Goal 2: 

Foster a Culture 

of Inclusivity, 

Connectedness, 

and Belonging

Goal 1:

Build our 

Future Through 

Our People
6 | OFFICE OF MINORITY AND WOMEN INCLUSION

People: Building Our Future 

Through Our People

T

he SEC is committed to leveraging a diverse workforce with the necessary skills to fulfill 

our mission. We recognize that we have an opportunity to support DEIA initiatives with the 

appropriate resources, recruit staff with the right mix of skills and expertise to contribute to 

the agency’s mission, identify and mitigate barriers to equitable career advancement and outcomes, 

and continue to innovate and include technology and processes that provide accessibility to career 

opportunities.

Data-Driven Approach

A key driver of the SEC’s workforce diversity and workplace inclusion efforts is information 

learned from collecting, analyzing, and reporting data. The SEC takes a data-driven approach to 

advancing policies that promote workforce diversity and workplace inclusion.

The SEC maintains an interactive dashboard 

(Diversity Dashboard) to increase transparency, 

provide access to current workforce data at the 

SEC, and show the progress and challenges of 

building and sustaining a diverse workforce at the 

SEC. The Diversity Dashboard provides on-demand 

analytics for each of the SEC’s divisions and 

offices by gender, race, ethnicity, occupations, and 

generations. OMWI regularly monitors the Diversity 

Dashboard and conducts data analytics to enhance 

its work with senior management as they continue 

to develop strategies to enhance the participation of 

minorities and women in mission-critical occupations.
FY 2023 ANNUAL REPORT TO CONGRESS | 7

APPLICANT DATA

Though not a precise measure of the impact of the SEC’s outreach and recruitment efforts, an analysis 

of applicant demographic data provides OMWI with some measure of the effectiveness of diversity 

outreach and recruitment initiatives and insight for future areas of strategic outreach.

APPLICANT DATA HIGHLIGHTS

OMWI reviewed available applicant data 

for mission critical occupations

13,500+

applications reviewed for FY 2023*

of those 

applicants were

Minorities

56.6% 39.2%

of those 

applicants were

Women

*OMWI obtained the demographic data from the Office of Personnel Management USA Staffing Tool.

Because self-identification of demographic information is voluntary, it is not possible to determine whether those who provided 

information have the same characteristics as those who did not.
8 | OFFICE OF MINORITY AND WOMEN INCLUSION

NEW HIRES AND PROMOTIONS

While applicant demographic data provides some measure of the effectiveness of diversity outreach and 

recruitment initiatives, an analysis of new hires, the workforce, and promotions provides some insight 

into the effectiveness of programs and activities focused on building an inclusive culture.

THE SEC’S 

WORKFORCE 36.0%

Representation

of Minorities

46.5%

Representation

of Women

NEW HIRES 32.3% SEC WIDE

of new hires 

are Minorities

46.8%

of new hires 

are Women

PROMOTIONS 35.3%

of promoted 

employees are

Minorities 49.1%

of promoted 

employees are

Women

SEC FY23 WORKFORCE
FY 2023 ANNUAL REPORT TO CONGRESS | 9

WORKFORCE IN MISSION-CRITICAL OCCUPATIONS

The SEC has largely directed outreach and recruitment efforts toward enhancing diversity in the agency’s 

mission-critical occupations. Looking at demographic data by mission-critical occupations allows the 

SEC to analyze each category of mission-critical occupation compared to the availability in the Civilian 

Labor Force as of the end of FY 2023.

SEC WORKFORCE IN MISSIONCRITICAL OCCUPATIONS

29.4%

of mission-critical

occupations are 

held by Minorities

42.3%

of mission-critical

occupations are 

held by Women

NEW HIRES IN MISSIONCRITICAL OCCUPATIONS

45.5%

of new hires in

mission-critical

occupations are

Women

25.8%

of new hires in 

mission-critical

occupations are 

Minorities

SEC FY23 WORKFORCE IN MISSION-CRITICAL OCCUPATIONS
10 | OFFICE OF MINORITY AND WOMEN INCLUSION

SEC MISSION-CRITICAL OCCUPATIONS* COMPARED TO THE OCLF**

Representation of Minorities

0.0%

Attorneys Accountants Economists IT Managers

24.0%

100.0%

50.0%

17.0%

29.6%27.8% 30.6%

23.5%

57.2%

24.2%

Representation of Women

0.0%

Attorneys Accountants Economists IT Managers

46.2%

100.0%

50.0%

37.4%

45.2%

61.0%

30.6%31.9%

24.6%

29.3%

SEC OCLF

*Securities compliance examiner (1831) is a mission-critical occupation unique to the SEC. The closest occupational civilian labor force 

comparison, other financial specialists, is 46% women and 28% minority.

**The Civilian Labor Force includes all persons 16 years of age and over, except those in the armed forces, who are employed or who are 

unemployed and seeking work. CLF data are defined by the Bureau of the Census and the Bureau of Labor Statistics and are reported 

in the most recent decennial or mid-decade census, or current population survey, under title 13 of the United States Code or any other 

reliable statistical study. See 5 CFR 720.202(d). OCLF data shown are from Census 2014-2018 EEO Tabulation, Table EEO2r – Citizen.

Applicant flow data from OPM retrieved using USA Staffing on November 16, 2023. OCLF reflects the occupational CLF from Census 

2014-2018 EEO Tabulation using occupational cross-classification provided by the Equal Employment Opportunity Commission.
FY 2023 ANNUAL REPORT TO CONGRESS | 11

SENIOR OFFICERS

Analyzing demographic data of the SEC’s senior officers provides a snapshot of whether employees can see 

themselves reflected in leadership positions.

162 - TOTAL SENIOR OFFICERS

75 50

Women Minorities

Senior 

Officers

are Women

Relative 

increase in 

Women*

13.6

Senior 

Officers

are Minorities

Relative 

increase in

Minorities*

31.6

*Relative change calculates within-group change observed from FY 2022 to FY 2023
12 | OFFICE OF MINORITY AND WOMEN INCLUSION

OVER 60 OMWI TARGETED OUTREACH EVENTS*

57.1% of outreach events were with

Colleges and Universities

22.2% of outreach events were with

Professional Organizations

11.1% of outreach events were 

with High Schools

7.9% of outreach events were

Mission-Related DEIA

1.6% of outreach events were

Other DEIA-Related Outreach

For more detailed information on workforce data, see Appendix A.

Outreach

OUTREACH AND RECRUITMENT EVENTS

Strategic outreach and broad recruitment continue to be the cornerstone of the SEC’s strategy for 

enhancing workforce diversity. As in the previous year, OMWI continued to focus on developing a more 

diverse applicant pool for future careers at all levels of the SEC - executives, professionals, recent graduates, 

and students. During FY 2023, OMWI coordinated, participated in, sponsored, or facilitated over 60 

diversity outreach and recruitment events. Regional offices engaged in over 40 additional outreach and 

recruitment events. 

*Percentages of total may not sum to 100 due to rounding.
FY 2023 ANNUAL REPORT TO CONGRESS | 13

Recruitment

Each year, OMWI takes proactive measures to seek diversity in the SEC’s workforce at all levels 

through employment advertisements in written media oriented toward minorities and women, as 

well as other mass media communications. To further these employment advertising efforts to diverse 

groups, OMWI, with assistance from the Office of Human Resources (OHR), partners with SEC 

divisions and offices to advertise vacancy announcements to underrepresented community groups 

through OMWI’s Diversity Network, strategic diversity job boards, and custom talent sourcing. 

For a list of many of these outreach and recruitment events, see Appendix B.

OMWI and the SEC’s Office of Investor 

Education and Advocacy (OIEA) 

presented an event at Howard 

Dilworth Woodson High School 

featuring Commissioners Lizárraga and 

Peirce who discussed financial literacy 

and careers in the financial services 

industry with over 40 students.

As an outgrowth of the relationship 

OMWI has cultivated with Ms. JD, a 

nonprofit, nonpartisan organization 

dedicated to the success of women 

in law school and the legal profession, 

SEC staff participated as panelists in 

two career events, Creating Your Ideal 

Legal Career (virtual) and The Benefits 

of Diverse and Inclusive Leadership, at 

Pepperdine University and addressed 

a combined audience of over 100. 

OMWI participated in several events at 

colleges and universities by bringing the 

SEC into the classroom which provided 

unique opportunities for hands-on 

engagement and interaction with students 

and faculty. For example, at Delaware State 

University’s DEI and Career Opportunities 

in Wealth Management Panel Discussion, 

OMWI was a panelist discussing careers 

at the SEC for an audience of about 50 

students. Additionally, at Morehouse 

College, OMWI presented to business 

students on internship opportunities and 

SEC career information to two economics 

classes of about 50 students taught by 

Professor of Economics, Dr. Juliet Elu.
14 | OFFICE OF MINORITY AND WOMEN INCLUSION

Recruiting staff with the right mix of skills and expertise, including those from underrecognized groups, 

in the SEC’s mission-critical occupations will remain a priority. In FY 2024, OMWI will train divisions 

and offices and provide resources for utilizing and maximizing outreach and recruitment strategies to 

draw from all segments of society. OMWI will also engage with divisions and offices to conduct selfassessments on their internal efforts to integrate DEIA for mission effectiveness.

235

JOB POSTINGS COVERING

600+ POSITIONS
FY 2023 ANNUAL REPORT TO CONGRESS | 15

For a list of OMWI’s Strategic Diversity Job Boards, see Appendix C.

In further support of the SEC’s increased hiring efforts, 

and to promote a more diverse applicant pool, OMWI 

hosted an inaugural Diversity Career Fair for attorney 

opportunities at the SEC. The Diversity Career Fair featured 

an overview of the SEC, information about the SEC’s 

benefits and compensation, and insight into the job duties 

and functions of attorney positions across five divisions 

and offices actively hiring attorneys. The Diversity Career 

Fair also provided candidates an opportunity to engage 

with hiring managers and staff from the various divisions 

and offices to network, ask questions, and learn tips for 

developing applications for current and future SEC attorney 

job openings.

