OFFICE OF 

MINORITY 

AND WOMEN 

INCLUSION

ANNUAL

REPORT

TO CONGRESS

MARCH 2022

U.S. SECURITIES AND EXCHANGE COMMISSION

ADVANCING DIVERSITY, EQUITY AND 

INCLUSION
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, 

I am pleased to present the SEC Office of Minority and 

Women Inclusion’s (OMWI) Annual Report to Congress. 

This report sets forth the SEC’s collective efforts to promote 

diversity, equity, and inclusion in our agency. 

Fairness and opportunity are central to the SEC’s mission: 

to protect investors, maintain fair, orderly, and efficient markets, 

and facilitate capital formation. This means that all Americans— 

whether investors seeking to save for the future or business 

leaders looking to fund new ideas and innovations—deserve 

fair access to our capital markets, regardless of their race, gender, 

color, or any other factor.

It is important that our colleagues—the SEC’s most important 

asset—feel they can bring their whole selves to work. I believe 

that a diverse SEC workforce helps promote fairness and 

inclusion in the financial services industry. OMWI continues to 

lead our efforts to develop an inclusive and equitable workplace 

that reflects the diversity of the public we serve, uses minorityand women-owned businesses in our business operations, and 

engages our regulated entities. 

Thank you for taking the time to read about our important 

diversity, equity, and inclusion work. 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

Message from the Chair. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i

List of Acronyms. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iv

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

Connecting our workforce through an inclusive workplace culture. . . . . . . . . . . . . 1

Cultivating a pipeline for the next generation of SEC employees

and future business relationships. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Creating opportunities to exercise impact and influence through 

mission-driven outreach to its stakeholders and the public it protects. . . . . . . . . . 3

Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Organizational Overview. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

U.S. Securities and Exchange Commission. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

The Office of Minority and Women Inclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Workforce Diversity and Workplace Inclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Highlights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

SEC Workforce Demographics: Using Data to Drive Strategy. . . . . . . . . . . . . . . . 7

Building a Diverse Pipeline. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Workplace Inclusion: Fostering a Connected Culture. . . . . . . . . . . . . . . . . . . . . . 26

Challenges and Next Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Supplier Diversity and Inclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Highlights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Supplier Diversity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Contractor Workforce Inclusion: Good Faith Effort Reviews. . . . . . . . . . . . . . . . 38

Challenges and Next Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

Diversity Policies and Practices of SEC-Regulated Entities. . . . . . . . . . . . . . . . . . . . . 41

Highlights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

Challenges and Next Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

Leveraging Diversity and Inclusion for Mission Effectiveness. . . . . . . . . . . . . . . . . . 43

Highlights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43

Challenges and Next Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

Appendix A. OMWI FY 2021 Diversity Partners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45

Appendix B. OMWI FY 2021 Strategic Diversity Job Boards. . . . . . . . . . . . . . . . . . . 46

Appendix C. OMWI FY 2021 Targeted Outreach Events and 

 Mission-Related Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

Appendix D: FY 2021 Programs for Special Observances and 

 Other Events Celebrating Affinity Groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
iv | OFFICE OF MINORITY AND WOMEN INCLUSION

List of Acronyms

AAC African American Council

AAFEA African American Federal Executive Association

AAPI Asian American and Pacific Islander Committee

AARP American Association of Retired Persons

AHORA Amigos and Hispanics of Regulatory Agencies

ALPFA Association of Latino Professionals for America

AMAC Asset Management Advisory Committee 

ARO Atlanta Regional Office of the Securities and Exchange Commission

BRO Boston Regional Office of the Securities and Exchange Commission

CDP Career Development Program

C.O.R.E. Connections, Opportunities, Relationships, Equity

CAHC Caribbean American Heritage Committee

CFPB Bureau of Consumer Financial Protection

CFTC Commodity Futures Trading Commission

CHRO Chicago Regional Office of the Securities and Exchange Commission

CLF Civilian Labor Force

COVID-19 Coronavirus Disease 2019

DAR Diversity Assessment Report

DIAC Disability Interests Advisory Committee

DIIP Diversity and Inclusion Internship Program

EAG Employee Affinity Group

EWOC Enterprising Women of Color

FAR Federal Acquisition Regulation

FDIC Federal Deposit Insurance Corporation

FEVS Federal Employee Viewpoint Survey

FIRREA Financial Institutions Reform, Recovery, and Enforcement Act

FPDS Federal Procurement Data Systems

FPPS Federal Personnel and Payroll System

FRB Board of Governors of the Federal Reserve System

FY Fiscal Year

GFE Good Faith Effort

GPA Grade Point Average

HACU Hispanic Association of Colleges and Universities

HALO Hispanic and Latino Opportunity, Leadership, and Advocacy Committee

HBCU Historically Black Colleges and Universities

HSSIP High School Scholars Internship Program

LARO Los Angeles Regional Office of the Securities and Exchange Commission

LGBT Lesbian, Gay, Bisexual and Transgender

MBDA Minority Business Development Agency

MESO Office of Managing Executive for Small Offices

MIRO Miami Regional Office of the Securities and Exchange Commission
FY 2021 ANNUAL REPORT TO CONGRESS | v

