U.S. Securities and Exchange Commission 

Office of Minority and Women Inclusion

____________________________________________________ 

Annual Report to Congress

April 2015
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.
Contents

Introduction..................................................................................................1

Background..................................................................................................2

Workforce Diversity and Inclusion.......................................................................4

Outreach and Recruitment...........................................................................4

 Training.................................................................................................6

Performance Measurement...........................................................................6

 Workforce Diversity Metrics.........................................................................7

Student Outreach Initiatives........................................................................20

Work Environment..................................................................................22

Challenges and Next Steps.........................................................................24

Supplier Diversity.......................................................................................25

Outreach and Technical Assistance...............................................................25

Supplier Diversity Metrics..........................................................................26

Challenges and Next Steps.........................................................................32

Contractor Workforce Inclusion......................................................................33

Regulated Entities........................................................................................34

Conclusion and FY 2015 Outlook..................................................................35

Appendices.................................................................................................36
1

Introduction

The Office of Minority and Women Inclusion (OMWI) was established within the U.S. 

Securities and Exchange Commission (SEC) pursuant to Section 342 of the Dodd-Frank Wall 

Street Reform and Consumer Protection Act of 2010 (the Dodd-Frank Act), and assigned 

responsibility for all matters relating to diversity in the agency’s management, employment, and 

business activities. 

OMWI is required under Section 342(e) of the Dodd-Frank Act to annually report to 

Congress on the actions the SEC and OMWI have taken to advance the agency’s workforce and 

supplier diversity objectives and to comply with other requirements of the Act. The annual report 

must address the amounts paid to SEC contractors since the previous report; the percentage of 

the total amounts paid to SEC contractors that were minority-owned and women-owned 

businesses; the successes achieved and the challenges faced in operating minority and women

outreach programs, hiring qualified minority and women employees, and contracting with 

qualified minority-owned and women-owned businesses; and any other information, findings, 

conclusions or recommendations for legislative or agency action deemed appropriate by the 

Director of OMWI.

1

 

OMWI submits this Annual Report pursuant to Section 342(e) of the Dodd-Frank Act.

Unless otherwise noted, this report covers the period October 1, 2013 to September 30, 2014. 

 1 Section 342(g)(3) of the Dodd-Frank Act provides that the term “minority” has the same meaning as in section 

1204(c) of the Financial Institutions Reform, Recovery, and Enforcement Act of 1989 (12 U.S.C. 1811 note), which 

defines the term to mean “Black American, Native American, Hispanic American, and Asian American.” For 

purposes of this report, these demographic groups are identified by the categories for race and ethnicity that the 

Equal Employment Opportunity Commission (EEOC) adopted for the Federal Agency Annual EEO Program Status 

Report (EEO MD-715). The categories are: “Hispanic or Latino,” “Black or African American,” “Asian,” “Native 

Hawaiian or Other Pacific Islander,” “American Indian or Alaska Native,” and “Two or More Races.” These 

categories also are consistent with the minimum standards for maintaining, collecting and presenting data on race 

and ethnicity prescribed by the Office of Management and Budget. See Revised Standards for the Classification of 

Federal Data on Race and Ethnicity, 62 FR 58782 (October 30, 1997). 
2

Background

The U.S. Securities and Exchange Commission

The U.S. Securities and Exchange Commission (the SEC or the agency) is headed by a 

bi-partisan Commission consisting of five Commissioners appointed by the President and 

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

mission of the SEC is to protect investors, maintain fair, orderly and efficient markets, and 

facilitate capital formation. Accordingly, the agency’s goals are to establish and maintain an 

effective regulatory environment, promote compliance with the Federal securities laws, facilitate 

access to information needed to make informed investment decisions, and enhance the agency’s

performance through effective management of human resources, information, and financial 

capital. 

The SEC oversees more than 25,000 market participants, including nearly 12,000 

investment advisers, approximately 10,500 mutual funds and exchange traded funds, nearly 

4,500 broker-dealers and approximately 450 transfer agents. The agency also oversees 18 

national securities exchanges, 10 registered credit rating agencies and eight active registered 

clearing agencies, as well as the Public Company Accounting Oversight Board, Financial 

Industry Regulatory Authority, Municipal Securities Rulemaking Board, the Securities Investor 

Protection Corporation, and the Financial Accounting Standards Board. The SEC also has 

responsibility for selectively reviewing the disclosures and financial statements of approximately 

9,000 reporting companies.

The SEC’s functional responsibilities are carried out through five main divisions and 22 

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

offices located throughout the country. As of the end of FY 2014, the SEC employed 4,235 

permanent and temporary employees.2

The Office of Minority and Women Inclusion

In accordance with Section 342 of the Dodd-Frank Act,

3 the SEC established its Office of 

Minority and Women Inclusion in July 2011, and appointed its first Director in January 2012. 

The Director for OMWI is a Senior Officer position reporting directly to the Chair. As of the 

date of this report, OMWI has a staff of ten permanent employees, including the director, deputy 

director, attorney adviser, and analysts dedicated to the office’s major functional areas –

workforce diversity and supplier diversity.

 2 The SEC employee count data presented in this report was retrieved from the Federal Personnel and Payroll 

System (FPPS) on November 7, 2014, and includes all permanent and temporary employees.

3 Pub. L. No. 111-203, 124 Stat. 1376, July 11, 2010, codified as 12 U.S.C. § 5452.
3

OMWI is responsible for providing leadership and guidance for all of the SEC’s diversity 

and inclusion efforts. Section 342 of the Dodd-Frank Act requires the OMWI Director to develop 

standards for ensuring equal employment opportunity and the racial, ethnic, and gender diversity 

of the workforce and senior management of the agency, increasing participation of minorityowned and women-owned businesses in the SEC’s programs and contracts, and assessing the 

diversity policies and practices of entities regulated by the SEC.4 The OMWI Director is also

required to advise the Commission on the impact of the SEC’s policies and regulations on 

minority-owned and women-owned businesses.

5 Further, the OMWI Director is required to 

submit to Congress an annual report regarding the actions taken by the agency and OMWI to 

implement the requirements of Section 342 of the Dodd-Frank Act.6

 4 See Section 342(b)(2)(A)-(C). 5 See Section 342(b)(3). 6 See Section 342(e).
4

Workforce Diversity and Inclusion

The SEC is committed to attracting, engaging, and retaining a diverse and skilled 

workforce. To that end, the SEC strives to cultivate an inclusive work environment where all 

employees are treated fairly, valued, and respected. While all SEC Divisions and Offices have a 

role in ensuring equal employment opportunity and workforce diversity and inclusion, direct 

management responsibilities are divided among three offices — OMWI, the Office of Equal 

Employment Opportunity (OEEO), and the Office of Human Resources (OHR). OMWI 

coordinates and collaborates with OEEO and OHR to implement the agency’s multi-pronged 

strategy for achieving and sustaining a diverse workforce, and cultivating an inclusive work

environment. 

The SEC’s Diversity Council held its inaugural meeting in May 2014. The Diversity 

Council was formed to advise the Commission on all agency matters relating to diversity, 

including management, employment, and business activities. Commissioner Luis A. Aguilar 

serves as the chair of the Diversity Council and its 20 members include representatives from 

agency management, the National Treasury Employees Union (NTEU), and SEC-sponsored 

Employee Resource Groups. OMWI and OHR have non-voting representation on the Diversity 

Council. The Chair’s Deputy Chief of Staff attends the Council meetings as an observer. The 

Diversity Council plays an important role in promoting diversity and inclusion at the SEC.

Key components of the SEC’s strategy for workforce diversity include strategic outreach 

and recruitment, training for employees, supervisors, and managers in EEO and diversity 

awareness, and monitoring and assessing performance. OMWI introduced new initiatives in FY 

2014 to advance the SEC’s workforce diversity objectives, which are described below in the 

discussion of Outreach and Recruitment and Performance Measurement. The analyses of SEC 

workforce statistics and employee surveys presented in this report indicate that the SEC is 

making progress towards improving workforce diversity. To continue this progress, the SEC will

continue its efforts to improve the representation of women and minority employees in SEC

mission critical occupations and in supervisory and senior management positions. 

Outreach and Recruitment

The SEC’s outreach and recruitment activities have focused primarily on enhancing 

diversity in the agency’s four mission critical occupations — attorney, accountant, economist, 

and securities compliance examiner. OMWI has been successful in enlisting the participation of 

SEC staff, and minority and women professional associations and educational organizations in 

the SEC’s outreach and recruitment efforts. In FY 2014, OMWI took steps to make the outreach 

and recruitment component of the agency’s strategy for attaining workforce diversity more 

effective.
5

Strategic Partnerships. In FY 2014, OMWI accomplished its goal of establishing new 

and strengthening existing collaborative relationships with minority and women professional 

associations and educational organizations, whose members are in professional occupations 

included in the SEC’s workforce. OMWI considers these collaborative relationships essential for 

developing and maintaining a pipeline of minority and women candidates for careers at the SEC. 

As of the end of FY 2014, 18 partnering organizations had signed letters confirming their

commitment to: (1) timely disseminate information received from OMWI about current SEC 

employment and internship opportunities; (2) exchange ideas and best practices for the purpose 

of enriching diversity and inclusion at the SEC; and (3) continuously evaluate the current 

communication and engagement methods between the organization and OMWI. 

Regional Outreach Coordinators. In FY 2014, OMWI established Regional Outreach 

Coordinators in each of the SEC’s 11 Regional Offices to help organize and manage the 

participation of employees from their respective offices in the SEC’s recruitment and outreach 

efforts. Approximately, 80 employees from SEC regional offices participated in diversity 

outreach events during FY 2014. As discussed below, OWMI has begun to collect information to 

assess the impact of participation in outreach and recruitment events on the demographic 

composition of applicant pools for SEC vacancies. 