Collaborative Partnerships 

OMWI maintains relationships with minority- and women-focused professional associations and 

educational organizations to help further the SEC’s workforce diversity objectives. These collaborative 

partnerships provide a touchpoint to help devise an effective strategy for targeted outreach and 

recruitment, among other benefits. 

To communicate the SEC’s DEIA values to job applicants, in 

FY 2023, OMWI created the following Diversity Statement to 

be included in vacancy announcements posted in USAJobs: 

At the SEC, we are committed to diversity, equity, inclusion 

and accessibility (DEIA) and value a workforce that 

reflects the diverse experiences and perspectives of the 

communities we serve. As such, we welcome applications 

from qualified individuals of all backgrounds who share our 

commitment to public service.

A diversity statement in SEC vacancy announcements 

demonstrates the agency’s commitment to DEIA in a manner 

that will encourage candidates of all backgrounds to apply, 

further diversifying the applicant pool.
16 | OFFICE OF MINORITY AND WOMEN INCLUSION

OMWI ENGAGEMENT ORGANIZATIONS

ORGANIZATIONS

CLOSE TO

60

This year, OMWI also hosted its second biannual Diversity Partners Meeting since the COVID-19 

pandemic. The Diversity Partners Meeting provides minority- and women-focused professional 

associations with an opportunity to enhance personal connections, obtain a better understanding 

of the work of the SEC, gain insights on how to provide input on the SEC’s rule proposals, learn 

about SEC employment opportunities and policies, as well as further other mutually shared goals, 

including enhancing the representation and participation of underrecognized groups in the financial 

services industry.
FY 2023 ANNUAL REPORT TO CONGRESS | 17

For a list of minority- and women-focused professional associations and educational organizations 

with whom OMWI engaged, see Appendix D.

Consultations with SEC Divisions/Offices

OMWI offers analytics consultations to agency, division, and office leadership to ensure the 

organization has accurate and relevant information on the state of workforce diversity, enabling 

stakeholders to assess progress on diversity in the workplace and to formulate plans and goals for 

diversity outreach and workforce development. Consultations often include analysis and review 

of an organization’s diversity metrics with a division or office director and provide opportunities 

for program evaluation or inquiry. The primary impact of these consultations is generally to move 

stakeholders to greater clarity on progress and opportunities in the DEIA space using quantitative 

analysis. Through consultation, OMWI also continues to help educate stakeholders on how diversity is 

measured and share resources, like the SEC’s Diversity Dashboard, which provide high-level 

diversity statistics. 

CONSULTATIONS 

With

SEC Divisions and Offices

10
18 | OFFICE OF MINORITY AND WOMEN INCLUSION

Culture: Fostering a Culture of 

Inclusivity and Connectedness

A

t the SEC, we strive to create an environment where all employees feel respected, safe to speak 

up, and encouraged to grow. Ultimately, these foundational attributes help to fuel motivation at 

work, support our customers and communities, and foster a culture of inclusivity, connectedness 

and belonging. 

Inclusion as a Shared Responsibility

The SEC continued to foster a culture of inclusivity and connectedness across the agency. The SEC 

recognizes that meaningful and sustained progress in furtherance of this goal is an individual and 

collective responsibility, and that accountability helps propel action. SEC divisions and offices are key 

stakeholders in setting the tone and creating an environment where all employees feel respected, safe, 

and encouraged to grow.

DEIA ASSESSMENT PROGRAM

In FY 2023, OMWI continued to increase transparency and accountability for DEIA by further 

developing its DEIA Assessment Program. Unlike agency-level assessments, the SEC’s DEIA 

Assessment Program evaluates DEIA efforts of divisions/offices, catalyzing DEIA-related action from 

an organizational level. Throughout the FY 2022 pilot, divisions/offices formed cross-collaborative 

teams, establishing more connected cultures. As a result of feedback received from the pilot, in FY 2023, 

OMWI revised the DEIA Assessment Program to include: an assessment tool, a five-level Maturity 

Model, and actionable and strategic recommendations to advance each participating division’s/office’s 

progress in the DEIA space. Additionally, OMWI partnered with the SEC’s Office of Information 

Technology (OIT) and developed a plan to automate certain aspects of the DEIA Assessment Program, 

which will address time constraint challenges identified by the pilot organizations. OMWI plans to roll 

out the automated DEIA Assessment Program agency-wide in FY 2024. The intended outcome of the 

DEIA Assessment Program is an agency-wide understanding of DEIA’s shared responsibility, increased 

engagement, and sustainability of DEIA throughout the SEC.

DIVISION AND OFFICE ACTION PLANNING

The DEIA Strategic Plan requires divisions and offices to “develop and implement an organizational 

DEIA Action Plan, in partnership with OMWI, to promote increased diversity in the workforce and 

inclusionary practices, such as mission-related policies and practices.” Recognizing that meaningful 

and sustained progress is an individual and collective responsibility, organizational Action Plans not 

only demonstrate commitment, shared responsibility, and accountability for DEIA, they also provide a 

roadmap for the DEIA initiatives divisions and offices will prioritize and how success of those priorities 

will be measured. In FY 2024, OMWI will begin consulting with divisions and offices to aid in the 

development, implementation and monitoring of the respective DEIA Action Plans.
FY 2023 ANNUAL REPORT TO CONGRESS | 19

DEIA ASSESSMENT PROGRAM PILOT FEEDBACK

The DEIA Assessment Program pilot allowed us the 

opportunity to interact with and be exposed to the 

perspectives of others in our organization that we do not 

typically have the opportunity to work with.

We appreciated the consultative approach of the 

DEIA Assessment Program pilot.

Our knowledge and understanding of DEIA have 

been broadened as a result of our involvement in 

the DEIA Assessment Program pilot.
20 | OFFICE OF MINORITY AND WOMEN INCLUSION

Employee Engagement

SEC EAGs have been instrumental in helping to cultivate a workplace culture that attracts diverse 

talent and encourages employee engagement and retention. In FY 2023, nine EAGs were active at 

the SEC: African American Council (AAC); American Indian Heritage Committee (AIHC); Asian 

American and Pacific Islander Committee (AAPIC); Caribbean American Heritage Committee 

(CAHC); Disability Interests Advisory Committee (DIAC); Hispanic and Latino Opportunity, 

Leadership, and Advocacy Committee (HALO); Pride Alliance3; Veterans Committee; and Women’s 

Committee.4 EAGs foster inclusion at the SEC by providing educational, cultural, and networking 

opportunities to interested SEC employees; sponsoring cultural and educational programs; and 

supporting DEIA-related efforts. Moreover, the SEC leverages the diversity of the EAG members to 

support its mission to protect investors, as well as to support its outreach and recruitment efforts.5

In FY 2023, EAGs helped to plan, coordinate, and conduct approximately 60 SEC-sponsored 

programs and activities to commemorate Special Observance heritage or awareness months.

Celebration of American Indian Heritage 

Committee - The Salt Lake Regional Office 

(SLRO), in collaboration with OMWI and the 

AIHC, hosted Cutting Sign: A Personal and 

Legal Path, with guest speaker, Elizabeth Kronk 

Warner, a nationally recognized expert in the 

intersection of environmental and Indian law, 

who shared her journey on becoming the first 

woman and Native American to serve as dean 

of S.J. Quinney College of Law and discussed 

tribal and environmental interests.
FY 2023 ANNUAL REPORT TO CONGRESS | 21

EAG AND REGIONAL SEC-WIDE INCLUSION EVENTS

HIGHLIGHTED EVENTS

Latinx Venture Capitalists 

and Entrepreneurs: The State 

of the Playing Field

Cutting Sign: A Personal and

Legal Path featuring

Elizabeth Kronk Warner

hosted by SLRO, AIHC, and OMWI

Black History Month

Signature Event featuring

Erica Williams of the PCAOB

National Disability

Employment Awareness

Month Celebration

featuring Haley Moss

A Conversation with Our

Veterans About Service

featuring Commissioner

Crenshaw

Memorial Day

Commemoration Event

featuring Col. N’Keilba Estelle

Caribbean American Heritage

Month Signature Event

featuring Karen Andre of 

the Consumer Financial 

Protection Bureau

National Coming Out Day:

Sharing Our Stories With

Pride Alliance

Pride Month Event featuring

Judge Beth Robinson 

hosted by LARO

The Importance of Tribal

Consultation featuring

Joel West Williams of the

 U.S. Dept. of the Interior

A Conversation With

Women Who Lead SEC

Regional Offices 

hosted by CHRO

AANHPI Signature 

Event featuring 

Congressman Andy Kim 

(3rd Congressional District)

Observances Celebrated

Black History Month

Women’s History Month

Asian American and Pacific Islander Heritage Month

Memorial Day

Caribbean American Heritage Month

LGBTQ+ Month

Hispanic Heritage Month

National Disability Employment Awareness Month 

(NDEAM)

National Coming Out Day

Native American Heritage Month

Veterans Day

31

Events were

OTHER DEIA EVENTS

29

Events were

SPECIAL OBSERVANCES
22 | OFFICE OF MINORITY AND WOMEN INCLUSION

Professional Development

Providing employees with mentorship and professional development opportunities helps foster a sense 

of belonging which, in turn, may empower employees to feel invested in reaching the agency’s mission, 

increase retention, and cultivate a connected culture.

MENTORSHIP

The SEC Mentoring Program focuses on professional development, collaboration across divisions 

and offices, expanded employee networks, and leadership opportunities. The SEC Mentoring 

Program offers valuable professional development and networking opportunities for SEC staff, 

leveraging the experiences of, and feedback from, past participants. The SEC Mentoring Program 

is open to all SEC employees who have at least one year of service at the SEC. This year, five slots 

were reserved for Persons with Disabilities. An additional 12 slots were delegated to the Division of 

Enforcement’s Diversity Council who nominated diverse candidates, including Persons with Disabilities.

LEADERSHIP DEVELOPMENT

The SEC provides employees with numerous opportunities to acquire the skills and certifications 

needed to succeed in their positions and progress in their careers. SEC University (SECU) offers 

classroom-style and e-Learning programs in technical areas. The SEC also supports participation in 

career and leadership development programs, such as the Excellence in Government Fellows, Aspiring 

Leaders, Upward Mobility, Connections Opportunities Relationships Equity, and the Leadership 

Evaluation, Accession & Development (LEAD) Program. 