MOU Memorandum of Understanding

MWOB Minority-Owned and Women-Owned Business

NAICS North American Industry Classification System

NAMWOLF National Association of Minority and Women Owned Law Firms

NASP National Association of Securities Professionals

NBA National Bar Association 

NCUA National Credit Union Administration

NEW IQ New Inclusion Quotient (Federal Employee Viewpoint Survey)

NSHSS National Society of High School Scholars

NYC New York City

NYPD New York Police Department

NYRO New York Regional Office of the Securities and Exchange Commission

OA Office of Acquisitions

OASB Office of the Advocate for Small Business Capital Formation

OCC Office of the Comptroller of the Currency

OCOO Office of the Chief Operating Officer

OEEO Office of Equal Employment Opportunity

OHR Office of Human Resources

OIEA Office of Investor Education and Advocacy

OMWI Office of Minority and Women Inclusion

OPM United States Office of Personnel Management

PLRO Philadelphia Regional Office of the Securities and Exchange Commission

PROPELS Professionals Reaching Out to Promote Excellence and Learning for Students

SDBMS Supplier Diversity Business Management System

SEC Securities and Exchange Commission

SECU SEC University

SFRO San Francisco Regional Office of the Securities and Exchange Commission

SIFMA Securities Industry and Financial Markets Association

VOD Vendor Outreach Day
‘‘. . . leading and 

sustaining diversity, equity, 

and inclusion principles 

require more than a checklist satisfying statutory 

mandates and meeting 

stated goals. It requires a 

holistic approach guided by 

intentional and responsive 

actions designed to meet a 

changing landscape.”
FY 2021 ANNUAL REPORT TO CONGRESS | 1

executive summary

T

he U.S. Securities and Exchange Commission’s (SEC, Commission, or agency) Office 

of Minority and Women Inclusion (OMWI) provides leadership and guidance for the 

SEC’s diversity and inclusion efforts. Those efforts are summarized in this Annual Report 

to Congress for Fiscal Year (FY) 2021 (Report), pursuant to Section 342 of the Dodd-Frank 

Wall Street Reform and Consumer Protection Act of 2010 (the Dodd-Frank Act).1 This Report 

highlights the progress the SEC has made toward achieving the goals and objectives of the DoddFrank Act and the SEC’s Diversity and Inclusion Strategic Plan (DI Strategic Plan), as well as 

its real-time responsiveness to current events, all of which collectively guide the SEC’s ongoing 

efforts to promote diversity, equity, and inclusion. In accordance with the mandates of the 

Dodd-Frank Act and the stated goals of the SEC’s DI Strategic Plan, OMWI focuses its efforts 

in the areas of workforce diversity and workplace inclusion, supplier diversity and contractors’ 

workforce inclusion, diversity policies and practices of SEC-regulated entities and SEC missionrelated outreach. As such, this Report is organized to highlight these areas specifically.

That said, leading and sustaining diversity, equity, and inclusion principles require more than a 

checklist satisfying statutory mandates and meeting stated goals. It requires a holistic approach 

guided by intentional and responsive actions designed to meet a changing landscape. In FY 2021, 

the SEC fully embraced this holistic approach and prioritized weaving diversity, equity, and 

inclusion into all areas within its reach—a reach which spans the internal connectedness of its 

workplace culture, the external cultivation of its future workforce and business relationships, 

and the creation of opportunities to exercise impact and influence through mission-driven 

outreach to its stakeholders and the public it protects. 

Connecting our workforce through an inclusive 

workplace culture

As with most transformative work, growth begins on the inside. The SEC encouraged this 

growth by fostering a connected culture within its workforce through mindful initiatives, 

programming, and training. Two of its most forward-thinking initiatives were the UnCovering 

Taskforce, whose mission is to identify and implement strategies to ensure that employees are 

comfortable bringing their authentic selves to work, thereby helping them reach their highest 

potential; and Diversity Dialogues, small group discussions initiated to provide a safe space 

where employees can candidly discuss sensitive issues surrounding race. These two programs 

alone brought hundreds of employees to the table as the SEC community endeavored to remain 

in touch with its greatest asset—its workforce. 

Additionally, internal programming is used as a tool to create a sense of belonging. In FY 2021, 

one such successful program was the Senior Officer Panel Discussion for Disability Employment 

Awareness Month, which featured senior leaders who self-identify as persons with a disability. 