Diversity Champions. OMWI has been successful in obtaining employee support for the 

agency’s workforce diversity and inclusion efforts, as evidenced by the steadily increasing

number of employees who volunteer to assist with outreach and recruitment as Champions for 

Diversity. In FY 2014, SEC employees participated in over 40 diversity outreach and recruitment 

initiatives nationwide. SEC employees served as speakers and panelists at conferences and

meetings of the partnering organizations, and represented the agency at career fairs. SEC 

employees participating in outreach and recruitment helped promote the SEC as an employer of 

choice by providing information on a wide-variety of topics including the specialized skills and 

experience needed for employment at the SEC; the career paths available to employees who join 

the agency; and tips on how to succeed through the application process. A list of the FY 2014 

outreach and recruitment events is set forth in the Appendix A.

Employment Advertising. OMWI continued to rely on employment advertising to 

attract diverse applicant pools for SEC vacancies. OMWI sent weekly “job blasts” to 

organizations that have committed to helping the agency with outreach and recruitment, and 

more than 100 diverse professional organizations. OMWI also posted more than 400 

advertisements on national job board sites for organizations whose members are primarily 

minorities and women in professions aligned with SEC’s mission critical occupations. Further, 

the SEC expanded its use of social media sources as part of its recruitment strategy to attract 

candidates who may not search for employment opportunities through traditional means. In FY 

2014, the agency established a LinkedIn recruitment profile that already has more than 13,900 
6

followers. OMWI’s goal is to achieve a wider-distribution of SEC job announcements to attract 

potential candidates.

Training

OMWI continued to offer training opportunities to enhance cultural awareness and 

inclusiveness. In FY 2014, OMWI expanded its offerings for all employees to include 

“Generational Differences: Achieving Success in a Multi-Generational Workforce” and 

“Cultural Sensitivity in the Workplace: Navigating through Cross-Cultural Differences,” an 

interactive presentation led by experts in the field. OMWI also sponsored or co-sponsored with 

OHR or OEEO courses that were specifically geared toward supervisors and managers, including 

“Everyday Bias in the Performance Management Process” and “Hiring Best Practices: EEO and 

Diversity Perspectives.”

Performance Measurement

Evaluation and performance measurement are essential to the success of workforce 

diversity initiatives. In FY 2014, OMWI took steps to develop additional metrics for assessing 

the impact of the actions taken to enhance the racial, ethnic, and gender diversity of the SEC 

workforce and senior management. 

Applicant Data Analyses. In FY 2014, the Office of Personnel Management made 

available to the SEC applicant flow data for SEC vacancies filled through the USAJOBS.gov 

website. As a result, OMWI now has access to data showing the gender, race, and ethnicity of 

applicants for the SEC’s four mission critical occupations. OMWI will analyze the data to 

determine the diversity in the applicant pools for mission critical occupations, which in turn 

should help to provide a measure of the effectiveness of outreach and recruitment activities.7

New Application Question for Job Applicants. For those positions advertised on the 

USAJOBS.gov website, applicants are asked, “How did you become aware of the vacancy?” and 

instructed to check all of the following applicable options: USAJOBS, Facebook, LinkedIn, 

Twitter, SEC Employee, SEC Website, Career Fair, Conference, and Job Board (e.g., Monster). 

During the last quarter of FY 2014, an additional option was added for applicants responding to 

this question for SEC vacancies to check “Affiliation with a Professional or Diversity 

Association.” OMWI will consider the responses of Career Fair, Conferences, Job Boards, and 

Affiliation with a Professional or Diversity Association in measuring the extent to which interest 

in and applications for SEC vacancies are attributable to OMWI’s outreach and recruitment

 7 As outlined in the Equal Employment Opportunity Commission’s Management Directive 715, applicant flow and 

hiring data are analyzed as part of the EEO Program self-assessment that agencies must conduct to determine 

whether barriers exist to equal employment opportunity. 
7

activities, particularly, its collaborative relationships with minority and women professional 

associations and educational organizations. 

Quarterly Snapshots. Since its inception at the SEC, OMWI has worked closely with 

the senior management of the agency to develop and implement division and office specific

diversity and inclusion initiatives. OMWI provides Senior Officers with workforce demographic 

profiles and personnel activity data (e.g., hires, promotions, and separations) for their respective 

division or office. In FY 2014, OMWI began publishing Quarterly Snapshots of the SEC’s 

workforce that show the current representation of minorities and women and the results of recent 

hiring activities for each division and office. The Quarterly Snapshots are available to all 

employees on the SEC internal website. OMWI believes the Quarterly Snapshots promote 

transparency, accountability and engagement in the agency’s workforce diversity efforts.

Internal Controls. Consistent with the recommendations of the SEC’s Office of 

Inspector General (OIG) report entitled Audit of the Representation of Minorities and Women in 

the SEC’s Workforce, Report No. 528 (Nov. 20, 2014), OMWI has begun developing internal 

policies and procedures to formalize its diversity efforts and programmatic activities, including 

systematic and comprehensive methods to monitor and evaluate the effectiveness of its activities. 

Workforce Diversity Metrics

FY 2014 Workforce Profile. In FY 2014, the SEC employed 4,235 permanent and 

temporary employees in its workforce. Nearly two-thirds of SEC employees worked at the 

agency’s headquarters in Washington, D.C., and one-third worked in the SEC’s 11 regional 

offices. Employees in mission critical occupations — attorneys, accountants, economists and 

securities compliance examiners — comprised approximately 71 percent of the SEC workforce. 

The remaining 29 percent of the SEC workforce consisted of paralegal specialists and employees 

in administrative and program, management and program analysis, and IT management 

occupations. These occupations are collectively referred to as “additional occupations” in certain 

charts below. 

Figure 1 shows SEC workforce representation by race and ethnicity. As of the end of FY 

2014, 67.3 percent of the employees in the SEC workforce self-identified as White, 16.6 percent 

as Black or African American, 10.8 percent as Asian, 4.5 percent as Hispanic or Latino, .4 

percent as American Indian or Alaska Native, .1 percent as Native Hawaiian or Other Pacific 

Islander, and .3 percent as Two or More Races. 
8

Figure 1 FY 2014 Workforce Representation by Race and Ethnicity

Source: Federal Personnel and Payroll System (FPPS) Fiscal Year 2014 data retrieved November 7, 2014. “All Other 

Categories” includes the Native Hawaiian or Other Pacific Islander, American Indian or Alaska Native, and Two or 

More Races categories, which combined comprised less than 1 percent of the SEC workforce.

As depicted in Figure 2, men comprised 53.9 percent and women comprised 46.1 percent 

of the SEC workforce in FY 2014. 

Figure 2 FY 2014 Workforce Representation by Gender

Source: Federal Personnel and Payroll System (FPPS) Fiscal Year 2014 data retrieved November 7, 2014.

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

is shown in Figure 3. The representation of women in the SEC workforce decreased slightly in 

67.3%

(2,852)

16.6%

(705)

10.8%

(458)

4.5% (189)

0.7% (31)

White African American

Asian Hispanic or Latino

All Other Categories

1,951

(46.1%)

Women

2,284

(53.9%)

Men
9

each fiscal year since FY 2012, and the representation of minorities increased incrementally over 

the same period. 

Figure 3 Representation of Minorities and Women in SEC Workforce

FY 2012-FY 2014

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Years 2012 - 2014 retrieved November 7, 2014.

Federal Workforce, Civilian Labor Force, and Relative Civilian Labor Force 

Comparison. To provide context for workforce diversity and inclusion efforts, Figure 4 shows 

how the gender, racial, and ethnic composition of the SEC workforce as of the end of FY 2014 

compared to the composition of the Federal workforce, the Civilian Labor Force (CLF), and the 

Relevant Civilian Labor Force (RCLF).8 In FY 2014, the SEC workforce had a greater 

representation of women than the Federal workforce and the RCLF, but a lower representation 

than the CLF. Women comprised 46.1 percent of the SEC workforce, compared to 43.3 percent 

of the Federal workforce, 45.6 percent of the RCLF, and 48.1 percent of the CLF.

Minorities collectively represented 32.7 percent of the SEC workforce in FY 2014, which 

was lower than the Federal workforce representation of minorities (34.9 percent). The SEC 

workforce had a greater representation of Asian employees (10.8 percent) than the Federal 

workforce (5.6 percent). The SEC workforce representation of employees from all other minority 

groups was lower than the representational percentages for these groups in the Federal 

workforce. 

 8 The RCLF is calculated by weighting the CLF data to reflect the professions most relevant to the SEC workforce. 

For example, Attorneys comprise 42 percent of the SEC workforce and Accountants comprise 23 percent of the SEC 

workforce, etc.

31.6% 32.1% 32.7%

47.2% 46.5% 46.1%

0%

10%

20%

30%

40%

50%

60%

FY12 FY13 FY14

Minorities Women
10

The 32.7 percent representation of minorities in the SEC workforce was greater than the 

27.6 percent representation of minorities in the CLF and the 20.3 percent representation of 

minorities in the RCLF. In addition, the SEC workforce had a greater percentage of Black or 

African American employees (16.6 percent) than the CLF (12 percent) and the RCLF (7.6 

percent). Similarly, the SEC workforce representation of Asian employees (10.8 percent) was 

greater than the CLF (3.9 percent) and the RCLF (5.4 percent) representation of Asian 

employees. However, the SEC workforce representation of Hispanic or Latino employees (4.5 

percent) was lower than the CLF (10 percent) and the RCLF (6.1 percent) representation. The 

representational percentage of employees from all other minority groups in the SEC workforce

— American Indian or Alaska Native (.4 percent), Native Hawaiian or Other Pacific Islander (.1 

percent) — was lower than, or equal to, their representational percentages in the CLF and the 

RCLF.