For a list of many of these programs and activities, see Appendix E.

Additionally, OMWI held the EAG Inaugural Summit for leaders and members of the agency’s EAGs to 

examine the valuable role that EAGs play in promoting the agency’s mission effectiveness, inspire leaders 

and EAG members to continue this critical work and discuss ways to encourage the SEC’s workforce 

to engage with EAGs. Chair Gensler provided opening remarks for the event demonstrating SEC 

leadership’s shared belief on the importance of EAGs.

Allyship, Learning, Leading and You: Supporting 

All Our Communities - a virtual event presented 

by all nine EAGs that included panel discussions 

on how allies can support different communities 

and featuring allies’ personal experiences and 

how they support EAGs.
FY 2023 ANNUAL REPORT TO CONGRESS | 23

Training

Making diversity and inclusion training readily available to managers and employees continues to be 

a key element of OMWI’s strategy for building and maintaining a diverse workforce and fostering an 

inclusive workplace. OMWI works closely with SECU, a component of OHR, to offer on-demand, 

web-based courses, as well as virtual classroom training, related to diversity and inclusion throughout 

the year. Diversity and inclusion trainings underscore the SEC’s continued commitment to promote 

equity through education that includes identifying and addressing barriers to equity. 

In response to the SEC’s anticipated hiring activity, OMWI provided focused training on DEIA in the 

hiring process. Understanding and Mitigating Bias in the Hiring Process was an OMWI-led training 

that focused on understanding unconscious bias and explored common biases that may arise during the 

hiring process, as well as strategies to help mitigate such biases. Integrating DEIA in the Hiring Process

was another OMWI-led training that examined the hiring process and practices, discussed how to 

leverage outreach tools and hiring resources, and shared inclusive practices for consideration.

*Training focused on the hiring process and was primarily intended for the limited audience of managers and supervisors 

involved in the hiring process.

70+

SEC employees

participated*

45+

SEC employees

participated*

Understanding and Mitigating

Bias in the Hiring Process

Integrating DEIA in 

the Hiring Process

NEW TRAININGS CREATED BY OMWI 

IN ANTICIPATION OF HIRING EFFORTS
24 | OFFICE OF MINORITY AND WOMEN INCLUSION

Mission: Leveraging DEIA for 

Mission Effectiveness

L

everaging DEIA is a strategic business priority that enables us to better protect investors, facilitate 

capital formation, and maintain fair, orderly, and efficient markets. By embedding DEIA into all 

aspects of the SEC, we are better situated to effectively meet the current and future needs of a 

changing—and increasingly diverse—world.

Supplier Diversity

The SEC actively embraces the principle that establishing and maintaining a diverse supplier base 

maximizes the SEC’s ability to procure the best goods and services to meet its contracting needs. Under 

the Dodd-Frank Act, OMWI helps promote the increased utilization of Minority- and Women-Owned 

Businesses (MWOBs) in its business activities. OMWI works closely with the Office of Acquisitions 

(OA), which is responsible for all SEC contracting activities. The SEC follows the Federal Acquisition 

Regulation (FAR), which provides set-aside requirements for specific categories of small businesses 

under certain conditions.6 This allows the SEC to increase opportunities for MWOBs that are small 

businesses to compete for contracts through set-asides for 8(a) participants, women-owned small 

businesses, economically-disadvantaged women-owned small businesses, HUBZone small businesses 

and service-disabled veteran-owned small businesses. OMWI also focuses on promoting the use of 

MWOBs through matchmaking and outreach activities.

As discussed in more detail below, the data show:

» Of $613.3 million paid to vendors in FY 2023, $271.4 million or 44 percent was paid to MWOBs. 

» Of the $701.9 million in SEC contract actions in FY 2023, $238.6 million or 34 percent of SEC 

contract dollars were to MWOBs.
FY 2023 ANNUAL REPORT TO CONGRESS | 25

MATCHMAKING AND OUTREACH

OMWI participates in external business networking events and procurement matchmaking sessions 

to increase the interaction between MWOBs and the SEC. In FY 2023, OMWI engaged with hundreds 

of potential suppliers through its participation in 14 business conferences and outreach events. For a list 

of FY 2023 Supplier Diversity Conferences and Outreach Events, see Appendix F. 

OMWI and OA continued to jointly host monthly Vendor Outreach Day (VOD) sessions. These VOD 

sessions provided MWOBs and small businesses with an individualized opportunity to learn about the 

SEC’s contracting needs, present their business capabilities to key SEC personnel, and ask questions 

about the SEC’s procurement processes. To better assess the effectiveness of VODs, OA and OMWI 

coordinated to develop a follow-up questionnaire to companies who participate in VOD sessions. The 

questionnaire provides an opportunity for companies to share feedback from the VOD sessions to SEC 

officials to help gauge the VOD sessions’ effectiveness. In FY 2024, OMWI and OA will begin collecting 

and analyzing feedback from companies who participated in VOD sessions for program effectiveness.

47

Businesses

participated in

VOD SESSIONS

24

Businesses

were

MWOBS
26 | OFFICE OF MINORITY AND WOMEN INCLUSION

FY 2019 FY 2020 FY 2021 FY 2022 FY 2023

SEC Total 398 100.0% 382 100.0% 389 100.0% 364 100.0% 336 100.0%

Total MWOBs 117 29.4% 117 30.6% 121 31.1% 95 26.1% 92 27.4%

American Indian /

Alaska Native

7 1.8% 6 1.6% 6 1.5% 5 1.4% 5 1.5%

Asian 34 8.5% 33 8.6% 41 10.5% 28 7.7% 29 8.6%

Black 21 5.3% 25 6.5% 20 5.1% 14 3.8% 12 3.6%

Hispanic 17 4.3% 15 3.9% 15 3.9% 15 4.1% 16 4.8%

Other Minority 5 1.3% 7 1.8% 5 1.3% 4 1.1% 4 1.2%

Non-Minority Women 33 8.3% 31 8.1% 34 8.7% 29 8.0% 26 7.7%

All Other Firms 281 70.6% 265 69.4% 268 68.9% 269 73.9% 244 72.6%

Source: Payment data from Delphi, retrieved on December 5, 2023. Business designation retrieved from Sam.gov award 

records. Not all entities receiving payments can be linked to a business designation – these payments are excluded from this 

analysis. Vendor count uses distinct count of Supplier Number. “Non-minority Women” include women-owned businesses 

without minority designations.

Table 2 shows SEC total vendor payments and the payments made to MWOBs in each fiscal year 

since FY 2019. Of $613.3 million paid to vendors in FY 2023, $271.4 million or 44 percent was paid 

to MWOBs. The percentage of the SEC total vendor payments to MWOBs increased by nearly 

4 percentage points from FY 2022 to FY 2023.

PERFORMANCE METRICS

Vendor Payments7

Table 1 shows the total number of socioeconomically identifiable8 vendors and the number and 

percentage of those vendors identified as MWOBs receiving payments from FY 2019 to FY 2023. In 

each fiscal year since FY 2019, over a quarter of firms receiving SEC payments have been classified as 

MWOBs. Of the 336 firms receiving payments in FY 2023, 92 firms or 27.4 percent were MWOBs. 

Non-minority women-owned businesses (i.e., women-owned firms without minority designations) 

represented 7.7 percent of the firms receiving payments in FY 2023.9 Hispanic-owned businesses 

represented 4.8 percent of the firms receiving payments in FY 2023.

Table 1. Vendors Receiving Payments from SEC, FY 2019 – FY 2023
FY 2023 ANNUAL REPORT TO CONGRESS | 27

FY 2019 FY 2020 FY 2021 FY 2022 FY 2023

SEC Total $424.8 100.0% $470.6 100.0% $500.9 100.0% $565.9 100.0% $613.3 100.0%

Total MWOBs $143.0 33.7% $146.9 31.2% $184.8 36.9% $228.7 40.4% $271.4 44.3%

American 

Indian / 

Alaska Native

$14.3 3.4% $15.3 3.2% $36.2 7.2% $47.2 8.3% $46.9 7.7%

Asian $66.1 15.6% $66.4 14.1% $61.1 12.2% $71.0 12.5% $91.5 14.9%

Black $9.6 2.3% $11.7 2.5% $8.2 1.6% $7.5 1.3% $7.2 1.2%

Hispanic $19.4 4.6% $20.5 4.4% $16.6 3.3% $24.9 4.4% $26.8 4.4%

Other 

Minority

$9.8 2.3% $8.3 1.8% $10.2 2.0% $13.8 2.4% $23.1 3.8%

Non-Minority 

Women

$23.8 5.6% $24.7 5.3% $52.6 10.5% $64.2 11.4% $75.8 12.4%

All Other Firms $281.8 66.3% $323.7 68.8% $316.1 63.1% $337.2 59.6% $341.9 55.7%

Table 2. Contract Payments by MWOB Category FY 2019 – FY 2023 (Amount in Millions)

Source: Payment data from Delphi, retrieved on December 5, 2023. Business designation retrieved from Sam.gov award 

records. Not all entities receiving payments can be linked to a business designation – these payments are excluded from this 

analysis. “Non-minority Women” include women-owned businesses without minority designations.

Contract Actions10

Table 3 shows the net dollar value of contract actions to MWOBs in each fiscal year since FY 2019, and 

the percentage of SEC contract dollars to MWOBs by socioeconomic designation. Of the $701.9 million 

in SEC contract actions in FY 2023, $238.6 million or 34 percent of SEC contract dollars were to 

MWOBs. Contract actions to minority-owned businesses represented 27.7 percent ($194.3 million) of 

SEC contract actions and actions to women-owned businesses represented 9.7 percent ($68.3 million).