1 Pub. L. No. 111-203, 124 Stat. 1376, July 11, 2010, codified as 12 U.S.C. § 5452. Section 342(e).
2 | OFFICE OF MINORITY AND WOMEN INCLUSION

During this panel and open dialogue, senior leaders shared their personal stories, highlighted 

the SEC’s reasonable accommodation program and also emphasized the value of relationships 

and a strong supportive community. Internal programming is also used to raise awareness and 

tackle challenging issues often brought to light by current events. For example, in FY 2021, 

the SEC co-sponsored Unmasking Anti-Asian Violence, Bias and Xenophobia, a joint federal 

agency program discussing many of the issues surrounding violence and hate against Asian 

Americans; and also presented COVID and its Impact on the Hispanic Community and 

Hispanic-owned Small Businesses, addressing unique challenges faced by this community 

as a result of the pandemic. 

Further, in FY 2021, the SEC offered purposeful training, like Conscious Equity 2.0 and Language 

of Inclusion, which provided guidance to employees on being agents of diversity, mutual respect 

and inclusion. Hundreds of employees attended these highly effective and interactive trainings. 

The SEC also developed training to promote professional development. New training in FY 2021 

included: C.O.R.E. (Connections, Opportunities, Relationships, Equity), a leadership development 

program designed to provide minority leaders at the SEC with tools and techniques to enhance 

their effectiveness, breadth of contributions and engagement within their function; and also the 

African American Federal Executive Association’s Career Development Program (AAFEA CDP), 

where the SEC supported an SEC African American Council (AAC) member to participate in 

the rigorous 5-month developmental program designed to prepare participants to compete for 

advanced career positions in the federal government. All available participant slots in C.O.R.E. 

and AAFEA CDP were filled.

Strategies, like mindful initiatives, programming, and training, helped ensure that the SEC 

continued to cultivate an inclusive and receptive environment for all employees, and these 

efforts will continue in the next fiscal year.

Cultivating a pipeline for the next generation of 

SEC employees and future business relationships

In addition to fostering personal growth and connection within its workforce, the SEC 

seeks to cultivate a diverse pipeline for its future workforce. Each year, the SEC engages in 

numerous strategic outreach activities intended to attract a diverse pool of candidates for future 

employment at the SEC. In FY 2021, the SEC went a step further. Recognizing that diverse 

candidates from underrepresented communities often lack both the opportunities to gain the 

experience necessary to be competitive applicants and also the financial freedom to accept 

unpaid internships, the SEC established two, paid, early-career programs for diverse candidates 

to join the SEC: the Diversity and Inclusion Internship Program (DIIP) and the High School 

Scholars Internship Program (HSSIP). The SEC welcomed 18 interns under DIIP and five 

returning interns under HSSIP. The close-out session for the DIIP program included moving 

tributes by both the interns and their SEC hosts expressing sincere gratitude for the rewarding 

experience and the connections it forged. The SEC plans to increase the opportunities for paid 

internships next year. 
FY 2021 ANNUAL REPORT TO CONGRESS | 3

The SEC also continued to cultivate strategic relationships to enhance its future pipeline of 

diverse workforce candidates by: strengthening its alliance with Historically Black Colleges 

and Universities (HBCUs) through events like the panel discussion in August 2021 with HBCU 

business and law school deans, professors, and chancellors to help increase financial literacy 

for its students; entering into a partnership with the National Bar Association to assist with 

increasing employee representation of underrepresented groups at the SEC; and conducting 

webinars for high school students focused on financial education and careers at the SEC.

To cultivate future business relationships, the SEC facilitated approximately 54 one-on-one 

meetings with vendors via OMWI-hosted Vendor Outreach Day (VOD) sessions. These forums 

allow interested businesses, including minority-owned and women-owned, 8(a) certified, small, 

small disadvantaged, women-owned small, service-disabled veteran-owned and HUBZone 

certified businesses to exchange information on their capabilities and services/goods and to 

receive technical assistance. OMWI also participated in 39 business conferences and procurement 

sessions for diverse vendors and businesses to meet with the SEC. As a result of these efforts, 

FY 2021 saw an increase in both contract payments and awards to Minority and Women 

Owned Businesses (MWOBs) of 1.7% and 5%, respectively. 

The SEC’s increased focus on underrepresented communities to help expand both the pathways to federal service and the available business opportunities not only aligns with the goals in 

the SEC’s DI Strategic Plan, but also echoes the values espoused in the Executive Order 14035

Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce.

2

 The SEC will continue 

these efforts in the coming year. 