Figure 4 FY 2014 SEC Workforce -

Federal Workforce, Civilian Labor Force, and Relevant Civilian Labor Force Comparison

Demographic Groups

SEC FY 2014

Workforce

FY 2014

Federal 

Workforce

2010 Civilian 

Labor Force

2010 Relevant

Civilian 

Labor Force

Men 53.9% 56.7% 51.9% 54.4%

Women 46.1% 43.3% 48.1% 45.6%

Minorities 32.7% 34.9% 27.6% 20.3%

White 67.3% 65.1% 72.4% 79.7%

Asian 10.8% 5.6% 3.9% 5.4%

Black or African American 16.6% 17.6% 12.0% 7.6%

Hispanic or Latino 4.5% 8.2% 10.0% 6.1%

American Indian or Alaska Native 0.4% 1.8% 1.1% 0.7%

Native Hawaiian or Other Pacific Islander 0.1% 0.5% 0.1% 0.1%

Two or More Races 0.3% 1.2% 0.5% 0.5%

Sources: Federal Personnel and Payroll System (FPPS) for SEC FY 2014, U.S. Office of Personnel Management 

FedScope Federal Human Resources Data for FY 2014 Federal Workforce, and U.S. Census, EEO Tabulation for 2010 

Civilian Labor Force and 2010 Relevant Civilian Labor Force. As of the date of this report, the 2010 U.S. Census, EEO 

Tabulation was the most recent data available.

Mission Critical Occupations. A primary objective of SEC’s diversity and inclusion 

initiatives has been to enhance diversity in mission critical occupations. Figure 5 shows the 

number of employees in the SEC workforce by gender, race and ethnicity in mission critical 

occupations and additional occupations as of the end of FY 2014, and the percentage of SEC 

mission critical occupations and additional occupations held by each demographic group. 
11

Figure 5 Distribution of Employees by Gender, Race, and Ethnicity

in Mission Critical Occupations

Occupation 

Type Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American

Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

Mission 

Critical 

Occupations

1,760 1,241 2,309 123 221 334 2 9 3

58.6% 41.4% 76.9% 4.1% 7.4% 11.1% 0.1% 0.3% 0.1%

Additional 

Occupations

524 710 543 66 484 124 3 6 8

42.5% 57.5% 44.0% 5.3% 39.2% 10.0% 0.2% 0.5% 0.6%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Year 2014 retrieved November 7, 2014.

Figure 6 shows the employees in mission critical occupations by gender, race, and 

ethnicity for each fiscal year since FY 2012. The data for three years show that the total minority 

representation in mission critical occupations increased incrementally from FY 2012 to FY 2014. 

The representation of Asian employees in mission critical occupations increased incrementally 

over the three year period, while the representation of Hispanic or Latino employees remained 

unchanged and the representation of Black or African American employees decreased slightly.

Figure 6 Employees by Gender, Race, and Ethnicity in Mission Critical Occupations

FY 2012 – FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American

Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 2,870 1,675 1,195 2,224 118 216 301 1 8 2

2012 % 

of total 100% 58.4% 41.6% 77.5% 4.1% 7.5% 10.5% 0.0% 0.3% 0.1%

2013 2,972 1,743 1,229 2,305 117 225 312 2 9 2

2013 % 

of total 100% 58.6% 41.4% 77.6% 3.9% 7.6% 10.5% 0.1% 0.3% 0.1%

2014 3,001 1,760 1,241 2,309 123 221 334 2 9 3

2014 % 

of total 100% 58.6% 41.4% 76.9% 4.1% 7.4% 11.1% 0.1% 0.3% 0.1%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Years 2012 - 2014 retrieved November 7, 2014.
12

To better understand the diversity in the SEC workforce, the representation of women 

and minorities in the SEC’s mission critical occupations was compared to the representation of 

women and minorities in the same occupations in the CLF and the Federal workforce.

9 For each 

of the four mission critical occupations, Figure 7 shows the representation by gender, race, and 

ethnicity in the SEC workforce, Federal workforce, and the CLF. For all four mission critical 

occupations, the SEC workforce representation of Asian employees was greater than both the 

CLF and Federal workforce representation of Asian employees. 

For some mission critical occupations, a demographic group’s representation in the SEC 

workforce was above one of the benchmarks but below the other. For example, the SEC 

workforce representation of Black or African American attorneys and accountants was greater

than the CLF but lower than the Federal workforce representation of Black or African American 

attorneys and accountants. Similarly, the SEC workforce representation of women attorneys was

greater than the CLF but lower than the Federal workforce representation of women attorneys.

The SEC workforce representation of Hispanic or Latino accountants and securities compliance 

examiners was greater than the Federal workforce but lower than the CLF representation of 

Hispanic or Latino accountants and securities compliance examiners.

For some mission critical occupations, however, the SEC workforce representation of a 

demographic group was lower than the group’s representation in both the CLF and Federal 

workforce benchmarks. The SEC workforce representation of women accountants, economists, 

and securities compliance examiners was lower than the CLF and Federal workforce 

representation of women in these occupations. The representation of Black or African American 

economists and securities compliance examiners was lower in the SEC workforce than in the 

CLF and Federal workforce. Likewise, the Hispanic or Latino representation of attorneys and 

economists in the SEC workforce was lower than the CLF and Federal workforce representation 

of Hispanic or Latino professionals in these occupations. Improving representation in these areas 

will be the focus of OMWI’s continued outreach and recruitment strategies in FY 2015.

 9 For the federal workforce data, the following occupation series codes were used: Attorneys (0905), Accountants 

(0510), Economists (0110), and Compliance Examiners (1831 and 0570).
13

Figure 7 SEC FY 2014 Mission Critical Occupations –

Federal Workforce and Civilian Labor Force Comparison

Mission 

Critical 

Occupations Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two or 

More 

Races

FY 2014 SEC 

Attorneys 57.6% 42.4% 80.1% 3.2% 6.9% 9.3% 0.1% 0.3% 0.1%

FY 2014 FW 

Attorneys

51.9% 48.1% 79.6% 4.3% 8.6% 6.0% 0.2% 0.4% 1.0%

Occupational 

CLF 2010

66.7% 33.3% 86.4% 4.4% 4.7% 3.6% 0.0% 0.5% 0.4%

FY 2014 SEC 

Accountants 57.1% 42.9% 72.5% 5.7% 8.8% 12.5% 0.0% 0.3% 0.1%

FY 2014 FW 

Accountants

40.8% 59.2% 61.6% 4.6% 22.6% 8.6% 0.2% 1.3% 1.0%

Occupational 

CLF 2010

39.9% 60.1% 76.0% 6.1% 8.1% 8.6% 0.1% 0.6% 0.5%

FY 2014 SEC 

Economists 69.4% 30.6% 63.5% 2.4% 3.5% 29.4% 0.0% 1.2% 0.0%

FY 2014 FW 

Economists

65.8% 34.2% 77.8% 3.9% 7.1% 10.1% 0.0% 0.3% 0.8%

Occupational 

CLF 2010

67.1% 32.9% 81.0% 5.2% 5.5% 7.5% 0.1% 0.6% 0.2%

FY 2014 SEC 

Compliance 

Examiners

72.5% 27.5% 75.3% 5.1% 6.2% 12.9% 0.0% 0.0% 0.6%

FY 2014 FW 

Compliance 

Examiners

62.8% 37.2% 77.1% 5.0% 11.2% 5.0% 0.1% 0.6% 1.0%

Occupational 

CLF 2010

54.7% 45.3% 72.4% 6.7% 12.3% 7.7% 0.0% 0.4% 0.5%

Sources: Federal Personnel and Payroll System (FPPS) Fiscal Year 2014 data, U.S. Office of Personnel Management 

FedScope Federal Human Resources data, and U.S. Census, EEO Tabulation 2010 CLF data (the most recent data 

available), retrieved November 7, 2014. 

Supervisors and Managers. In the SEC workforce, 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 management positions.10

Senior Officers, the highest-ranking employees at the SEC, are equivalent to Senior Executive 

Service positions at other Federal agencies. During FY 2014, the SEC employed 817 supervisors 

and managers in its workforce. Of this total, 792 supervisors and managers held positions at

grade levels SK-15, SK-17, and Senior Officer.

 10 The SEC has supervisors in lower grade levels as well.
14

Figure 8 shows, for each fiscal year since FY 2012, the number and percentage of SEC 

supervisors and managers by gender, race, and ethnicity. While the number of women in 

supervisory and management positions increased in each fiscal year since FY 2012, the 

percentage of supervisory and management positions held by women decreased slightly from FY 

2013 to FY 2014. 

In each fiscal year since FY 2012, the number of minorities in supervisory and 

management positions in the SEC workforce increased overall. The percentage of supervisory 

and management positions held by minorities increased from FY 2012 to FY 2014, though the 

percentage dropped slightly from FY 2013 to FY 2014. As of the end of FY 2014, minorities 

held 21.5 percent and women held 38.2 percent of supervisory and management positions at the 

SEC. By comparison, minorities held 28.4 percent and women held 33.9 percent of supervisory

and management positions in the Federal workforce.

11

The representation of all but one minority group in the SEC’s supervisory and 

management positions increased from FY 2012 to FY 2014. The largest increase was seen in the 

representation of Black or African American and Asian employees at the supervisory and 

management level, though the representation of Asian employees decreased slightly from FY 

2013 to FY 2014. Since FY 2012, the representation of employees who are Hispanic or Latino, 

Native Hawaiian or Other Pacific Islander, and Two or More Races in supervisory and 

management positions increased incrementally, while the representation of American Indian or 

Alaska Native employees remained unchanged. 

Figure 8 SEC Supervisors and Managers by Gender, Race, and Ethnicity FY 2012 – FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 757 474 283 612 27 62 51 2 3 0

2012 % 

of total 100% 62.6% 37.4% 80.8% 3.6% 8.2% 6.7% 0.3% 0.4% 0.0%

2013 764 470 294 598 28 69 61 3 4 1

2013 % 

of total 100% 61.5% 38.5% 78.3% 3.7% 9.0% 8.0% 0.4% 0.5% 0.1%

2014 817 505 312 641 30 75 64 3 3 1

2014 % 

of total

100% 61.8% 38.2% 78.5% 3.7% 9.2% 7.8% 0.4% 0.4% 0.1%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Years 2012 - 2014 retrieved November 7, 2014.