FY 2019 FY 2020 FY 2021 FY 2022 FY 2023

SEC Total $460.6 100.0% $521.5 100.0% $550.0 100.0% $558.6 100.0% $701.9 100.0%

Total MWOBs $131.1 28.5% $172.2 33.0% $210.4 38.3% $215.4 38.6% $238.6 34.0%

Women 

Owned

$51.3 11.1% $72.5 13.9% $70.7 12.8% $50.4 9.0% $68.3 9.7%

Minority 

Owned

$110.5 24.0% $125.1 24.0% $155.5 28.3% $182.6 32.7% $194.3 27.7%

American 

Indian / 

Alaska Native

$13.2 2.9% $35.5 6.8% $42.7 7.8% $43.5 7.8% $58.5 8.3%

Asian $66.6 14.5% $65.0 12.5% $75.5 13.7% $84.8 15.2% $89.0 12.7%

Black $12.5 2.7% $6.1 1.2% $4.2 0.8% $5.5 1.0% $6.1 0.9%

Hispanic $15.2 3.3% $10.8 2.1% $25.4 4.6% $27.3 4.9% $20.6 2.9%

Other 

Minority

$3.0 0.7% $7.6 1.5% $7.7 1.4% $21.5 3.9% $20.1 2.9%

Table 3. SEC Contract Actions Net Obligations FY 2019 – FY 2023

Source: Sam.gov retrieved on December 21, 2023. Women-Owned businesses include all firms designated as women-owned 

irrespective of minority-owned designation. Minority-Owned businesses include all firms designated as minority-owned 

irrespective of women-owned designation. “Other Minority” category includes minority-owned businesses with more than one 

race designation and minority-owned businesses with an “other” designation in Sam.gov.
28 | OFFICE OF MINORITY AND WOMEN INCLUSION

Major Contract Award Categories

Table 4 shows the distribution of SEC contract awards by the top 10 NAICS industry categories 

by net obligations for FY 2023. The largest percentage of SEC contract dollars was awarded in the 

NAICS category of Computer Systems Design and Related Services (5415), followed by Management, 

Scientific, and Technical Consulting Services (5416). MWOBs were awarded 28.5 percent of dollars 

in Computer Systems Design and Related Services and 64.6 percent in Management, Scientific, and 

Technical Consulting Services. In the SEC’s third largest NAICS Category by obligations, Computing 

Infrastructure Providers, Data Processing, Web Hosting, and Related Services (5182), MWOBs were 

awarded $28.0 million of the $32.9 million total, or 85.2 percent of award value in the category. 

NAICS 

Category

Description Total 

SEC

All Other 

Firms

MWOBs MWOB 

% of 

category

5415 Computer Systems Design and Related Services $461.3 $330.0 $131.3 28.5%

5416 Management, Scientific, and Technical 

Consulting Services

$73.8 $26.1 $47.7 64.6%

5182 Computing Infrastructure Providers, Data Processing, 

Web Hosting, and Related Services

$32.9 $4.9 $28.0 85.2%

5171 Wired and Wireless Telecommunications

(except Satellite)

$19.8 $19.8 $0.0 0.0%

5191 Other Information Services $16.0 $15.4 $0.6 3.7%

5419 Other Professional, Scientific, and Technical Services $15.6 $14.5 $1.1 6.8%

5616 Investigation and Security Services $14.7 $3.2 $11.5 78.2%

5192 Web Search Portals, Libraries, Archives, and Other 

Information Services

$9.3 $9.2 $0.0 0.5%

5241 Insurance Carriers $9.0 $9.0 $0.0 0.0%

3341 Computer and Peripheral Equipment Manufacturing $7.9 $0.0 $7.9 100.0%

All Other 

Categories

All Other Categories $41.7 $31.1 $10.6 25.3%

Table 4. SEC and MWOBs Contract Amount by NAICS Category (Amount in Millions)

Source: sam.gov retrieved on December 21, 2023.

Next year, OMWI will continue to work with OA to increase the utilization of MWOBs. OMWI and 

OA have begun providing surveys to vendors who participate in VODs. In FY 2024, OMWI and OA 

will evaluate survey results for program effectiveness.
FY 2023 ANNUAL REPORT TO CONGRESS | 29

CONTRACTOR WORKFORCE INCLUSION: GOOD FAITH EFFORT REVIEWS

To implement the requirements of the Dodd-Frank Act related to the workforce diversity of agency 

contractors, the SEC includes its Contract Standard for Contractor Workforce Inclusion (Contract 

Standard) in all eligible solicitations and contracts and subcontracts for services with a dollar value of 

$100,000 or more. The Contract Standard requires the service contractor, upon entering into a contract 

with the SEC, to confirm it will ensure, to the maximum extent possible and consistent with applicable 

law, the fair inclusion of minorities and women in its workforce. OMWI conducts post-award 

reviews, referred to as “Good Faith Effort Reviews” (GFE Reviews), to determine whether contractors 

have complied with the requirements of the Contract Standard to make good faith efforts to ensure 

workforce inclusion of minorities and women. In FY 2023, OMWI conducted GFE Reviews on a total 

of 18 contractors. Of the GFE Reviews conducted, OMWI identified EEO job categories for focus areas 

of diversity efforts in 6 of the reviews. The identified focus areas for diversity efforts were shared with 

the contractors to assist in their future diversity-focused efforts.

Embedding Diversity in the SEC’s Mission

MISSION-RELATED DIVERSITY ACTIVITIES

OMWI remained focused on leveraging diversity and inclusion for mission effectiveness. In FY 2023, 

OMWI collaborated with divisions and offices on programming related to mission work such as SEC 

in the Classroom programs and programs focused on SEC mission priorities, such as compliance 

workshops, to discuss the importance of DEIA.

The SEC also prioritized including diverse perspectives in implementing the SEC’s core mission work. 

In furthering this priority, OMWI facilitated opportunities for underrecognized groups’ perspectives 

to be considered in rule-making and regulatory policy considerations. This included opportunities for 

underrecognized groups to serve on SEC Advisory Committees and Task Forces. In FY 2023, OMWI 

continued to work with the SEC’s independent advisory committees to enhance mission effectiveness 

by working to ensure diverse representation and perspectives. For example, OMWI assisted with the 

efforts to fill open committee vacancies on the Small Business Capital Formation Advisory Committee.

PROMOTING THE IMPORTANCE OF DEIA IN THE FINANCIAL SERVICES INDUSTRY

In FY 2023, OMWI continued to connect with stakeholders through outreach focused on the missioncritical nature of the SEC’s work, the importance of including diverse perspectives in its activities, and 

promoting DEIA in the financial services industry.
30 | OFFICE OF MINORITY AND WOMEN INCLUSION

PROMOTING DEIA WITH THE SEC’S REGULATED ENTITIES

The Dodd-Frank Act requires the OMWI Director to assess the diversity policies and practices of 

entities regulated by the SEC. In January 2018, the SEC developed a form called the “Diversity 

Assessment Report for Entities Regulated by the SEC” (SEC DAR Form) to complement the Joint 

Standards for Assessing Diversity Policies and Practices of Entities Regulated by the Agencies (Joint 

Standards) issued by the SEC and five other financial regulatory agencies11 in June 2015.12 The SEC 

DAR Form was designed, in part, to: (1) help guide a regulated entity’s self-assessment of its diversity 

policies and practices using the Joint Standards; and (2) provide the regulated entity with a template for 

submitting diversity assessment information to the OMWI Director at the SEC. In an effort to increase 

submissions, OMWI shortened the SEC DAR Form (now the Diversity Self-Assessment Tool). OMWI 

will be inviting SEC regulated entities to engage in, and submit, voluntary self-assessments of their 

diversity policies and practices in FY 2024. OMWI will continue efforts to increase the number of selfassessment submissions through enhanced engagements with the SEC’s regulated entities.

To celebrate the SEC’s OMWI 

surpassing its 10-year milestone, the 

SEC Historical Society and Howard 

University School of Law hosted a 

panel featuring OMWI and former SEC 

Chairs Mary Schapiro, Mary Jo White, 

and Jay Clayton where they discussed 

the impact and importance of DEIA in 

the SEC’s mission work. 

OMWI participated in an OMWI 

Directors Panel discussing 

DEIA issues in the financial 

services industry at the National 

Association of Black Accountants 

Annual Conference.

OMWI participated on a panel 

discussing the work and 

recommendations of the SEC’s Asset 

Management Advisory Committee 

at the National Association of 

Securities Professionals Diverse 

Asset Managers Conference.
FY 2023 ANNUAL REPORT TO CONGRESS | 31

Appendix A

Workforce Demographics

DATA SOURCES AND METHODS

O

MWI accesses applicant and workforce data directly, performing its own extraction and analysis. 

Unless noted otherwise, the SEC-specific personnel information in this section was sourced 

directly from the Office of Personnel Management (OPM) USA Staffing® Applicant Flow Data 

Warehouse [applicant data] or the Federal Processing and Payroll System (FPPS) via the Interior 

Business Center (IBC) Datamart, administered by the U.S. Department of the Interior [workforce data]. 

SEC applicants and employees are asked to voluntarily self-identify their gender, ethnicity and race, and 

disability status. Other data, including Veteran Status and employment-related information and actions, 

is maintained by Federal agency personnel. SEC employees may provide or adjust their demographic 

self-identification using Employee Express at any time while employed.

OMWI reports information on both permanent and temporary employees, excluding student interns 

and any re-employed annuitants. Comparison information for the U.S. government workforce is 

obtained from OPM’s FedScope and occupational Civilian Labor Force is obtained from the U.S. 

Census Bureau’s 2014-2018 EEO Tabulation, Table EEO2r – Citizen. The Citizen table is employed for 

comparison because U.S. citizenship is a requirement to be eligible for employment at the SEC. 

Reported information for fiscal year 2023 is as of the data obtained on November 16, 2023. Fiscal year 

2022 and fiscal year 2021 information are carried forward from prior year OMWI Annual Reports for 

consistency, though workforce information regularly changes as employees change self-identification or 

personnel transactions are processed having effective dates within earlier reporting periods.