Creating opportunities to exercise impact and influence 

through mission-driven outreach to its stakeholders and 

the public it protects

In addition to focusing on connection inside the SEC and cultivation of a future workforce 

and business relationships outside the SEC, the SEC actively sought opportunities to exercise 

its impact and influence in the greater community through mission-driven outreach to 

its stakeholders and the public it protects. OMWI continued to provide assistance to the 

Commission’s independent advisory committees, such as the Asset Management Advisory 

Committee’s Diversity and Inclusion Subcommittee’s efforts to address issues related to diverse 

asset managers. The SEC also continued to promote business diversity with SEC stakeholders 

by engaging with regulated entities to promote the business case for developing and evaluating 

diversity and inclusion efforts. These efforts included hosting a meeting with senior leaders from 

Self-Regulatory Organizations to discuss diversity and inclusion efforts and best practices. 

2 As an independent agency, the mandates set forth under Executive Orders in calendar year 2021 related to diversity, 

equity, and inclusion (e.g. Executive Order 14035, Executive Order 14031, Executive Order 13988, Executive Order 

13985) do not apply to the SEC. Nonetheless, the SEC is undertaking many initiatives that are resonant with the 

goals of these Executive Orders.
4 | OFFICE OF MINORITY AND WOMEN INCLUSION

Further, the SEC engaged in public events intended to foster understanding of the importance of 

diverse participation in the financial services industry. These events included: Tech Entrepreneurs 

of Color - Taking the Pulse of Capital Raising and Women of Color Entrepreneurs on Being 

Powerful Voices for Access to Capital, both of which focused on challenges facing entrepreneurs 

of color in raising capital and ways to increase access to capital; partnering with 100 Women 

in Finance to host a panel which focused on sharing stories of women in public sector financial 

services; and partnering with the Association of Latino Professionals for America Boston, 

Amplify Latinx and the Hispanic National Bar Association, to participate in a panel discussion 

on Financial Planning, Smart Investing Practices and Fraud Avoidance for Young Professionals

The SEC took significant steps toward holistically integrating diversity, equity, and inclusion 

into the fabric of its mission, as set forth in more detail in the Report that follows. Through its 

unwavering commitment, the SEC hopes to lead by example within its sphere of influence, and 

looks forward to continuing its efforts in the next fiscal year.
FY 2021 ANNUAL REPORT TO CONGRESS | 5

INTRODUCTION

The U.S. Securities and Exchange Commission’s (SEC, Commission, or agency) Office of 

Minority and Women Inclusion (OMWI) is pleased to submit its Annual Report to Congress 

for Fiscal Year (FY) 2021 pursuant to Section 342 of the Dodd-Frank Wall Street Reform and 

Consumer Protection Act of 2010 (the Dodd-Frank Act).3 This report will summarize OMWI’s 

efforts to promote diversity and inclusion in the following areas:4

» Workforce diversity and workplace inclusion

» Supplier diversity and contractors’ workforce inclusion

» Diversity policies and practices of SEC-regulated entities

» SEC mission-related outreach

Organizational Overview

U.S. Securities and Exchange Commission

The U.S. Securities and Exchange Commission (SEC, Commission, agency) is a bipartisan 

Commission consisting of up to five Commissioners appointed by the President and confirmed 

by the Senate.5 The SEC’s mission is to protect investors; maintain fair, orderly, and efficient 

markets; and facilitate capital formation. Under these tenets, the SEC oversees the nation’s 

securities markets, certain market participants, and organizations such as the Financial Industry 

Regulatory Authority, Municipal Securities Rulemaking Board, and the Public Company 

Accounting Oversight Board. 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, including the Office of Human Resources (OHR), the Office of Equal Employment 

Opportunity (OEEO), and the Office of Acquisitions (OA), to implement the SEC’s Diversity 

and Inclusion Strategic Plan for Fiscal Years 2020-2022 (SEC’s DI Strategic Plan).6

The Director of OMWI, Pamela Gibbs, is a Senior Officer reporting directly to the Chair. As of 

the time of the submission of this Report, OMWI consists of 11 additional permanent staff, 

including a Deputy Director. For FY 2022, one additional position will be filled. Additionally, 

OMWI uses contractors and detailees to support its operations. 

3 Pub. L. No. 111-203, 124 Stat. 1376, July 11, 2010, codified as 12 U.S.C. § 5452. Section 342(e).

4 This report covers the period October 1, 2020 to September 30, 2021, unless otherwise noted. 

5 The President designates one Commissioner to serve as Chair of the Commission. Jay Clayton was the Chair of the 

Commission from the beginning of FY 2021 through December 23, 2020. Gary Gensler was confirmed as Chair of 

the Commission on April 14, 2021. Allison Herren Lee was Acting Chair of the Commission in FY 2021 until Gary 

Gensler’s appointment.