 11 U.S. Office of Personnel Management FedScope Federal Human Resources data.
15

Appendix B contains tables showing the number of supervisors and managers at the SK 

15 and SK-17 grade levels by gender, race, and ethnicity for each fiscal year since FY 2012. 

Senior Officers. The representation in Senior Officer positions by gender, race, and 

ethnicity in each fiscal year since FY 2012 is shown in Figure 9. Since FY 2012, the SEC added 

11 Senior Officer positions and had 139 Senior Officers in its workforce as of the end of FY 

2014. While the number of Senior Officers who were minorities did not change from FY 2013 to 

FY 2014, the percentage representation of minorities at the Senior Officer level decreased from 

12.4 percent in FY 2013 to 11.5 percent in FY 2014. By comparison, 20.5 percent of Senior 

Executives in the Federal workforce were minorities.12 The number of Asian and Hispanic or 

Latino Senior Officers remained unchanged from FY 2013 to FY 2014, and the number of Black 

or African American Senior Officers increased from seven to eight. The percentage 

representation of Hispanic or Latino employees among Senior Officers decreased slightly from 

3.9 percent in FY 2012 to 2.2 percent in FY 2014, while the representational percentages for

Black or African American and Asian employees among Senior Officers increased incrementally 

during the same period. 

The number of women Senior Officers increased from 40 in FY 2012 to 48 in FY 2014.

The percentage representation of women at the Senior Officer level also increased over this 

period. Women represented 34.5 percent of the Senior Officers in FY 2014, compared to 31.3 

percent in FY 2012. By comparison, 33.9 percent of Senior Executives in the Federal workforce 

were women as of FY 2014.13

Figure 9 SEC Senior Officers by Gender, Race, and Ethnicity FY 2012 - FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 128 88 40 111 5 7 4 0 1 0

2012 % 

of total 

100% 68.8% 31.3% 86.7% 3.9% 5.5% 3.1% 0.0% 0.8% 0.0%

2013 129 85 44 113 3 7 5 0 1 0

2013 % 

of total 100% 65.9% 34.1% 87.6% 2.3% 5.4% 3.9% 0.0% 0.8% 0.0%

2014 139 91 48 123 3 8 5 0 0 0

2014 % 

of total 100% 65.5% 34.5% 88.5% 2.2% 5.8% 3.6% 0.0% 0.0% 0.0%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Years 2012 - 2014 retrieved November 7, 2014.

 12 U.S. Office of Personnel Management FedScope Federal Human Resources data. 13 U.S. Office of Personnel Management FedScope Federal Human Resources data.
16

New Hires. The new hires by gender, race and ethnicity for each year since FY 2012 are

shown in Figure 10. The SEC hired 381 new employees in FY 2014 – a 19.1 percent decrease 

from the 471 new employees hired in FY 2013. Minorities comprised 36.5 percent of the 

agency’s new hires in FY 2014, compared to 33.8 percent in FY 2013. Women comprised 39.6 

percent of the agency’s new hires in FY 2014, compared to 40.3 percent in FY 2013. 

Figure 10 SEC New Hires by Gender, Race and Ethnicity

FY 2012- FY 2014

Fiscal 

Year

Total 

New 

Hires Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 375 241 134 258 13 49 50 1 2 2

2012 % 

of total 100% 64.3% 35.7% 68.8% 3.5% 13.1% 13.3% 0.3% 0.5% 0.5%

2013 471 281 190 312 15 73 66 1 1 3

2013 % 

of total 100% 59.7% 40.3% 66.2% 3.2% 15.5% 14.0% 0.2% 0.2% 0.6%

2014 381 230 151 242 15 66 53 0 2 3

2014 % 

of total

100% 60.4% 39.6% 63.5% 3.9% 17.3% 13.9% 0.0% 0.5% 0.8%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Years 2012 - 2014 retrieved November 7, 2014. 

Figure 11 shows new hires into mission critical occupations by gender, race, and 

ethnicity for each fiscal year since FY 2012. The percentage of women new hires into mission 

critical occupations increased from FY 2012 to FY 2014, though there was a decrease in the 

percentage of women new hires in these occupations from FY 2013 to FY 2014. The overall 

minority percentage of new hires into mission critical occupations increased from FY 2012 to FY 

2014. The percentage of Hispanic or Latino new hires into mission critical occupations and the 

percentage of Asian new hires in these occupations increased from FY 2012 to FY 2014. 

However, the percentage of Black or African American new hires into mission critical 

occupations decreased from FY 2012 to FY 2104. 
17

Figure 11 New Hires into Mission Critical Occupations by Gender, Race, and Ethnicity

FY2012 - FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American

Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 231 154 77 175 7 16 33 0 1 0

2012 % 

of total 100% 66.7% 33.3% 56.6% 2.3% 5.2% 10.7% 0.0% 0.3% 0.0%

2013 270 170 100 217 8 17 27 1 1 0

2013 % 

of total 100% 63.0% 37.0% 58.5% 2.2% 4.6% 7.3% 0.3% 0.3% 0.0%

2014 195 124 71 141 7 10 35 0 0 1

2014 % 

of total 100% 63.6% 36.4% 53.4% 2.7% 3.8% 13.3% 0.0% 0.0% 0.4%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Year 2014 retrieved November 7, 2014.

Separations. Employee separations from the agency were evaluated to assess their 

impact on workforce diversity. If separation rates for a demographic group are higher than the 

group’s workforce representation, the group’s workforce representational percentage will tend to 

decrease. Figure 12 depicts the separations by gender, race, and ethnicity in each fiscal year since 

FY 2012. In FY 2014, 280 employees left the SEC. Separations due to resignation, retirement, 

and term appointments accounted for over 95 percent of employee separations in FY 2012 to FY

2014.

For women, separation rates decreased to 43.2 percent in FY 2014, compared to 47.3 

percent in FY 2013, but increased when compared to 42.6 percent in FY 2012. The minority 

separation rate increased to 31.8 percent in FY 2014 from 29.7 percent in FY 2013 and 24.5 

percent in FY 2012. 
18

Figure 12 Separations by Gender, Race, and Ethnicity

FY2012 - FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 270 155 115 204 14 30 21 1 0 0

2012 % 

of total 100% 57.4% 42.6% 75.6% 5.2% 11.1% 7.8% 0.4% 0.0% 0.0%

2013 273 144 129 192 15 37 28 0 1 0

2013 % 

of total

100% 52.7% 47.3% 70.3% 5.5% 13.6% 10.3% 0.0% 0.4% 0.0%

2014 280 159 121 191 11 52 25 0 1 0

2014 % 

of total 100% 56.8% 43.2% 68.2% 3.9% 18.6% 8.9% 0.0% 0.4% 0.0%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Years 2012 - 2014 retrieved on November 7, 

2014. 

Of the 280 employees who separated from the SEC in FY 2014, 169 (60.3 percent) left 

from mission critical occupations. Figure 13 shows separations from mission critical occupations 

by gender, race, and ethnicity for each fiscal year since FY 2012. The overall minority rate of 

separation from mission critical occupations increased from FY 2012 to FY 2014. The Hispanic 

or Latino separation rate from mission critical occupations increased from FY 2012 to FY 2013, 

but decreased from FY 2013 to FY 2014. The Black or African American separation rate from

mission critical occupations increased in each year since FY 2012. The Asian separation rate 

from these occupations increased from FY 2012 to FY 2013, but decreased from FY 2013 to FY 

2014. 
19

Figure 13 FY 2014 Separations from Mission Critical Occupations

by Gender, Race, and Ethnicity FY 2012 - FY 2014.

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American

Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 174 114 60 146 3 6 11 0 0 0

2012 % 

of total 100% 65.5% 34.5% 88.0% 1.8% 3.6% 6.6% 0.0% 0.0% 0.0%

2013 171 102 69 137 7 8 18 0 0 0

2013 % 

of total 100% 59.6% 40.4% 80.6% 4.1% 4.7% 10.6% 0.0% 0.0% 0.0%

2014 169 113 56 136 4 13 13 0 0 0

2014 % 

of total 100% 66.9% 33.1% 81.9% 2.4% 7.8% 7.8% 0.0% 0.0% 0.0%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Year 2014 retrieved November 7, 2014

Promotions. The calculation for promotions includes all instances where employees 

are converted to a higher grade. The reasons for a promotion include: career-ladder promotions, 

competitive promotions, temporary promotions, reassignments, and other reasons.

14 Figure 14

depicts promotions by gender, race, and ethnicity in each fiscal year since FY 2012. The 

promotion rate for minorities collectively decreased from 35.6 percent in FY 2012 to 34.9 

percent in FY 2014. The decrease in the overall percentage of the minority promotion rate is 

attributable to a decrease in the promotion rate for Hispanic or Latino employees from 3.8 

percent in FY 2012 to 3.2 percent in FY 2014, and a decrease in the promotion rate for Black or 

African American employees from 23.0 percent in FY 2012 to 21.0 percent in FY 2014. Over the 

same period, the promotion rate for Asian employees increased from 8.2 percent in FY 2012 to 

10.3 percent in FY 2014. The promotion rate for women also decreased from 51.0 percent in FY 

2012 to 46.6 percent in FY 2014.

 14 Promotion rates for FY 2012 and FY 2013 presented in this FY 2014 annual report are greater than those

presented in our FY 2013 annual report. The promotion rates for FY 2012 and FY2013 were modified in this FY 

2014 annual report to reflect consecutive promotions, which occurred when an employee received a temporary 

promotion and then was promoted permanently to the position. In the FY 2013 annual report these promotions were 

counted once when they should have been treated as two separate promotions. 