In the tables/figures that follow, “All Other” includes the Native Hawaiian or Other Pacific Islander, 

American Indian or Alaskan Native, and Two or More Races categories, as well as individuals who 

have not self-identified. In some cases, percentages of totals may not sum to 100 due to rounding.
32 | OFFICE OF MINORITY AND WOMEN INCLUSION

APPLICANT DATA ANALYSIS

Though not a precise measure of the impact of the SEC’s outreach and recruitment efforts, applicant 

demographic data enables some measure of the effectiveness of diversity outreach and recruitment 

initiatives and insight for future areas of strategic outreach. OMWI reviewed available applicant 

data for 13,558 applications submitted for FY 2023 vacancies in the agency’s five mission-critical 

occupations – attorney, accountant, economist, securities compliance examiner, and IT management; 

10,894 (80.4 percent) of those applications were from applicants who voluntarily disclosed race and 

ethnicity and 11,076 (81.7 percent) voluntarily disclosed gender in their USAJOBS applicant profiles. 

Self-identification of demographic information is voluntary, so it is not possible to determine whether 

those who provided information have the same characteristics as those who did not, so caution is 

warranted when inferring conclusions about the application rates of demographic groups.

Table A1 shows application data from applicants for mission-critical occupations who self-identified 

their gender, race, and ethnicity. In FY 2023, the representation of Black, Hispanic, and Asian 

individuals among applicants for each mission-critical occupation was higher than corresponding 

representation in the same occupations in the Civilian Labor Force (CLF). The representation of 

women among FY 2023 applications for attorney was higher than corresponding representation in the 

CLF. The representation of women among FY 2023 applications for accountant, economist, securities 

compliance examiner, and IT management was lower than their representation in the CLF.

Table A1. FY 2023 Applications for Mission-Critical Occupations Compared to 2018 Occupational CLF 

Men Women White Black Hispanic Asian All Other

0905 General Attorney Applied 53.9% 46.1% 55.3% 17.4% 12.6% 13.1% 1.7%

OCLF 62.6% 37.4% 83.0% 5.3% 5.7% 4.1% 1.9%

0510 Accounting Applied 49.9% 50.1% 32.7% 30.9% 9.6% 25.4% 1.4%

OCLF 39.0% 61.0% 72.2% 8.6% 8.0% 8.9% 2.2%

1831 Securities 

Compliance Examining 

Applied 65.1% 34.9% 49.1% 17.7% 12.3% 18.8% 2.1%

OCLF 53.7% 46.3% 76.3% 8.2% 8.7% 4.7% 2.1%

0110 Economist Applied 69.4% 30.6% 46.1% 20.4% 11.7% 21.0% 0.8%

OCLF 68.1% 31.9% 76.5% 5.6% 7.3% 8.0% 2.6%

2210 IT Management Applied 77.6% 22.4% 22.4% 31.0% 8.3% 36.5% 1.8%

OCLF 70.7% 29.3% 75.8% 6.1% 6.1% 9.6% 2.3%
FY 2023 ANNUAL REPORT TO CONGRESS | 33

FY 2023 SEC WORKFORCE PROFILE

At the end of FY 2023, the SEC workforce included 4,809 employees. Figure A1 shows the SEC 

workforce representation by gender, race, and ethnicity.

Figure A1. Workforce Composition by Gender, Race, and Ethnicity FY 2021 – FY 2023

The three-year trend in the representation of women and minorities in the SEC workforce is shown in 

Figure A2.

Figure A2. Women and Minority Representation FY 2021 – FY 2023

0.0%

Men Women White Black Hispanic Asian All Other

FY 2021 53.8% 46.2% 64.4% 15.3% 5.9% 13.1% 1.3%

FY 2022 53.9% 46.1% 63.5% 15.4% 6.0% 13.6% 1.4%

FY 2023 53.5% 46.5% 63.2% 15.3% 6.1% 13.9% 1.6%

50.0%

100.0%

Women Minorities

50.0%

0.0%

FY 2020 FY 2021 FY 2022

46.2% 46.1% 46.5%

35.3% 35.9% 36.0%

100.0%
34 | OFFICE OF MINORITY AND WOMEN INCLUSION

SEC WORKFORCE COMPARED TO THE FEDERAL WORKFORCE AND CLF

Table A3 shows the demographic composition (i.e., gender, race, and ethnicity) of the SEC workforce, 

as of the end of FY 2023, compared to the demographic composition of the Federal workforce and 

the CLF. These comparisons provide a frame of reference for the present level of diversity in the SEC 

workforce and the progress made toward cultivating a workforce that draws from the full diversity of 

the United States. As of the end of FY 2023, at 46.5 percent, the representation of women in the SEC 

workforce was higher than their representation in the Federal workforce (45.8 percent), but lower than 

women’s representation in the CLF (48.2 percent).

Minorities collectively represented 36.0 percent of the SEC workforce as of the end of FY 2023, which 

was lower than minority representation in the Federal workforce (39.7 percent), but higher than 

minority representation in the 2018 CLF (32.5 percent). The SEC workforce had a lower representation 

of Black or African American employees (15.3 percent) and Hispanic or Latino employees (6.1 percent) 

than the FY 2023 Federal workforce, and a lower representation of Hispanic or Latino employees than 

the CLF. The percentage of Asian employees in the SEC workforce exceeded their representation in both 

the Federal workforce and the CLF.

Table A3. FY 2023 SEC Workforce Compared to Federal Workforce and CLF

Group SEC FY 2023 

Workforce

FY 2023

Federal Workforce 

(September 2023*)

2018 

Civilian Labor 

Force

Men 53.5% 54.2% 51.8%

Women 46.5% 45.8% 48.2%

White (Non-Minority) 63.2% 59.5% 67.5%

Minority 36.0% 39.7% 32.5%

Black or African American 15.3% 18.4% 12.3%

Hispanic or Latino 6.1% 10.1% 13.0%

Asian 13.9% 6.8% 4.4%

Native Hawaiian or Other Pacific Islander <0.1% 0.6% 0.2%

American Indian or Alaska Native 0.3% 1.6% 0.6%

Two or More Races 0.5% 2.2% 2.1%

Remainder / not identified** 0.8% 0.7% **

*Source: The most current FedScope data release, as recently as February 12, 2024, is data on the Federal workforce as of 

September 2023. 
FY 2023 ANNUAL REPORT TO CONGRESS | 35

WORKFORCE ANALYSIS BY OCCUPATION 

While the SEC workforce spans more than 50 occupations, 87 percent of SEC’s employees work in just 

seven occupations – 78 percent in the agency’s five mission-critical occupations, and the remaining 9 

percent in two additional occupations: miscellaneous administration and program and management 

and program analysis. 

Table A4 shows the percentage of each demographic group in the 15 most prevalent occupations in the 

SEC workforce. It also reveals gender and racial differences in employment patterns. 

Attorney is the most prevalent occupation in the SEC workforce; 43.2 percent of all SEC employees 

were in the attorney occupation as of the end of FY 2023. Attorney is the most prevalent occupation 

for both men and women, as well as for the four largest racial and ethnic groups in the SEC workforce, 

though differences exist in the degree of prevalence. As of the end of FY 2023, 51.6 percent of White, 

20.3 percent of Black, 35.4 percent of Asian, and 34.5 percent of Hispanic or Latino employees were 

employed as attorneys.

Occupational Series SEC Men Women White Black Hispanic Asian All Other

General Attorney (0905) 43.2% 43.4% 43.0% 51.6% 20.3% 34.5% 35.4% 32.1%

Accounting (0510) 16.4% 16.8% 16.0% 18.2% 9.7% 16.4% 16.6% 7.7%

Securities Compliance 

Examining (1831) 8.7% 10.5% 6.6% 8.7% 3.8% 10.6% 11.2% 25.6%

Information Technology 

Management (2210) 7.1% 10.0% 3.8% 4.7% 9.1% 8.2% 15.1% 7.7%

Miscellaneous Admin & 

Program 5.2% 2.5% 8.3% 2.6% 18.1% 7.5% 1.8% 5.1%

Management and Program 

Analysis 3.5% 2.1% 5.0% 2.1% 9.9% 3.8% 2.2% 5.1%

Economist (0110) 2.8% 3.6% 1.8% 3.1% 0.7% 3.4% 3.7% 1.3%

Financial Analysis 1.7% 2.3% 0.9% 1.5% 0.8% 1.4% 3.7% 1.3%

Paralegal Specialist 1.7% 0.7% 2.8% 1.1% 4.2% 2.4% 1.0% 2.6%

Human Resources 

Management 1.4% 0.5% 2.4% 0.6% 5.6% 1.7% 0.6% 1.3%

Contracting 1.1% 0.8% 1.4% 0.6% 2.6% 2.0% 0.7% 2.6%

Financial Administration 

and Program 0.9% 0.5% 1.2% 0.4% 3.4% 0.7% 0.4% 0.0%

Program Management 0.8% 0.7% 0.9% 0.8% 1.0% 1.7% 0.1% 1.3%

Auditing 0.5% 0.3% 0.6% 0.4% 0.8% 0.7% 0.6% 0.0%

General Mathematics and 

Statistics 0.5% 0.8% 0.2% 0.4% 0.0% 0.3% 1.8% 1.3%

All Other Occupations 4.6% 4.2% 5.1% 3.3% 9.9% 4.8% 4.6% 5.1%

Table A4. FY 2023 Percent of Demographic Group in Top 15 SEC Occupations
36 | OFFICE OF MINORITY AND WOMEN INCLUSION

The majority of White, Asian, and Hispanic or Latino employees worked in the agency’s mission-critical 

occupations shown in bold in Table A4. As of the end of FY 2023, 86.3 percent of White employees, 

82.0 percent of Asian employees, and 73.1 percent of Hispanic or Latino employees worked in these 

occupations. In contrast, as of the end of FY 2023, only 43.6 percent of Black or African American 

employees worked in mission-critical occupations.

MISSION CRITICAL OCCUPATIONS

The SEC has largely directed outreach and recruitment efforts toward enhancing diversity in the 

agency’s mission-critical occupations. Table A5 shows the workforce representation of minorities and 

women in each mission-critical occupation at the end of FY 2023 compared to their representation 

in these occupations in the CLF. The SEC relies on the comparisons with the occupational CLF 

benchmarks to assess the agency’s progress towards improving diversity in mission-critical occupations 

and to identify areas of focus for ongoing outreach and recruitment strategies.

Table A5 shows the gender, race, and ethnicity of each of the SEC’s five mission-critical occupations at 

the end of FY 2023 compared to corresponding occupational CLF representation. 