6 The SEC’s Diversity and Inclusion Strategic Plan for Fiscal Years 2020-2022 is available at https://www.sec.gov/

files/2020_Diversity_and_Inclusion_Strategic_Plan.pdf.
‘‘. . . leadership set the 

tone for the year, making 

it clear that workforce 

diversity and inclusion 

principles are not just 

good policy, but, when 

practiced sincerely and 

integrated fully, propel the 

SEC’s ability to successfully 

perform its mission.”
FY 2021 ANNUAL REPORT TO CONGRESS | 7

Workforce Diversity and Workplace Inclusion 

T

he SEC is committed to cultivating a workforce and workplace culture that values diversity; 

encourages collaboration, flexibility and fairness; and allows all employees to contribute to 

their full potential. Furthering these principles is an individual and collective responsibility, 

particularly for leadership whose example and influence help catalyze action. In FY 2021, 

leadership demonstrated its commitment to promoting diversity and inclusion and ensuring 

opportunity by opening the year with a Town Hall on Diversity, Inclusion and Opportunity 

facilitated by the SEC Chair and featuring the OMWI Director and SEC Senior Policy Adviser on 

Diversity and Inclusion that covered topics including workplace inclusion initiatives, as well as 

external engagement activities with investors, professional organizations and other stakeholders. 

In doing so, leadership set the tone for the year, making it clear that workforce diversity and 

inclusion principles are not just good policy, but, when practiced sincerely and integrated fully, 

propel the SEC’s ability to successfully perform its mission. OMWI provides leadership and 

guidance for the SEC’s diversity and inclusion efforts throughout the Commission, and also 

fosters collaborations with SEC offices and divisions, as well as with other federal agencies, to 

enhance progress toward the SEC’s objectives; but it is the work of all the SEC’s component parts 

working together that yields true progress. Below are some highlights of these collective efforts.

Highlights

SEC WORKFORCE DEMOGRAPHICS: USING DATA TO DRIVE STRATEGY

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

learned from collecting, analyzing, and reporting data. As promoted under Executive Order 

14035, the SEC takes a data-driven approach to advancing policies that promote workforce 

diversity and workplace inclusion. In partnership with the SEC’s Diversity Council, OMWI 

and OHR developed 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 works 

with senior management to develop strategies to continue increasing representation of minorities 

and women in mission-critical occupations.

Applicant Data Analysis

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. 

OMWI reviewed available applicant data for 13,034 applications submitted for FY 2021 

vacancies in the agency’s mission-critical occupations—attorney, accountant, economist, 
8 | OFFICE OF MINORITY AND WOMEN INCLUSION

securities compliance examiner, and IT management;7 8,304 (64 percent) of those applications 

were from applicants who voluntarily disclosed gender, race and ethnicity as part of their 

USAJOBS profiles.8

Figure 1 shows data from applicants for mission-critical occupations who self-identified their 

gender, race, and ethnicity. In FY 2021, 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).9 The representation 

of women among FY 2021 applications for all mission-critical occupations, except attorney, 

was lower than their representation in the CLF.

7 OMWI obtained the demographic data from the Office of Personnel Management (OPM).

8 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. Therefore, caution must be used 

when drawing conclusions about the application rates of demographic groups. 

9 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. Percentages may not total 100 

due to rounding.

Men Women White Black Hispanic Asian All Other

0905 General 

Attorney

Applied 60.6% 39.4% 55.9% 16.4% 14.8% 11.8% 1.1%

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

0510 Accounting Applied 53.8% 46.2% 37.8% 33.9% 11.2% 16.7% 0.4%

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

1831 Securities 

Compliance 

Examining 

Applied 67.1% 32.9% 46.7% 18.3% 18.3% 16.2% 0.5%

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

0110 Economist Applied 71.3% 28.7% 45.0% 20.8% 14.4% 18.7% 1.1%

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

2210 IT 

Management

Applied 78.2% 21.8% 26.9% 29.7% 9.4% 32.3% 1.8%

OCLF 70.7% 29.3% 75.8% 6.1% 6.1% 9.6% 2.3%

Figure 1. FY 2021 Applications for Mission-Critical Occupations 

Compared to 2018 Occupational CLF

Source: Applicant flow data from OPM retrieved using USA Staffing. OCLF reflects the occupational CLF retrieved 

from Census 2014-2018 EEO Tabulation using occupational cross-classification provided by the Equal Employment 

Opportunity Commission. Only applications that included voluntary self-identification are shown. 
FY 2021 ANNUAL REPORT TO CONGRESS | 9

FY 2021 SEC Workforce Profile 10

At the end of FY 2021, the SEC workforce included 4,53611 employees.12 Nearly 55 percent of 

SEC employees work from SEC headquarters in Washington, DC, 41 percent work from one of 

the SEC’s 11 regional offices, and the remainder work from other locations. 