.
20

Figure 14 SEC Promotions FY 2012-FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 478 234 244 308 18 110 39 2 1 0

2012 % 

of total 100% 49.0% 51.0% 64.4% 3.8% 23.0% 8.2% 0.4% 0.2% 0.0%

2013 434 220 214 275 18 86 49 1 3 2

2013 % 

of total

100% 50.7% 49.3% 63.4% 4.1% 19.8% 11.3% 0.2% 0.7% 0.5%

2014 590 315 275 384 19 124 61 0 1 1

2014 % 

of total 100% 53.4% 46.6% 65.1% 3.2% 21.0% 10.3% 0.0% 0.2% 0.2%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Years 2012 - 2014 retrieved November 7, 2014. 

While promotion rates decreased from FY 2012 to FY 2014, promotion rates in FY 

2014 for most demographic groups were comparable to the representational percentages in the 

SEC workforce, as shown in Figures 1 and 2. In FY 2014, 590 employees were promoted at the 

agency. Women received 46.6 percent of the promotions, which is slightly higher than the SEC 

workforce representational percentage for women of 46.1 percent. Black or African American 

employees received 21.0 percent of the promotions, which is higher than the 16.6 percent SEC 

workforce representation of Black or African American employees. Asian employees received 

10.3 percent of the promotions in FY 2014, which was slightly below the 10.8 percent 

representation of Asian employees in the SEC workforce. Hispanic or Latino employees received

3.2 percent of the promotions, which was lower than the 4.5 percent Hispanic or Latino 

representation in the SEC workforce.

Appendices C and D contain tables showing for each fiscal year since FY 2012 

promotions to the two highest grade levels in the SEC workforce — SK 17 and Senior Officer —

by gender, race, and ethnicity.

Student Outreach Initiatives

In FY 2014, OMWI continued to cultivate and leverage its partnering relationships with 

minority professional associations and educational organizations to attract a diverse talent 
21

pipeline for current and future employment and internship opportunities at the SEC. In 

collaboration with the Thurgood Marshall College Fund (TMCF),

15 the SEC hosted a series of 

webinars that profiled the Financial Economist position, promoted the benefits of internships at 

the SEC, and described the application process for those opportunities. SEC employees also 

participated in two national conferences held by TMCF. At one of the conferences, SEC 

employees spoke to students about information technology careers at the agency. At the second 

conference held for the presidents, administrators, and faculty of historically black colleges and 

universities (HBCUs), SEC staff spoke about emerging career fields and the recommended

curriculum for students.

For the second year, OMWI hosted students participating in the United Negro College 

Fund’s Gateway to Leadership program. SEC staff shared information about the role and 

responsibilities of the SEC, and exposed students to the variety of career options for their future 

consideration. The Gateway to Leadership program provides students from HBCUs with paid 

internships at firms in the financial services industry. 

The SEC hosted and provided a similar presentation on careers at the SEC to students 

from Pennsylvania State University’s ASCEND Student Chapter, who were in Washington, D.C.

to attend the Pan-Asian organization’s National Conference. 

SEC staff also participated in other student-focused initiatives, career fairs and outreach 

events held on campuses of minority-serving business schools and law schools, and women’s 

colleges nationwide. 

As in previous years, SEC staff taught Securities Law courses at two minority-serving 

institutions: Florida International University School of Law and Howard University Law School. 

To assist with outreach and recruitment efforts, OMWI developed a directory of colleges 

and universities, including graduate programs, to identify those educational institutions specified

in Section 342(f)(1) of the Dodd-Frank Act — HBCUs, Hispanic-serving institutions, women’s 

colleges, and colleges that typically serve majority minority populations. The directory, which 

includes 293 colleges and universities, is aligned with the SEC’s 11 Regional Offices and 

identifies those institutions with academic programs that are geared toward the SEC’s mission 

critical occupations. SEC employees who are actively engaged in outreach, recruitment, or 

hiring, including the Regional Outreach Coordinators, utilize the directory to build relationships 

with colleges and universities, and to seek potential candidates for internships and entry-level 

positions at the SEC. The SEC had 697 interns between the fall of 2013 and the summer of 2014, 

of which 22 (3 percent) were from 12 colleges and universities included in OMWI’s college 

directory. 

 15 TMCF is a national organization that provides scholarships and programmatic support to the 47 public

Historically Black Colleges and Universities (HBCUs), law schools, and medical schools.
22

Further, for the third consecutive year, the SEC hosted PROPELS (Professionals 

Reaching Out to Promote Excellence and Learning for Students), in which high school students 

shadow a SEC employee for the day in order to gain exposure to careers paths at the SEC and 

learn about the importance of financial education. The PROPELS program is hosted at the SEC’s 

Headquarters and Regional Offices. It targets inner-city high schools and high schools with 

majority minority populations and is viewed as an opportunity to provide mentoring and

financial education as these students progress through their education and establish their career 

goals. In FY 2014, 270 SEC employees participated in the PROPELS program that engaged 250 

students from 18 high schools. 

Work Environment

For the past several years, one of the SEC’s strategic objectives has been to maintain a 

work environment that attracts, engages, and retains a diverse and technically proficient 

workforce. To accomplish this goal, the SEC endeavors to cultivate a work environment that 

fosters inclusion and promotes employee engagement. Several internal initiatives help to advance 

the agency’s commitment to maintaining a work environment where employees feel valued, 

treated fairly, and personally connected to the agency and its mission. Employee survey results 

suggest that workforce inclusion initiatives are advancing this objective. 

SEC-Sponsored Employee Resources Groups. The SEC encourages employees to 

participate in agency-Sponsored Employee Resource Groups. These groups provide networking, 

mentoring and outreach opportunities to all interested employees, offer cultural and educational 

programs, are sponsored by a SEC Commissioner, and receive program support from the SEC’s 

Office of Equal Employment Opportunity and/or Office of Human Resources. 

In FY 2014, the following Employee Resource Groups were active at the SEC: 

• African-American Council;

• American Indian Heritage Committee;

• Asian Pacific American Committee;

• Caribbean American Heritage Committee;

• Disability Issues Advisory Committee;

• Hispanic and Latino Opportunity, Leadership, and Advocacy Committee;

• Lesbian, Gay, Bisexual, and Transgender Committee;

• Veteran’s Committee; and

• Women’s Committee.

In FY 2014, SEC staff observed commemorative heritage, history, and awareness month 

events at SEC headquarters and regional offices. When possible, remote access to these events 

was provided across the agency. 
23

Employee View Point Survey. The results of the 2014 Federal Employee Viewpoint 

Survey (FEVS) administered by the Office of Personnel Management (OPM) provide insight 

into employee perceptions of diversity and inclusion at the SEC and whether existing initiatives 

are having the desired impact. Specifically, OPM’s new Diversity and Inclusion index referred to 

as the “New Inclusion Quotient” (“the New IQ”) combines survey responses on several items 

related to inclusive work environments. Twenty survey questions in the FEVS were grouped into 

“5 Habits of Inclusion” – Fair, Open, Cooperative, Supportive, and Empowering. An overall 

New IQ and New IQs for each “habit” were calculated for the entire Government and for each 

agency participating in the FEVS. Although the New IQ was reported for the first time in the 

2014 FEVS Government-wide Management Report, the items that comprise the New IQ 

appeared on the FEVS in previous years, which allowed trends to be calculated and included in

the 2014 report. 

In 2014, 2,472 employees at the SEC provided responses to the FEVS. The New IQ 

scores reflect the percentage of positive responses to the questions corresponding to each item. 

The SEC’s overall New IQ was 58 percent positive, which was four percentage points higher 

than the overall New IQ calculated for 2013. The trend calculations show that 2014 marked the 

first time since 2010 that the SEC’s New IQ was higher than the Government-wide New IQ, 

which was 56 percent positive. 

Exit Surveys. In FY 2014, the SEC began utilizing Exit Surveys to examine the reasons 

employees leave the SEC. Analysis of Exit Survey responses for the last three quarters of FY 

2014 showed a response rate of 41 percent of separating employees to the voluntary survey. The 

top reasons for leaving the SEC were retirement/buy out (29 percent) and accepting employment 

in private industry (29 percent). One item on the survey called for respondents to indicate their 

level of agreement with nine statements regarding work at the SEC. Notably, 64 percent of 

respondents agreed with the statement “My workgroup was open to diverse viewpoints and 

backgrounds,” while 15 percent disagreed with the statement.16

 16 The nine statements on this item in the exit survey are: 

(1) The work I did at SEC was important.

(2) My work gave me a feeling of personal accomplishment.

(3) I had the opportunity to professionally grow in my career field.

(4) My skills were effectively put to use.

(5) Overall, my immediate supervisor/team leader did a good job.

(6) I had a positive working relationship with my supervisor.

(7) Policies and programs promoted diversity in the workplace.

(8) My workgroup was open to diverse viewpoints and backgrounds. 

(9) I had a good balance between work and personal time.

Forty-five percent of respondents agreed with the statement “Policies and programs promoted diversity in the 

workplace,” while 10 percent of respondents disagreed with the statement, 25 percent were neutral, and 20 percent 

responded they “can’t judge.”
24

Challenges and Next Steps

OMWI will continue to work with SEC senior management on division and office

specific initiatives to enhance diversity in mission critical occupations. Where the SEC 

workforce representation of women, Black or African American, or Hispanic or Latino 

professionals in a mission critical occupation was lower than their CLF and Federal workforce 

representational percentages in the same occupations, OMWI will examine whether adjustments 

to the agency’s multi-pronged strategy for attaining workforce diversity might be needed. OMWI 

will continue to direct outreach and recruitment efforts towards improving the representation of 

women accountants, economists and securities compliance examiners, Black or African 

American economists and securities compliance examiners, and Hispanic or Latino attorneys and 

economists in the SEC workforce. Further, OMWI will work with OEEO and OHR to determine 

the reasons for the decrease in promotion rates for certain minority groups and the increase in the 

separation rates for Black or African American employees. 