Table A5. FY 2023 SEC Workforce Mission-Critical Occupations Compared to 2018 Occupational CLF

Men Women White Black Hispanic Asian All Other

0905 General Attorney Applied 53.9% 46.1% 55.3% 17.4% 12.6% 13.1% 1.7%

OCLF 62.6% 37.4% 83.0% 5.3% 5.7% 4.1% 1.9%

0510 Accounting Applied 49.9% 50.1% 32.7% 30.9% 9.6% 25.4% 1.4%

OCLF 39.0% 61.0% 72.2% 8.6% 8.0% 8.9% 2.2%

1831 Securities 

Compliance Examining 

Applied 65.1% 34.9% 49.1% 17.7% 12.3% 18.8% 2.1%

OCLF 53.7% 46.3% 76.3% 8.2% 8.7% 4.7% 2.1%

0110 Economist Applied 69.4% 30.6% 46.1% 20.4% 11.7% 21.0% 0.8%

OCLF 68.1% 31.9% 76.5% 5.6% 7.3% 8.0% 2.6%

2210 IT Management Applied 77.6% 22.4% 22.4% 31.0% 8.3% 36.5% 1.8%

OCLF 70.7% 29.3% 75.8% 6.1% 6.1% 9.6% 2.3%
FY 2023 ANNUAL REPORT TO CONGRESS | 37

Table A6 shows all employees in mission-critical occupations by gender, race, and ethnicity from FY 

2021 to FY 2023. Relative change percentages indicate the within-group change observed from FY 

2021 to FY 2023.

Total Men Women White Black Hispanic Asian All Other

FY 2021 3526 2042 1484 2489 302 193 505 37

100.0% 57.9% 42.1% 70.6% 8.6% 5.5% 14.3% 1.0%

FY 2022 3546 2067 1479 2480 305 196 520 45

100.0% 58.3% 41.7% 69.9% 8.6% 5.5% 14.7% 1.3%

FY 2023 3762 2171 1591 2622 320 214 548 58

100.0% 57.7% 42.3% 69.7% 8.5% 5.7% 14.6% 1.5%

Relative Change 

(FY 2021–2023) 6.7% 6.3% 7.2% 5.3% 6.0% 10.9% 8.5% 56.8%

Table A6. Mission-Critical Occupations FY 2021 – FY 2023

SUPERVISORS AND MANAGERS

Generally, SEC employees at grade levels SK-15 (e.g., branch chiefs), SK-17 (e.g., assistant directors), 

and Senior Officers (e.g., associate directors, deputy directors, and directors) serve in supervisory and 

managerial positions. Senior Officers, the highest-ranking employees at the SEC, are equivalent to 

Senior Executive Service (SES) personnel at other federal agencies. As of the end of FY 2023, the SEC 

workforce had 967 supervisors and managers, including a small number of supervisors and managers 

in the SK-11, SK-13, and SK-14 grade levels.

Table A7 shows the number and percentage of SEC supervisors and managers by gender, race, and 

ethnicity from FY 2021 to FY 2023. Relative change percentages indicate the within-group change 

observed from FY 2021 to FY 2023.

Total Men Women White Black Hispanic Asian All Other

FY 2021 910 551 359 666 89 48 101 6

100.0% 60.5% 39.5% 73.2% 9.8% 5.3% 11.1% 0.4%

FY 2022 918 551 367 649 94 55 113 7

100.0% 60.0% 40.0% 70.7% 10.2% 6.0% 12.3% 0.8%

FY 2023 967 572 395 678 104 53 127 5

100.0% 59.2% 40.8% 70.1% 10.8% 5.5% 13.1% 0.5%

Relative Change 

(FY 2021–2023) 6.3% 3.8% 10.0% 1.8% 16.9% 10.4% 25.7% -16.7%

Table A7. Supervisors and Managers FY 2021 – FY 2023
38 | OFFICE OF MINORITY AND WOMEN INCLUSION

SENIOR OFFICERS

Table A8 shows the gender, race, and ethnicity of Senior Officers from FY 2021 to FY 2023. As of the 

end of FY 2023, the SEC had 162 Senior Officers, 13 more than at the end of FY 2022. Relative change 

percentages indicate the within-group change observed from FY 2021 to FY 2023.

Total Men Women White Black Hispanic Asian All Other

FY 2021 155 84 71 125 14 8 7 1

100.0% 54.2% 45.8% 80.6% 9.0% 5.2% 4.5% 0.6%

FY 2022 149 83 66 111 16 11 9 2

100.0% 55.7% 44.3% 74.5% 10.7% 7.4% 6.0% 1.3%

FY 2023 162 87 75 112 22 11 15 2

100.0% 53.7% 46.3% 69.1% 13.6% 6.8% 9.3% 1.2%

Relative Change 

(FY 2021–2023) 4.5% 3.6% 5.6% -10.4% 57.1% 37.5% 114.3% 100.0%

Table A8. Senior Officers FY 2021 – FY 2023

NEW HIRES

Table A9 shows the gender, race, and ethnicity of SEC new hires from FY 2021 to FY 2023. The SEC 

onboarded 462 new employees in FY 2023, 156 more than in FY 2022.

Total Men Women White Black Hispanic Asian All Other

FY 2021 291 160 131 159 42 17 48 25

100.0% 55.0% 45.0% 54.6% 14.4% 5.8% 16.5% 8.6%

FY 2022 306 173 133 185 38 13 45 25

100.0% 56.5% 43.5% 60.5% 12.4% 4.2% 14.7% 8.2%

FY 2023 462 246 216 288 55 21 70 28

100.0% 53.2% 46.8% 62.3% 11.9% 4.5% 15.2% 6.1%

Table A9. New Hires Trend by Gender, Race, and Ethnicity FY 2021 - FY 2023
FY 2023 ANNUAL REPORT TO CONGRESS | 39

Table A10 shows new hires into mission-critical occupations by gender, race, and ethnicity from FY 

2021 to FY 2023.

Total Men Women White Black Hispanic Asian All Other

FY 2021 205 119 86 119 20 11 37 18

100.0% 58.0% 42.0% 58.0% 9.8% 5.4% 18.0% 8.8%

FY 2022 234 146 88 155 18 7 34 20

100.0% 66.2% 37.6% 66.2% 7.7% 3.0% 14.5% 8.5%

FY 2023 376 205 171 254 26 18 50 28

100.0% 54.5% 45.5% 67.6% 6.9% 4.8% 13.3% 7.4%

Table A10. New Hires into Mission-Critical Occupations FY 2021 – FY 2023

SEPARATIONS 

Table A11 shows separations from the SEC by gender, race, and ethnicity since FY 2021. In FY 2023, 

212 employees left the SEC, fewer than the 285 who separated in FY 2022 or the 248 who separated 

in FY 2021.

Total Men Women White Black Hispanic Asian All Other

FY 2021 248 137 111 155 48 11 32 2

100.0% 55.2% 44.8% 62.5% 19.4% 4.4% 12.9% 0.8%

FY 2022 285 159 126 218 25 12 28 2

100.0% 55.8% 44.2% 76.5% 8.8% 4.2% 9.8% 0.7%

FY 2023 212 128 84 150 28 4 25 5

100.0% 60.4% 39.6% 70.8% 13.2% 1.9% 11.8% 2.4%

Table A11. Workforce Separations by Gender, Race, and Ethnicity FY 2021 – FY 2023
40 | OFFICE OF MINORITY AND WOMEN INCLUSION

Table A12 shows Separations from mission-critical occupations by gender, race, and ethnicity from FY 

2021 to FY 2023.

Total Men Women White Black Hispanic Asian All Other

FY 2021 178 113 65 122 23 9 24 0

100.0% 63.5% 36.5% 68.5% 12.9% 5.1% 13.5% 0.0%

FY 2022 231 132 99 185 15 8 22 1

100.0% 57.1% 42.9% 80.1% 6.5% 3.5% 9.5% 0.4%

FY 2023 165 105 60 123 13 2 23 4

100.0% 63.6% 36.4% 74.5% 7.9% 1.2% 13.9% 2.4%

Table A12. Separations from Mission-Critical Occupations FY 2021 – FY 2023

PROMOTIONS

Table A13 shows promotions by gender, race, and ethnicity from FY 2021 to FY 2023. Reported 

promotions include all instances where employees are converted to a higher pay grade including careerladder, competitive, and temporary promotions, as well as any conversions to a higher-graded position.

Total Men Women White Black Hispanic Asian All Other

FY 2021 456 238 218 275 83 36 57 5

100.0% 52.2% 47.8% 60.3% 18.2% 7.9% 12.5% 1.1%

FY 2022 453 212 241 296 59 32 61 5

100.0% 46.8% 53.2% 65.3% 13.0% 7.1% 13.5% 1.1%

FY 2023 499 254 245 315 71 29 75 9

100.0% 50.9% 49.1% 63.1% 14.2% 5.8% 15.0% 1.8%

Table A13. Promotions FY 2021 – FY 2023
FY 2023 ANNUAL REPORT TO CONGRESS | 41

Appendix B

Outreach and Recruitment Events

Event Date Title

10/6/2022 Commodities Future Trading Commission and SEC Virtual Joint Career Forum: Explore the 

Attorney Path

10/8/2022 Hispanic Association of Colleges and Universities’ 36th Annual Conference

10/11/2022 Outreach to San Diego City College (Hispanic Serving Institution)

10/26/2022 Bowie State University In-Person Career Fair

11/2/2022 Prospanica Annual Conference 2022

11/3/2022 Historically Black Colleges and Universities Career Marketplace

11/8/2022 Bowie State University Virtual Career Fair

11/8/2022 Historically Black Colleges and Universities & Hispanic Serving Institutions Virtual Career Fair

1/5/2023 Outreach to University of North Texas 

1/18/2023 Consumer Financial Protection Bureau Learning Cluster on Youth Use of Financial Technology

2/9/2023 Southern District of New York Federal Bar Association Talking with Trailblazer Program

2/14/2023 Outreach to DuVal High School

2/16/2023 On-Campus Visit to Coppin State University

2/17/2023 Virtual Career Fair at Georgetown University

2/22/2023 Spring 2023 Hispanic-Serving Institutions Virtual Career Expo

2/23/2023 College Diversity Network Virtual Career Fair

2/28/2023 Presentation to South Carolina State University Business Students

2/28/2023 In-Person Outreach to Claflin University

3/1/2023 American Bar Association White Collar Crime Conference

3/1/2023 Norfolk State University Career Fair

3/2/2023 In-Person Outreach to Allen University Accounting Students

3/7/2023 Texas Women’s University Career & Internship Expo

3/8/2023 Norfolk State University Virtual Career Fair
42 | OFFICE OF MINORITY AND WOMEN INCLUSION

Appendix B. Continued.