Figure 2 shows the SEC workforce representation by gender, race, and ethnicity. As of the 

end of FY 2021, men comprised 53.8 percent and women comprised 46.2 percent of the SEC 

workforce. The breakdown of the SEC workforce by race and ethnicity was as follows: 64.4 

percent of SEC employees self-identified as white, 15.3 percent as Black or African American, 

13.1 percent as Asian, 5.9 percent as Hispanic or Latino, 0.4 percent as American Indian 

or Alaskan Native, 0.6 percent as Two or More Races, and less than 0.1 percent as Native 

Hawaiian or Other Pacific Islander; 0.3 percent of the overall workforce did not identify their 

ethnicity and race.

10 Unless otherwise noted, OMWI relies on workforce data from the Federal Personnel Payroll System (FPPS) 

accessed via the U.S. Department of the Interior. Year-end data snapshots represent the agency’s workforce as of the 

end of Pay Period 21 in 2019, 2020, and 2021, shown in this report as FY 2019, FY 2020, and FY 2021, respectively. 

Snapshot data was retrieved from FPPS on December 22, 2021. 

11 The SEC workforce had a net gain of 43 employees as of the end of FY 2021 compared to the prior year

(FY 2020: 4,493 employees). 

12 Unless otherwise noted, data is reported for both permanent and temporary employees.

Figure 2. Workforce Composition by Gender, Race, and Ethnicity FY 2019 – FY 2021

Men Women White Black Hispanic Asian All Other

FY 2019 53.8% 46.2% 65.3% 15.6% 5.6% 12.4% 1.1%

FY 2020 53.8% 46.2% 65.0% 15.4% 5.8% 12.8% 0.9%

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

50%

100%

0%

Source: FPPS data. “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. Note that percentages 

may not sum to 100 due to rounding. 
10 | OFFICE OF MINORITY AND WOMEN INCLUSION

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

shown in Figure 3. The overall representation of minorities increased slightly from FY 2019 to 

FY 2021 while the representation of women has remained at 46.2 percent. 

SEC Workforce Compared to the Federal Workforce and CLF 

Figure 4 shows how the demographic composition (i.e., gender, race, and ethnicity) of the SEC 

workforce, as of the end of FY 2021, compared to the demographic composition of the Federal 

workforce and the U.S. citizen CLF.13 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 Nation. As of the end of FY 2021, at 46.2 percent, 

the representation of women in the SEC workforce was higher than their representation in the 

Federal workforce (44.4 percent), but lower than their representation in the CLF (48.2 percent).

Minorities collectively represented 35.3 percent of the SEC workforce as of the end of FY 2021, 

which was lower than their representation in the Federal workforce (38.4 percent), but higher 

than their 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 (5.9 percent) than the FY 2021 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. 

13 This comparison includes updated CLF comparisons using the most recent EEO Tabulation release 

from the U.S. Census Bureau. EEO Tabulation 2014-2018, Table EEO2r – Citizen, retrieved from 

https://www.census.gov/topics/employment/equal-employment-opportunity-tabulation/guidance.html

Figure 3. Women and Minority Representation FY 2019 – FY 2021

Source: FPPS data.

Minority Women

100%

50%

0%

FY 2019 FY 2020 FY 2021

46.2% 46.2% 46.2%

34.7% 35.0% 35.3%
FY 2021 ANNUAL REPORT TO CONGRESS | 11

Workforce Analysis by Occupation 

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

in just seven occupations. Figure 5 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; 42.1 percent of all SEC 

employees were in the attorney occupation as of the end of FY 2021. Attorney is the most 

prevalent occupation for both men and women, as well as for three of 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 2021, 50.2 percent of White, 36.3 percent of Asian, and 33.2 percent of Hispanic 

or Latino employees were employed as attorneys. Attorney was the second most prevalent 

occupation for Black or African American employees (18.2 percent) as of the end of FY 2021. 

A slightly greater percentage of Black or African American employees were employed in 

positions in the Miscellaneous Administration and Program Series (20.2 percent). 

Demographic Groups SEC FY 2021

Workforce

FY 2021 Federal

Workforce*

2018 Civilian 

Labor Force

Men 53.8% 55.6% 51.8%

Women 46.2% 44.4% 48.2%

White (Non-Minority) 64.4% 61.2% 67.5%

Minority 35.3% 38.4% 32.5%

Black or 

African American

15.3% 18.2% 12.3%

Hispanic or Latino 5.9% 9.5% 13.0%

Asian 13.1% 6.5% 4.4%

Native Hawaiian or 

Other Pacific Islander

<0.1% 0.6% 0.2%

American Indian or

Alaska Native

0.4% 1.6% 0.6%

Two or More Races 0.6% 2.0% 2.1%

Remainder / not identified** 0.3% 0.4% **

Figure 4. FY 2021 SEC Workforce Compared to Federal Workforce and CLF

Source: FPPS. Federal workforce data from OPM FedScope (Sep 2021) and CLF data from Census 2014-2018 

EEO Tabulation, Table EEO2r – Citizen. Percentages may not total 100 due to rounding. 