Though data on gender, race, and ethnicity are available only for applicants who choose 

to self-identify these characteristics, analyses of the newly available data will provide some 

indication of whether outreach and recruitment efforts are attracting a diverse pool of qualified 

applicants for all SEC vacancies in mission critical occupations. For example, a preliminary 

analysis of data for applicants who self-identified17 disclosed that only 36 percent of applicants 

for the four mission critical occupations were women, which is equivalent to the 36 percent new 

hire rate for women in mission critical occupations. OMWI will continue to monitor the rate of 

women applicants for mission critical occupations throughout FY 2015 and focus efforts on 

attracting more women applicants.

The preliminary analysis of the data also showed that vacancies in mission critical 

occupations attracted racially and ethnically diverse applicant pools. OMWI will attempt to 

assess whether outreach and recruitment efforts contribute to the racial and ethnic diversity 

observed in the applicant pools. In addition, OMWI will work with OEEO and OHR to capture 

and analyze data to better understand whether barriers might exist for minorities seeking 

employment in mission critical occupations with the agency. If potential barriers are identified, 

OMWI will work with OEEO and OHR to take appropriate measures to address them. 

 17 Fewer than 50 percent of applicants in the data reviewed self-identified.
25

Supplier Diversity

The SEC is committed to enhancing the diversity of its suppliers and utilizing minorityowned and women-owned businesses (MWOBs) in the agency’s business activities. While the 

SEC’s supplier diversity efforts extend to MWOBs of all sizes, 94 percent of MWOBs that 

received awards from the SEC in FY 2014 are small businesses. As a result, in implementing the 

agency’s strategy for promoting supplier diversity, OMWI collaborates with the Office of 

Acquisitions (OA), which is responsible for all contracting activities at the agency and for 

ensuring that the SEC attains the specific statutory goals established by the Small Business 

Administration (SBA) for increasing small business contracting opportunities. 

The SEC is required to follow the Federal Acquisition Regulation (FAR) when acquiring 

goods and services. The FAR generally requires that Federal agencies procure goods and 

services through full and open competition. However, included in FAR Subpart 19 are provisions 

that require contracting officers to set aside certain requirements for competition solely among 

certain categories of small businesses.18 This authority allows the SEC to increase opportunities 

for small MWOBs to compete for contracts through the Small Disadvantaged Business, 8(a) 

Certified, Women-Owned Small Business, and Economically Disadvantaged Women-Owned 

Small Business programs administered by the SBA. 

Outreach and Technical Assistance

OMWI and OA work together on outreach to promote the inclusion of MWOBs that are 

small businesses in the SEC’s procurement activities. This collaboration between the two offices 

has been a significant factor in the overall success of the SEC’s supplier diversity efforts. As a 

result of the outreach conducted, more MWOBs are contacting OMWI to inquire about 

contracting opportunities. Additionally, the demand for vendor outreach has expanded, and more 

business organizations continue to seek to engage the SEC in their conferences, where potential 

matchmaking opportunities are available for entrepreneurs. 

OMWI also has adopted a multi-pronged approach for identifying and attracting MWOBs 

to contracting opportunities with the SEC. OMWI and OA jointly host a monthly “Vendor 

Outreach Day” at SEC headquarters. This forum provides MWOBs and businesses with an 

individualized opportunity to learn about the SEC’s contracting needs and to present their 

capabilities to OMWI’s Supplier Diversity Officer, the SEC’s Small Business Specialist, and 

other key SEC personnel. In FY 2014, a total of 58 businesses participated in Vendor Outreach 

Days, and six participants were awarded contracts with the SEC.

 18 See FAR Subpart 19.5 – Set-Asides for Small Businesses for more information. 
26

In addition, OMWI participates in external business conferences and procurement 

matchmaking sessions to increase the interaction between MWOBs and the SEC. During FY 

2014, OMWI participated in 11 national conferences and/or business matchmaking sessions held 

by the National 8(a) Association,

19 Women as Veteran Entrepreneurs, the National Minority 

Supplier Development Council, and the Women’s Business Enterprise National Council, among 

others. 

In FY 2014, OA launched a new tool that will allow MWOBs to better plan for upcoming 

contracting opportunities. OA published on the SEC.gov website the “Securities and Exchange 

Commission (SEC) FY 15 List of Potential Competitive Contracting Opportunities.” The list 

provides project descriptions, estimated award amounts, and in a few instances, the estimated 

start date for performance.20 The list also indicates the SEC division with the contracting need 

and whether the government-wide acquisition contract or some other acquisition strategy will be 

used.

Further, OMWI developed and disseminates promotional literature on SEC contracting 

opportunities that is specifically geared toward MWOBs and small businesses. OMWI also 

maintains a website, dedicated email address and telephone line for contracting inquiries and 

outreach. 

Supplier Diversity Metrics

Contract Awards.21 Figure 15 shows the number of MWOBs awarded contracts in each 

fiscal year since FY 2012, and the percentage of SEC contract awards that MWOBs received. In 

FY 2014, 25.2 percent of the SEC’s contractors were minority-owned and women-owned 

businesses. The number of MWOBs awarded SEC contracts increased from 112 in FY 2013 to 

130 in FY 2014. 

The breakdown of SEC contractors by MWOB category is as follows: Asian Americanowned 41 (8.0 percent); Black/African American-owned 26 (5.0 percent); Hispanic Americanowned 14 (2.7 percent); Native American-owned 2 (0.4 percent); and other Minority-owned 8 

(1.6 percent). The percentage of SEC contractors that were MWOBs remained within two 

percentage points from FY 2013 to FY 2014. Although the number of women-owned businesses 

 19 The National 8(a) Association works to promote and support businesses in the 8(a) Business Development 

Program, which was created by the SBA to help small businesses owned and controlled at least 51% by socially and 

economically disadvantaged individuals compete in the marketplace. See http://www.sba.gov/content/about-8abusiness-development-program.. 20 The list qualifies the included information as “subject to change as requirements emerge over the fiscal year” and 

the listed projects as “subject to revision or cancellation.”

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

modifications, that the SEC entered into the Federal Data Procurement Systems (FPDS) during the fiscal year. 
27

increased from 65 in FY 2013 to 69 in FY 2014, the percentage of SEC contractors that were 

women-owned businesses decreased from 14.5 percent in FY 2013 to 13.4 percent in FY 2014. 

Figure 15 MWOBs with SEC Contracts FY 2012 - FY 2014

FY 2012 FY 2013 FY 2014

Total SEC Contractors 441 447 515

Minority-Owned and Women-Owned Businesses 

(MWOBs) 102 112 130

Minority-Owned and Women-Owned Businesses 

(MWOBs) 23.1% 25.1% 25.2%

Minority-Owned Business (MOBs) 62 80 91

Minority-Owned Businesses (MOBs) 14.1% 17.9% 17.7%

Women-Owned Businesses (WOBs) 59 65 69

Women-Owned Businesses (WOBs) 13.4% 14.5% 13.4%

Minority Women-Owned Businesses (MW-OBs) 19 33 30

Minority Women-Owned Businesses (MW-OBs) 4.3% 7.4% 5.8%

Asian American-Owned Businesses 21 35 41

Asian American- Owned Businesses 4.8% 7.8% 8.0%

Black/African American-Owned Businesses 20 24 26

Black/African American- Owned Businesses 4.5% 5.4% 5.0%

Hispanic American-Owned Businesses 13 11 14

Hispanic American Owned Businesses 2.9% 2.5% 2.7%

Native American-Owned Businesses 2 3 2

Native American Owned Businesses 0.5% 0.7% 0.4%

Other Minority-Owned Businesses 6 7 8

Other Minority Owned Businesses 1.4% 1.6% 1.6%

Source: Federal Procurement Data System (FPDS) data retrieved November 7, 2014.

Figure 16 depicts the dollar value of contracts awarded to MWOBs in each fiscal year 

since FY 2012, and the percentage of SEC contract dollars awarded to MWOBs. Of the $434.2 

million in SEC contract awards in FY 2014, a total of $147.4 million or 33.9 percent of the 

contract dollars awarded by the SEC went to MWOBs. Contract awards to minority-owned 

businesses represented 28.3 percent of the contract dollars awarded by the SEC ($122.9 million), 

contract awards to women-owned businesses were 15.2 percent ($66 million), and contract 

awards to minority women-owned businesses represented 9.6 percent ($41.5 million) of the 

awarded contract dollars. 

The $147.4 million awarded to MWOBs in FY 2014 represented a 58 percent increase 

over the $92.9 million awarded to MWOBs in FY 2013, and is largely attributed to the $56 

million increase in contract awards to minority-owned businesses. 
28

Comparing FY 2013 and FY 2014 contract award dollar amounts for minority-owned 

businesses, Asian American-owned businesses saw a significant increase of $52.8 million. 

During the same period, contract awards to Hispanic American-owned businesses increased by 

$5.1 million and contract awards to Black/African American-owned businesses increased by 

$0.3 million. 

Figure 16 MWOB Contract Awards, FY 2012 – FY 2014 (in millions)22

FY 2012 FY 2013 FY 2014

Total $380.3 $323.4 $434.2

Minority-Owned and Women-Owned Businesses (MWOBs) $78.6 $92.9 $147.4

Minority-Owned and Women-Owned Businesses (MWOBs) 20.7% 28.7% 33.9%

Minority-Owned Business (MOBs) $47.9 $66.9 $122.9

Minority-Owned Businesses (MOBs) 12.6% 20.7% 28.3%

Women-Owned Businesses (WOBs) $40.3 $45.0 $66.0

Women-Owned Businesses (WOBs) 10.6% 13.9% 15.2%

Minority Women-Owned Businesses (MW-OBs) $9.6 $19.0 $41.5

Minority Women-Owned Businesses (MW-OBs) 2.5% 5.9% 9.6%

Asian American-Owned Businesses $13.3 $31.7 $84.5

Asian-American Owned Businesses 3.5% 9.8% 19.5%

Black/African American-Owned Businesses $23.4 $17.5 $17.8

Black/African American-Owned Businesses 6.1% 5.4% 4.1%

Hispanic American-Owned Businesses $4.8 $6.3 $11.4

Hispanic American-Owned Businesses 1.3% 2.0% 2.6%

Native American- Owned Businesses $0.2 $2.4 $0.8

Native American-Owned Businesses <0.1% 0.8% 0.2%

Other Minority Owned Businesses $6.2 $8.9 $8.4

Other Minority- Owned Businesses 1.6% 2.8% 1.9%

Source: Federal Procurement Data System (FPDS) data retrieved November 7, 2014.