3/22/2023 SEC in Classroom Program

3/29/2023 Office of the Investor Advocate Investor Law School Clinic Summit

3/30/2023 Commissioners Peirce, Lizárraga and John Moses outreach to Howard Dilworth Woodson 

High School

3/31/2023 HD Woodlawn DC Schools

4/5/2023 Commissioner Peirce Outreach to Shaw High School

4/16/2023 National Native American Bar Association Annual Meeting

4/19/2023 Outreach to Delaware State University

5/3/2023 Joint Presentation (OIEA and OMWI) to Haskell Indian Nations University

5/5/2023 Commissioner Lizárraga's visit to Anne Richard's High School, Austin Texas in conjunction with 

Anthony McNeal of the Fort Worth Regional Office 

5/17/2023 SEC Historical Society - 10th Anniversary of OMWI

5/19/2023 Empowering Males of Color Conference – DC Public Schools

5/30/2023 Outreach Visit to Catholic University of America

5/31/2023 Meeting with Dean Ikem and Jennifer Steele from Jackson State University

6/6/2023 National Association of Black Accountants National Convention and Expo

6/8/2023 Outreach Visit to University of Law Vegas Business School

6/14/2023 Hire Oklahoma Multi-University Alumni Career Fair

6/16/2023 Alliance In-Person Career Fair in Collaboration with Texas Southern University & Prairie View 

University Alumni Associations & Career Centers & Alumni Associations (HBCU)

7/1/2023 Outreach Visit to North Carolina Central University (HBCU)

7/12/2023 SEC Diversity Career Fair

7/19/2023 National Association of Women Lawyers Annual Meeting

7/20/2023 South Asian Bar Association Annual Conference

7/24/2023 The LGBTQ+ Bar Conference

7/29/2023 National Bar Association Convention & Exhibits

8/1/2023 HBCU Philanthropy Symposium

8/18/2023 SEC and Catholic Law Securities Program

8/20/2023 2023 Association of Latino Professionals Conference

9/6/2023 Hispanic National Bar Association Annual Conference

9/8/2023 Georgetown University Career Fair
FY 2023 ANNUAL REPORT TO CONGRESS | 43

9/10/2023 National Association of Minority and Women Owned Law Firms Annual Conference

9/12/2023 National Black MBA Conference

9/12/2023 Saginaw Valley State University Accounting & Finance Networking and Employment Fair (PWI)

9/13/2023 Association of African American Financial Advisors Annual VISION Conference

9/13/2023 Michigan State University Careers in Business: Accounting/Finance Fair (PWI)

9/16/2023 Toyota HBCU New York Classic Career Expo

9/19/2023 Virginia State University Fall College Career Expo (HBCU)

9/20/2023 Facilitated Meeting between Chair Gary Gensler and Dr. Tony Allen

9/30/2023 National Society of High School Scholars

Appendix B. Continued.
44 | OFFICE OF MINORITY AND WOMEN INCLUSION

Appendix C

Strategic Diversity Job Boards

Organization

 Association of Latino Professionals for America

Accounting Finance Women's Alliance

African American Attorney Network

Blacks in Technology

Buttermilk Club

Financial Services Professionals

Handshake

Hispanic National Bar Association

Korean American Lawyers Association of Greater New York 

Minority Bar Association of Western New York

Minority Corporate Counsel Association 

Minority Professional Network 

National Asian Pacific American Bar Association

National Association of Black Accountants 

National Association of Black Compliance & Risk Management Professionals

National Association of Women Lawyers 

National Bar Association

National Black MBA Association

National LGBTQ+ Bar Association

National Society of Black Certified Public Accountants, Inc.

Native American Bar Association 

Professional Diversity Network

Prospanica - The Association of Hispanic MBAs & Business Professionals

South Asian Bar Association

Women in Investing 

Women’s Bar Association, DC
FY 2023 ANNUAL REPORT TO CONGRESS | 45

Appendix D

OMWI Engagement Organizations

Organization

100 Women in Finance

Accounting & Financial Women's Alliance

Allen University

Alliance of Black Women Accountants

American Bar Association - White Collar Crime Committee 

American Indian Law Center, Inc.

Ascend

Association of Asian American Investment Managers

Association of Latino Professionals for America

Black Ambitions

Black In-House Counsel Network

Bowie State University

Buttermilk Club

California State University, Los Angeles 

Center for Black Equity

Claflin University

Council of Urban Professionals

Council on Legal Education (CLEO)

Council on Legal Education and Opportunity, Inc.

Delaware State University Financial Literacy Institute 

Diverse Lawyers Network

Financial Services Professionals

Girl Scouts of America, Inc.
46 | OFFICE OF MINORITY AND WOMEN INCLUSION

Appendix D. Continued.

HBCU Business Deans

HBCU White House Initiatives

Hispanic Association of Colleges and Universities

Hispanic Bar Association of the District of Columbia

Hispanic National Bar Association

International Leadership Foundation

Jackson State University -College of Business

LatinoJustice PRLDEF

Morgan State University

Ms. JD 

National Asian Pacific American Bar Association

National Association of Securities Professionals

National Association of Black Accountants

National Association of Black Accountants, Metropolitan D.C. Chapter

National Association of Black Compliance & Risk Management Professionals 

National Association of Investment Companies

National Association of Minority & Women Owned Law Firms

National Association of Women Lawyers

National Bar Association 

National Bar Association, Greater Washington Area Chapter

National Black MBA Association, Inc.

National Diversity Coalition

National Native American Bar Association

National Urban League

New America Alliance

New York City Bar Association Office of Diversity, Equity, Inclusion and Belonging

OUT in Finance

PROSPANICA

Reaching Out (MBA)
FY 2023 ANNUAL REPORT TO CONGRESS | 47

Appendix D. Continued.

SAGE

South Asian Bar Association of North America

Southern University Law Center

Take Your Seat

The Institute for Inclusion in the Legal Profession

The LGBTQ+ Bar Association

Thurgood Marshall College Fund

United Negro College Fund

Williams Franklin Foundation

Women's Bar Association of D.C.
48 | OFFICE OF MINORITY AND WOMEN INCLUSION

Appendix E

Programs for Special Observances 

and Other Events Celebrating 

Affinity Groups

Date Event

10/5/2022 New York Regional Office’s HALO Celebration of National Hispanic American Heritage Month - 

Fireside Chat with Dean David Lopez

10/11/2022 National Coming Out Day: Sharing Our Stories with the Pride Alliance

10/18/2022 Women's Committee Financial Education Series - Ethics of Investing - The Do's and Don’ts of 

Securities Transactions

10/19/2022 Asian American Pacific Islander Committee Fireside Chat with Commissioner Uyeda

10/25/2022

Second Annual Interagency Hispanic Heritage Month program comprised of representatives 

from Hispanic employee affinity groups at various Financial Institutions Reform, Recovery, and 

Enforcement Act agencies, part of AHORA (Amigos and Hispanics of Regulatory Agencies)

10/26/2022 2022 National Disability Employment Awareness (NDEAM) with guest Haley Moss

11/2/2022 Women’s Committee Lunch and Learn - College Savings & 529 Plans/Alternatives

11/8/2022 ‘His Name is George Floyd’ – A Conversation About Social Injustice

11/10/2022 Veterans Day 2021 Observation: SEC Memory Book

11/10/2022 Veterans Day 2022: A Conversation with Our Veterans About Service”

11/16/2022 Women’s Committee Event: Caring for Aging Parents and Elders

11/16/2022 National Native American Heritage Month with Joel West Williams, Deputy Solicitor for Indian 

Affairs, U.S. Department of the Interior, discussing the Importance of Tribal Consultation

12/7/2022 OMWI Employee Affinity Group Leadership Summit

12/13/2022 DIAC Membership Meeting

1/31/2023 Hispanic And Latino Opportunity, Leadership and Advocacy Committee Book Club with 

Commissioner Lizárraga

1/31/2023

Salt Lake Regional Office, Philadelphia Regional Office of the Securities and Exchange Commission, 

and Hispanic and Latino Opportunity, Leadership and Advocacy Committee event with Judge Luis 

Felipe Restrepo of the U.S. Court of Appeals for the Third Circuit

2/7/2023 New York Regional Office's Black History Month Celebration with Lisa M. Fairfax, Presidential 

Professor of Law, University of Pennsylvania Carey Law School

2/9/2023 Enforcement Diversity Dialogue

2/10/2023

Atlanta Regional Office and Salt Lake Regional Office Black history Month - Black Resistance: 

Insight of an Expert with Dr. Vicki Crawford, the Director of the Office of the Morehouse College 

Martin Luther King Jr. Collection and Professor of Africana Studies
FY 2023 ANNUAL REPORT TO CONGRESS | 49

2/15/2023 Black History Month Signature Event with Public Company Accounting Oversight Board Chair Erica 

Y. Williams

2/22/2023 Philadelphia Regional Office Celebration of Black History Month with Peter Harvey, Former New 

Jersey Attorney General

2/28/2023

Salt Lake Regional Office Diversity Committee, in collaboration with OMWI and the American 

Indian Heritage Committee, welcomed guest speaker Elizabeth Kronk Warner, dean of S.J. Quinney 

College of Law at the University of Utah to discuss "Cutting Signs a Personal and Legal Path"

3/1/2023

Women’s History Month Event: A Conversation with Women Who Lead SEC Regional Office. The 

Women’s Committee and the Diversity and Inclusion Committee of the Chicago Regional Office 

co-sponsored this event to bring together the five female leaders of SEC regional offices Regional 

Directors Antonia Apps (New York Regional Office), Tracy Combs (Salt Lake Regional Office), 

Nekia Jones (Atlanta Regional Office), Michele Layne (Los Angeles Regional Office) and Monique 

Winkler (San Francisco Regional Office)

3/8/2023 Hispanic And Latino Opportunity, Leadership and Advocacy Committee Membership Federal 

Employee Viewpoint Survey Briefing

3/16/2023 New York Regional Office Women's History Month program with Valerie Caproni, judge for the U.S. 