*FedScope data current as of September 2021, retrieved January 2022.

**Remainder represents the percentage of the total that is unidentified – that is, no race or ethnicity information 

is available from personnel data. The Census EEO Tabulation estimates the labor force within small margins of 

error, so no remainder or not identified segment exists.
12 | 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 Figure 5. As of the end of FY 2021, 85.2 percent 

of White employees, 84.9 percent of Asian employees, and 72 percent of Hispanic or Latino 

employees worked in these occupations. In contrast, as of the end of FY 2021, only 43.6 percent 

of Black or African American employees worked in mission-critical occupations.

SEC Men Women White Black Hispanic Asian All 

Other

General Attorney 

(0905)

42.1% 42.2% 42.0% 50.2% 18.2% 33.2% 36.3% 24.1%

Accounting (0510) 18.5% 19.5% 17.3% 20.3% 10.5% 18.7% 19.8% 10.3%

Securities Compliance 

Examining (1831)

7.8% 9.3% 6.1% 7.9% 4.5% 10.1% 10.6% 5.2%

Information 

Technology 

Management (2210)

7.1% 9.8% 3.9% 4.7% 9.7% 7.8% 14.5% 19.0%

Miscellaneous 

Administration & 

Program (0301)

5.6% 2.6% 9.2% 2.5% 20.2% 8.2% 2.5% 6.9%

Management and

Program Analysis 

(0343)

3.5% 2.3% 4.9% 2.4% 9.2% 3.7% 1.8% 6.9%

Economist (0110) 2.2% 2.8% 1.5% 2.2% 0.7% 2.2% 3.7% 5.2%

Paralegal Specialist 

(0950)

1.8% 0.7% 3.1% 1.3% 4.5% 2.6% 0.8% 3.4%

Financial Analysis 

(1160)

1.5% 2.2% 0.8% 1.4% 0.6% 1.5% 3.4% 0.0%

Human Resources 

Management (0201)

1.2% 0.7% 1.9% 0.5% 4.2% 1.9% 0.5% 3.4%

Contracting (1102) 1.1% 0.9% 1.3% 0.7% 2.5% 1.9% 1.0% 5.2%

Program Management 

(0340)

0.9% 1.0% 0.7% 1.1% 0.6% 1.5% 0.0% 1.7%

Financial 

Administration and 

Program (0501)

0.8% 0.4% 1.3% 0.4% 3.0% 0.7% 0.2% 0.0%

General Mathematics 

and StatIstics (1501)

0.5% 0.9% 0.1% 0.5% 0.0% 0.4% 1.2% 3.4%

Miscellaneous Clerk 

and Assistant (0303)

0.6% 0.4% 0.7% 0.2% 2.5% 0.0% 0.0% 0.0%

All Other 

Occupations

4.8% 4.3% 5.3% 3.8% 9.2% 5.6% 3.7% 5.2%

Figure 5. FY 2021 Percent of Demographic Group in Top 15 SEC Occupations

Source: FPPS. “All Other” includes Native Hawaiian/Pacific Islander, American Indian/Alaska Native, Two or More 

Races, and individuals who have not self-identified. SEC’s five mission-critical occupations are shown in bold. 
FY 2021 ANNUAL REPORT TO CONGRESS | 13

Mission Critical Occupations

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

the agency’s mission-critical occupations. Figure 6 shows how the workforce representation of 

minorities and women in each mission-critical occupation, as of the end of FY 2021, compared 

to their availability 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.

As of the end of FY 2021, the percentage of women in the attorney occupation was above CLF 

representation, the percentage of women in the economist occupation was at CLF representation, 

while women representation in the accountant, securities compliance examiner, and IT 

management occupation was below the percentage of women in these occupations in the CLF. 

The percentage of Black or African American employees in the economist occupation in the SEC 

workforce was lower than their representation in the CLF, while representation among the other 

four occupations was at or above CLF representation. The percentage of Hispanic or Latino 

employees is below representation in the CLF for attorneys, accountants, securities compliance 

examiners, and economists. Asian representation in each of the SEC’s five mission-critical 

occupations exceeds the corresponding representation in the CLF.

Minorities collectively represented 23.3 percent of attorneys, 29.4 percent of accountants, 36.0 

percent of economists, and 34.9 percent of securities compliance examiners in the SEC workforce. In contrast, minorities collectively held 57.6 percent of IT management positions in the 

SEC workforce, which was more than double the percentage of minorities in the IT management 

occupation in the CLF (24.2 percent). 