Not only did the SEC award more contracts to MWOBs, but the average dollar value 

awarded per contractor also increased from $821,000 in FY 2013 to $1.1 million in FY 2014. 

Figure 17 illustrates that, in terms of dollars and percentage of the contract dollars awarded, the 

SEC strategy for promoting supplier diversity has resulted in measurable progress, as the agency 

is doing more business with MWOBs.

 22 Deobligations (the removal of excess funds from a contract when the total obligated amount is not paid) are 

removed when calculating contract award amounts. The standard output data from FPDS includes deobligations and 

does not reflect the full amounts awarded in a fiscal year.
29

Figure 17 MWOB Contract Awards – Dollar Amount Percentages, FY 2012 – FY 2014

Source: Federal Procurement Data System (FPDS) data retrieved November 7, 2014.

Amounts Paid to Contractors.

23 The contract payments made during FY 2013 and FY 

2014 are shown in Figure 18. In FY 2014, the SEC paid a total of $290.5 million to contractors. 

Of this total, $90.4 million (31.1 percent) was paid to MWOBs. Minority-owned businesses and 

women-owned businesses received payments of $63.3 million (21.8 percent) and $43.6 million 

(15.0 percent) respectively. With the exception of the category Other Minority-Owned 

Businesses, the percentage of the SEC total contract payments paid to each MWOB increased 

from FY 2013 to FY 2014. In FY 2014, the SEC paid Black/African American-owned 

businesses $15.7 million (5.4 percent of contract dollars paid), Hispanic American-owned 

businesses $8.4 million (2.9 percent of contract dollars paid) and Asian American-owned 

businesses $31.1 million (10.7 percent of contract dollars paid).

 23 “Contract payments” are the actual funds the SEC paid out to contractors for goods and services provided. 

Performance of a contract may not occur within the same fiscal year the contract is awarded. 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 comparable.

10%

15%

19%

3%

6%

10%

8%

8%

6%

21%

29%

34%

0%

5%

10%

15%

20%

25%

30%

35%

40%

FY 2012

$78.6M

awarded

FY 2013

$92.9M

awarded

FY 2014

$147.4M

awarded

Women Owned

(not Minority-Owned)

Minority Women-Owned

Minority-Owned

(not Women-Owned)
30

Figure 18 Contract Payments (in millions), FY 2014

FY 2013 FY 2014

Total $329.9 $290.5 

Minority-Owned and Women-Owned Businesses (MWOBs) $79.3 $90.4 

Minority and Women Owned Businesses (MWOBs) 24.0% 31.1%

Minority-Owned Business (MOBs) $46.9 $63.3 

Minority-Owned Businesses (MOBs) 14.2% 21.8%

Women-Owned Businesses (WOBs) $44.8 $43.6 

Women-Owned Businesses (WOBs) 13.6% 15.0%

Minority Women-Owned Businesses (MW-OBs) $12.3 $16.4 

Minority Women-Owned Businesses (MW-OBs) 3.7% 5.6%

Asian-American Owned Businesses $16.0 $31.1 

Asian-American Owned Businesses 4.9% 10.7%

Black/African-American Owned Businesses $17.1 $15.7 

Black/African-American Owned Businesses 5.2% 5.4%

Hispanic American Owned Businesses $5.4 $8.4 

Hispanic American Owned Businesses 1.6% 2.9%

Native American Owned Businesses $0.3 $3.1 

Native American Owned Businesses 0.1% 1.1%

Other Minority Owned Businesses $8.1 $5.0 

Other Minority Owned Businesses 2.4% 1.7%

Sources: DELPHI system data and Federal Procurement Data System (FPDS) data retrieved November 7, 2014.

Major Contract Award Categories. Figure 19 depicts the distribution of contract awards 

by category, using the North American Industry Classification System (NAICS). During FY 

2014, 52.2 percent of the SEC’s contract dollars were awarded for contracts in the NAICS 

category of Computer Design and Related Services. Contract awards for this category totaled 

$226.7 million. The amounts awarded for contracts in other categories were as follows: 

• Management, Scientific, and Technical Consulting Services - $51.4 million (11.8 

percent); 

• Data Processing, Hosting, and Related Services - $15.1 million (3.5 percent); 

• Computer and Software Stores - $15.0 million (3.5 percent); and 

• Other Information Services - $13.4 million (3.1 percent). 

The remaining $112.6 million (25.1 percent) of the agency’s total contract awards were in other 

categories (such as computer equipment manufacturing and software publishers). As Figure 20

illustrates, the contract awards to MWOBs were similarly distributed.
31

Figure 19 Major Contract Awards Figure 20 MWOB Major Contract Awards

by Contracting Category, FY 2014 by Contracting Category, FY 2014

Figure 21 shows the major contract awards to MWOBs by NAICS category. From FY 

2013 to FY 2014, contract awards to MWOBs increased in three of the SEC’s five major 

contracting categories: Computer Systems Design and Related Services (from $41.1 million to 

$83.4 million); Management, Scientific, and Technical Consulting Services (from $17.7 million 

to $22.9 million); and Computer and Software Stores (from $13,390 to $3.4 million). MWOBs 

experienced gains in the three categories in larger proportions than the gains experienced by SEC 

contractors overall. Contract awards to MWOBs for Data Processing, Hosting, and Related 

Services decreased from $6.2 million in FY 2013 to $5.1 million in FY 2014. There were no 

contract awards to MWOBs for Other Information Services (including Internet Publishing and 

Broadcasting and Web Search Portals and News Syndicates), yet the category increased for all 

SEC contractors overall from $7.2 million in FY 2013 to $13.4 million in FY 2014. 

52%

12%

3%

3%

3%

26%

Computer Systems Design and Related Services

($226.7M)

Management, Scientific, and Technical

Consulting Services ($51.4M)

Data Processing, Hosting, and Related Services

($15.1M)

Computer and Software Stores ($15.0M)

Other Information Services ($13.4M)

Other NAICS Categories ($112.6M)

57%

16%

5%

3%

3%

16%

Computer Systems Design and Related Services

($83.4M)

Management, Scientific, and Technical

Consulting Services ($22.9M)

Professional and Commercial Equipment and

Supplies Merchant ($7.9M)

Data Processing, Hosting, and Related Services

($5.1M)

Agencies, Brokerages, and Other Insurance

Related Activitiy ($3.8M)
32

Figure 21 MWOB Major Contract Awards by Contracting Category

FY 2013 and FY 2014

Major Categories

FY 2013 Total 

Contract Awards

FY 2013 MWOB 

Contract Awards

FY 2014 Total 

Contract Awards

FY 2014 MWOB 

Contract Awards

Computer Systems Design and 

Related Services

$135,366,831 $41,104,417 $226,693,015 $83,368,466

Management, Scientific, and 

Technical Consulting Services

$41,868,065 $17,722,011 $51,420,566 $22,918,776

Data Processing, Hosting, and 

Related Services

$14,338,976 $6,202,962 $15,127,065 $5,136,830

Computer and Software Stores $8,719,622 $13,390 $15,005,707 $3,442,869

Other Information Services $7,193,966 $0 $13,363,055 $0

Source: Federal Procurement Data System (FPDS) data retrieved November 7, 2014.

Challenges and Next Steps

In FY 2015, OMWI expects to take the following actions to advance the SEC’s supplier 

diversity objectives: 

• enhance internal education to increase management and staff awareness of the benefits of 

doing business with MWOBs;

• develop a centralized database of MWOB capabilities and contact information accessible 

by staff with contracting responsibilities, with online registration for vendors;

• use data analytics to design targeted marketing and outreach plans that encourage 

participation by MWOBs in the SEC’s top NAICS categories; and

• further enhance the content on the OMWI Supplier Diversity webpage.

OMWI will also continue its broad outreach campaign to increase awareness of the 

SEC’s contracting needs and to encourage MWOBs to compete for agency contract awards. 

Further efforts will be made to engage in targeted outreach to increase contracting opportunities 

for Black/African American-owned businesses and Hispanic American-owned businesses, in 

particular. 
33

Contractor Workforce Inclusion 

The Commission has developed a proposed Contract Standard for Contractor Workforce 

Inclusion (Contract Standard) to implement the requirements of Section 342(c) of the DoddFrank Act. On February 13, 2015, a Notice of the proposed Contract Standard was published in 

the Federal Register for a 60-day comment period.24 The proposed Contractor Standard will 

apply to solicitations and resulting contracts for services with a dollar value of $100,000 or more, 

and is similar to the contract clauses adopted by OMWIs of other federal financial regulatory 

agencies.25

The proposed Contract Standard requires a service contractor, upon entering into a 

contract with the Commission for services with a dollar value of $100,000 or more, to confirm 

that it will ensure, to the maximum extent possible and consistent with applicable law, the fair 

inclusion of minorities and women in its workforce. In addition, the proposed Contract Standard 

requires the contractor to include the substance of the Contract Standard in all subcontracts for 

services awarded under the contract with a dollar value of $100,000 or more. Further, the 

proposed Contract Standard requires a contractor to provide documentation, upon the request of 

the OMWI Director, to demonstrate that it has made good faith efforts to ensure the fair 

inclusion of minorities and women in its workforce and, as applicable, to demonstrate that its 

covered subcontractors have made such good faith efforts. OMWI expects the SEC will begin 

using the proposed Contract Standard in solicitations and contracts in the third quarter of FY 

2015. 