District Court for the Southern District of New York

3/17/2023 Diversity, Equity, Inclusion, and Accessibility Town Hall with Chair Gensler

3/20/2023 Pride Alliance Fireside Chat with Commissioner Lizárraga

3/22/2023 Signature Women's History Month Event with Michelle Singletary, Personal Finance Columnist for 

the Washington Post

3/22/2023 Los Angeles Regional Office Celebrates Women’s History Month with Broadcast Journalist Beverly 

White

3/27/2023

Leading Author Series with Carla Harris discussing her book, "Lead to Win: How to be a Powerful, 

Impactful, Influential Leader in Any Environment" with Nekia Jones, Director of the Atlanta 

Regional Office

3/28/2023

Women's History Month Event Hosted by Atlanta Regional Office, Boston Regional Office, Miami 

Regional Office, and New York Regional Office with Princess Jenkins of the organization "Women 

in the Black"

3/29/2023

Power in Presence: Division of Enforcement and Division of Examinations Diversity and Inclusion 

Committee Women's History Month Event featuring former Chair Elisse Walter and former 

Associate Director/Chief of the Foreign Corrupt Practices Act Unit Cheryl Scarboro, moderated 

by Joy G. Thompson, Associate Regional Director, Division of Examinations, Philadelphia Regional 

Office

4/12/2023 Financial Empowerment and Career Program with High Schools hosted by the African American 

Council

4/13/2023 Hispanic And Latino Opportunity, Leadership and Advocacy Committee Book Club discussion: 

Trust by Hernan Diaz

4/19/2023 Sixth Annual Holocaust Remembrance Event with Author Susannah Heschel, professor of Jewish 

Studies at Dartmouth College.

4/19/2023 Los Angeles Regional O Diversity Committee Town Hall with Asim Rehman, Commissioner and 

Chief Administrative Law Judge for New York City’s Office of Administrative Trials and Hearings 

4/26/2023 Los Angeles Regional Office and San Francisco Regional Office's three-part series Diversity, Equity, 

and Inclusion and Compliance Outreach Event: Investing in Women and Minorities

5/4/2023 Joint Employee Affinity Group Allyship Event: Allyship, Learning, Leading, and You: Supporting All 

of Our Communities

5/9/2023 Women's Committee Resiliency Series: Why Mindfulness Matters

Appendix E. Continued.
50 | OFFICE OF MINORITY AND WOMEN INCLUSION

5/9/2023

Los Angeles Regional Office Asian American Native Hawaiians Pacific Islander Heritage Month 

Speaker Event featuring Gabriel "Jack" Chin, Professor at the University of California Davis School 

of Law.

5/10/2023

Asian American Native Hawaiians Pacific Islander Month Signature Event featuring a fireside 

chat between Division of Enforcement Director and co-Executive Sponsor, Gurbir Grewal and 

Congressman Andy Kim of the Third Congressional District of New Jersey

5/15/2023 Fort Worth Regional Office Presents Fireside Chat with U.S. Attorney Alamdar Hamdani, Southern 

District of Texas

5/19/2023

Asian American Native Hawaiians Pacific Islander Heritage Month Interagency with SEC, National 

Credit Union Administration and the Commodities Future Trading Commission Event featuring a 

panel discussion with SEC Commissioner Mark T. Uyeda, CFTC Commissioners Christy Goldsmith 

Romero and Caroline D. Pham

5/24/2023

New York Regional Office Asian American Native Hawaiians Pacific Islander Presentation on Asian 

American legal history and Fireside Chat with Honorable Denny Chin, a U.S. Circuit Judge for the 

United States Court of Appeals for the Second Circuit

5/25/2023 Memorial Day Event featuring Col. N'Keiba Estelle

6/13/2023 OMWI and Employee Affinity Group table at Chief Enforcement Conference

6/14/2023 African American Council Juneteenth Meeting

6/14/2023

Los Angles Regional Office’s Diversity Committee invites you to join them in a town hall celebrating 

Pride month with the Honorable Beth Robinson of the United States Court of Appeals for the 

Second Circuit

6/15/2023 African American Council & Caribbean American Heritage Committee Book Discussion: Black Cake

6/15/2023 Diversity, Equity, Inclusion, and Accessibility Strategic Plan Feedback Session

6/27/2023

New York Regional Office Pride Event fireside chat with Andrew Bruck, who is currently the Chief 

of Staff and Associate Deputy Attorney General in the office of the Deputy US Attorney General, 

Lisa Monaco, moderated by Pride Alliance Executive Sponsor, Jorge Tenreiro

6/29/2023 Caribbean American Heritage Month Signature Program with Karen Andre, Associate Director for 

consumer education and external affairs at the Consumer Financial Protection Bureau. 

7/13/2023 Women's Committee Resiliency - signs and symptoms of anxiety and stress

7/19/2023 Division of Enforcement Diversity and Inclusion Committee Fireside Chat with Commissioner Uyeda 

and Division of Enforcement’s Olivia Choe

8/2/2023 Hispanic and Latino Opportunity, Leadership and Advocacy Committee Book Club Discussion: How 

Not to Drown in a Glass of Water by Angie Cruz

8/7/2023 Women's Committee and Caribbean American Heritage Committee Baby Items Drive

8/16/2023

San Francisco Regional Office – Asian American Pacific Islander Committee Book Club discussion 

with author Gail Tsukiyama of "The Brightest Star: A Historical Novel Based on the True Story of 

Anna May Wong"

9/25/2023 Philadelphia Regional Office Hispanic Heritage Month Program with Honorable Jose Almonte, 

United States Magistrate Judge in the District of New Jersey

9/26/2023 50th Anniversary of the 1973 Rehabilitation Act

9/27/2023 Lunch and Learn on the New Laws Protecting the Rights of Pregnant and Nursing Workers

Appendix E. Continued.
FY 2023 ANNUAL REPORT TO CONGRESS | 51

Appendix F

Supplier Diversity Conferences and 

Outreach Events

Event Date Title

10/12/22 National Small Business Federal Contracting Summit - DC Hybrid Fall

11/9/2022 United States Hispanic Chamber of Commerce Small Business Procurement Matchmaking 

Virtual Event

12/1/2022 Simply Matchmaking: A GovCon Optimization Event - Chamber of Commerce & Ohio PTAC

12/8/2022 U.S. Agency for International Development Women-Owned Business Outreach Event 

& Matchmaking

2/15/2023 2023 National Small Business Conference - National 8(a) Association

3/23/2023 2023 Women’s Business Enterprise National Council National Conference

3/29/2023 U.S. Women’s Chamber of Commerce National Small Business Federal Contracting Summit

4/5/2023 U.S. Women’s Chamber of Commerce National Small Business Federal Contracting Summit

4/6/2023 2023 Reservation Economic Summit 

4/20/2023 Government Procurement Conference

6/8/2023 CelebrAsian Annual Conference

6/8/2023 National Association of Black Accountants Panel and Matchmaking Event

7/19/2023 2023 National Small Business Federal Contracting Summit DC Area - Matchmaking Event

7/26/2023 2023 National Small Business Federal Contracting Summit DC Area - Matchmaking Event
52 | OFFICE OF MINORITY AND WOMEN INCLUSION

Endnotes

1 The SEC’s DEIA Strategic Plan is available at 2023-2026 SEC DEIA Strategic Plan.

2 Currently, Allison Wise is OMWI’s Acting Director.

3 Formerly known as Lesbian, Gay, Bisexual, and Transgender (LGBT) Committee.

4 OMWI provides program support for all EAGs except the Veterans Committee, which receives program support 

from OHR.

5 SEC leaders actively work with, and support, the EAGs. Each EAG is sponsored by both an Executive (Senior 

Officer) and a SEC Commissioner. All EAGs have a representative who serves on the SEC Diversity Council, 

which is chaired by Chair Gensler.

6 See FAR Subpart 19.5 – Set-Asides for Small Businesses for more information.

7 “Vendor payments” are the actual funds the SEC paid to vendors. Contact performance may not occur within 

the same fiscal year that contracts are awarded, and payments made during the fiscal year in many instances are 

for goods or services provided under contracts awarded in prior fiscal years. As a result, the dollar amounts for 

contract payments and contract awards in a given fiscal year are not directly comparable.

8 OMWI relies on socioeconomic business designations from award data sourced from Sam.gov to identify 

vendors in the payment data. SEC makes payments to businesses that are not always identifiable from award 

data, such as longer-term operating expenses like lease payments on SEC office space. When vendors cannot be 

socioeconomically identified, they are excluded from analysis and not included in the overall total.

9 In the payment data, businesses that are both minority- and women-owned are counted in the designated 

minority group categories. For example, an Asian women-owned business would be counted as an Asian-owned 

business. The minority group categories are inclusive of both women- and men-owned firms.

10 “Contract actions” are the net amount of funds obligated for all contract actions, which includes new awards 

and modifications – both additional obligations and deobligations – that the SEC entered into the Federal Data 

Procurement Systems (FPDS) during the fiscal year. 

11 The agencies are Office of the Comptroller of the Currency, Board of Governors of the Federal Reserve System, 

Federal Deposit Insurance Corporation, National Credit Union Administration, and Consumer Financial 

Protection Bureau.

12 See the “Final Interagency Policy Statement Establishing Joint Standards for Assessing the Diversity Policies 

and Practices of Entities Regulated by the Agencies,” Release No. 34-75050; File No. S7-10-15; 80 FR 33016 

(June 10, 2015).

U.S. Securities and Exchange Commission

Office of Minority and Women Inclusion

Washington, DC