 24 See Release No. 34-74239, 80 FR 8119 (February 13, 2015). 25 See Department of the Treasury Acquisition Regulations; Contract Clause on Minority and Women Inclusion in 

Contractor Workforce, 79 FR 15551 (March 20, 2014).
34

Regulated Entities

The OMWI Directors of the Securities and Exchange Commission, Federal Deposit 

Insurance Corporation, National Credit Union Administration, Federal Reserve Board, Bureau of 

Consumer Financial Protection, and the Office of the Comptroller of the Currency (the Agencies) 

collaborated to develop a Proposed Interagency Policy Statement Establishing Joint Standards 

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

Proposal). The Proposal was published in the Federal Register on October 25, 2013, for a 60-day 

public comment period.26

The Proposal set forth standards for assessing an entity’s diversity policies and practices 

in the following areas: Organizational Commitment to Diversity and Inclusion; Workforce 

Profile and Employment Practices; Procurement and Business Practices – Supplier Diversity; 

and Practices to Promote Transparency of Organizational Diversity and Inclusion. The Proposal 

also detailed the Agencies’ view of an assessment approach and explained that, in a “model 

assessment,” a regulated entity would use the standards to undertake a self-assessment, disclose 

the self-assessment and other relevant information to the appropriate Agency, and share with the 

public its efforts to comply with the standards. 

The Agencies considered more than 200 public comments received in response to the 

Proposal. As of the writing of this annual report, the Agencies are working to complete the final 

Policy Statement establishing joint standards for assessing the diversity policies and practices of 

regulated entities.

 26 78 FR 64052.
35

Conclusion and FY 2015 Outlook

During FY 2014, OMWI took several actions to advance diversity and inclusion at the 

SEC, and to improve OMWI’s internal operations. Going forward, OMWI will continue to work 

with all divisions and offices, SEC senior leadership, the agency’s Diversity Council, the Office 

of Equal Employment Opportunity, and the Office of Human Resources to implement the 

agency’s multi-pronged strategy for attaining workforce diversity and inclusion. OMWI will 

continue to make adjustments to the agency’s strategy to improve gender, racial, and ethnic 

diversity in SEC mission critical occupations, monitor promotions and selections for supervisory 

and management positions, and build on the agency’s success with increasing its utilization of 

minority-owned and women-owned businesses. 

To further enhance workforce diversity and inclusion at the SEC, and as recommended in 

the OIG’s Audit of the Representation of Minorities and Women in the SEC’s Workforce, Report 

NO. 528 (Nov. 20, 2014), an immediate priority of OMWI in FY 2015 is to complete the 

standards prescribed in Section 342(b) of the Dodd-Frank Act for ensuring gender, racial, and 

ethnic diversity in the SEC workforce. OMWI also looks forward to working with the Diversity 

Council in the coming months and expects the Council will be instrumental in helping to 

promote diversity and inclusion at the SEC. 
36

Appendix A

OMWI Outreach and Events, FY 2014

Event Name Date

National Association of Black Accountants - Eastern Region Student 

Conference

October 2013

Houston Initiative (Houston University, Texas Southern University, 

Prairie View A&M)

November 2013

National Association of Securities Professionals - Mentors Luncheon 

Career Symposium

November 2013

Thurgood Marshall College Fund - 2013 Leadership Institute November 2013

Women's Bar Association-DC

How to Drill Down for Success in Federal Government Employment 

Applications and Interviews

January 2014

Thurgood Marshall College Fund – Careers that Count Webinar Acing 

the Application Process for Internships at SEC

January 2014

Federal Bar Association – Public Service Career Fair January 2014

First Annual Federal STEM Volunteer Fair February 2014

The Chinese Finance Association-Boston and Harvard Chinese 

Students and Scholars Association – Spring Reception

February 2014

National Association of Black Accountants - Corporate Breakfast February 2014

Wellesley College - The Fair @ Wellesley College February 2014

Minority Corporate Counsel Association - 2014 CLE Expo March 2014

University of Houston School of Business 

SEC Headquarters Visit and Tour

March 2014

Penn State University - 15th Annual S.T.A.R.T (Striving Toward 

Awareness & Respect for Tomorrow)

March 2014

Washington Bar Association - Eleventh Annual Career Fair March 2014

National Diversity Pre-Law Conference & Law Fair April 2014

Native American Finance Officers Association - Annual Conference April 2014

SEC Student Shadowing Program

Professionals Reaching Out to Promote Excellence and Learning for 

Students (PROPELS)

April 2014

Thurgood Marshall College Fund – Careers that Count Webinar

Profiling the Division of Economic and Risk Analysis

April 2014

Thurgood Marshall College Fund - 2014 Member Universities 

Professional Institute 

April 2014

American Bar Association - Legal Career Development Expo May 2014

Spelman College - Annual Spelman College Women of Color May 2014
37

Leadership Summit

United Negro College Fund Gateway to Leadership Academy

SEC Headquarters onsite program 

May 2014

National Association of Black Accountants - Annual Convention and 

Expo

June 2014

National Association of Securities Professionals - Annual Pension and 

Financial Services Conference

June 2014

North American South Asian Bar Association - 2014 Annual 

Conference

June 2014

Urban Financial Services Coalition - Annual International Summit June 2014

Workforce Recruitment Program – 2014 Awards Ceremony July 2014

Minority Corporate Counsel Association - Creating Pathways to 

Diversity Conference

July 2014

National Association of Black Accountants - 2014 George Willie 

Accounting Career Awareness Program

July 2014

National Bar Association - Annual Convention July 2014

National Urban League - Annual Conference July 2014

White House Initiative on Asian Americans and Pacific Islanders

Annual Federal Employee Conference

July 2014

Association of Latino Professionals in Finance and Accounting -

Annual Convention

August 2014

National LGBT Bar Association - Lavender Law Conference and Career 

Fair

August 2014

Pan-Asian Leaders (ASCEND) - National Conference August 2014

Florida International University - Fall 2014 Accounting and Business 

Expo

September 2014

National Society of Hispanic MBAs – Annual Conference and Career 

Expo

September 2014

Hispanic National Bar Association - Annual Convention September 2014

University of Houston School of Business – 2014 Business Career Fair September 2014

National Black MBA Association - Annual Conference and Expo September 2014

The Atlanta University Center Consortium - Fall 2014 Career Fair September 2014
38

Appendix B

SK-15 and SK-17 Supervisors and Managers

Supervisors and Managers at the SK-15 Grade Level FY 2012 – FY 2014:

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

AfricanAmericanAsian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 253 171 82 186 11 27 26 1 2 0

2012 % 

of total 100% 67.6% 32.4% 73.5% 4.3% 10.7% 10.3% 0.4% 0.8% 0.0%

2013 268 179 89 193 10 31 31 1 1 1

2013 % 

of total 100% 66.8% 33.2% 72.0% 3.7% 11.6% 11.6% 0.4% 0.4% 0.4%

2014 298 200 98 211 12 37 34 1 2 1

2014 % 

of total 100% 67.1% 32.9% 70.8% 4.0% 12.4% 11.4% 0.3% 0.7% 0.3%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Year 2014 retrieved November 7, 2014

Supervisors and Managers at the SK-17 Grade Level FY 2012 – FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or

AfricanAmericanAsian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 349 209 140 297 11 21 19 1 0 0

2012 % 

of total 100% 59.9% 40.1% 85.1% 3.2% 6.0% 5.4% 0.3% 0.0% 0.0%

2013 343 200 143 277 15 25 23 1 2 0

2013 % 

of total 100% 58.3% 41.7% 80.8% 4.4% 7.3% 6.7% 0.3% 0.6% 0.0%

2014 358 205 153 294 15 24 23 1 1 0

2014 % 

of total 100% 57.3% 42.7% 82.1% 4.2% 6.7% 6.4% 0.3% 0.3% 0.0%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Year 2014 retrieved November 7, 2014
39

Appendix C

SEC Promotions to the SK-17 Grade Level

Promotions to the SK-17 Grade Level FY 2012 – FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American

Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 62 36 26 52 2 5 2 1 0 0

2012 % 

of total 100% 58.1% 41.9% 83.9% 3.2% 8.1% 3.2% 1.6% 0.0% 0.0%

2013 45 20 25 26 5 6 5 1 2 0

2013 % 

of total 100% 44.4% 55.6% 57.8% 11.1% 13.3% 11.1% 2.2% 4.4% 0.0%

2014 56 27 29 46 1 3 6 0 0 0

2014 % 

of total 100% 48.2% 51.8% 82.1% 1.8% 5.4% 10.7% 0.0% 0.0% 0.0%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Year 2014 retrieved November 7, 2014
40

Appendix D

SEC Promotions to the Senior Officer 

Promotions to the Senior Officer FY 2012-FY 2014

Fiscal 

Year Total Men Women

White 

NonMinority

Hispanic 

or 

Latino

Black or 

African 

American

Asian

Native 

Hawaiian 

or Other 

Pacific 

Islander

American 

Indian or 

Alaska 

Native

Two 

or 

More 

Races

2012 12 7 5 9 0 3 0 0 0 0

2012 % 

of total 100% 58.3% 41.7% 75.0% 0.0% 25.0% 0.0% 0.0% 0.0% 0.0%

2013 16 7 9 14 0 0 2 0 0 0

2013 % 

of total 100% 43.8% 56.3% 87.5% 0.0% 0.0% 12.5% 0.0% 0.0% 0.0%

2014 14 10 4 12 1 1 0 0 0 0

2014 % 

of total 100% 71.4% 28.6% 85.7% 7.1% 7.1% 0.0% 0.0% 0.0% 0.0%

Source: Federal Personnel and Payroll System (FPPS) data for Fiscal Year 2014 retrieved November 7, 2014