Men Women White Black Hispanic Asian All Other

0905 General 

Attorney

SEC

Workforce 54.0% 46.0% 76.7% 6.6% 4.7% 11.3 0.7%

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

0510 

Accounting

SEC

Workforce 56.7% 43.3% 70.6% 8.7% 6.0% 14.1% 0.7%

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

1831 Securities

Compliance 

Examining

SEC

Workforce 63.9% 36.1% 65.1% 8.7% 7.6% 17.7% 0.8%

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

0110 Economist SEC

Workforce 68.0% 32.0% 64.0% 5.0% 6.0% 22.0% 3.0%

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

2210 IT 

Management

SEC

Workforce 74.8% 25.2% 42.4% 20.9% 6.5% 26.8% 3.4%

OCLF 70.7% 29.3% 75.8% 6.1% 6.1% 9.6% 2.3%

Figure 6. FY 2021 SEC Workforce Mission-Critical Occupations Compared to 2018 Occupational CLF

Source: FPPS. OCLF data from Census 2018 EEO Tabulation, Table EEO2r – Citizen. “All Other” includes Native 

Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, Two or More Races, and individuals who 

have not self-identified. Percentages may not total 100 due to rounding.
14 | OFFICE OF MINORITY AND WOMEN INCLUSION

Figure 7 shows a summary of employees in mission-critical occupations by gender, race, and 

ethnicity from FY 2019 to FY 2021. The representation of women and minorities collectively in 

mission-critical occupations increased slightly since FY 2019. The representation of Asian and 

Hispanic employees in mission-critical occupations increased slightly, while the representation 

of Black or African American employees decreased slightly.14 The percentage of women in 

mission-critical occupations increased slightly in each of the prior two years. 

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 personnel at other federal agencies. As of the end of 

FY 2021, the SEC workforce had 910 supervisors and managers.15 

Figure 8 shows the number and percentage of SEC supervisors and managers by gender, race, 

and ethnicity from FY 2019 to FY 2021. Women represent 39.5 percent of SEC supervisors and 

managers as of the end of FY 2021, marginally up from 39.4 percent in FY 2020. Minorities 

collectively held 26.8 percent of supervisory and managerial positions at the SEC as of the end of 

FY 2021, up from 25.6 percent in FY 2020. The percentages of SEC supervisors and managers 

who are Black, Hispanic or Latino, and Asian each increased over the three-year period.

14 While the number of Black employees in mission-critical occupations increased from 300 in FY 2019 to 302 in

FY 2021 (0.7 percent relative increase), Black representation in mission-critical occupations decreased from 8.8 

percent in FY 2019 to 8.6 percent in FY 2021 due to increases in other groups from FY 2019 to FY 2021. 

15 The SEC also had supervisors and managers in the SK-9 to SK-14 and SK-16 grade levels. In FY 2021, of the 910 

supervisors and managers, 20 supervisors were at these grade levels. 

Figure 7. Mission-Critical Occupations FY 2019 – FY 2021

Total Men Women White Black Hispanic Asian All Other

FY 2019 3,413 1,995 1,418 2,450 300 175 460 28

100.0% 58.5% 41.5% 71.8% 8.8% 5.1% 13.5% 0.8%

FY 2020 3,512 2,042 1,470 2,501 305 191 489 26

100.0% 58.1% 41.9% 71.2% 8.7% 5.4% 13.9% 0.7%

FY 2021 3,526 2,042 1,484 2,489 302 193 505 37

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

Relative Change 

(FY 2019–2021)

3.3% 2.4% 4.7% 1.6% 0.7% 10.3% 9.8% 32.1%

Source: FPPS. “All Other” includes Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Note that percentages may not precisely sum 

due to rounding. Relative change calculates within-group change observed from FY 2019 to FY 2021.
FY 2021 ANNUAL REPORT TO CONGRESS | 15

Senior Officers 

Figure 9 presents data on the gender, race, and ethnicity of Senior Officers from FY 2019 to 

FY 2021. As of the end of FY 2021, the SEC had 155 Senior Officers, one fewer than at the 

end of FY 2020. 

In FY 2021, the representation of women among Senior Officers increased. Women represented 

45.8 percent of Senior Officers as of the end of FY 2021, up from 43.6 percent in FY 2020. The 

representation of women among Senior Officers at the SEC was higher than the 36.4 percent 

representation of women among all Senior Executives in the Federal workforce.16

The representation of minorities among Senior Officers continued to increase from FY 2019 to 

FY 2021. Minorities held 19.4 percent of Senior Officer positions as of the end of FY 2021, up 

from 16 percent in FY 2020. In contrast, minorities held 23.3 percent of all Senior Executive 

positions in the Federal workforce in FY 2021.17 Black or African American representation 

among Senior Officers increased from 7.1 percent in FY 2020 to 9.0 percent in FY 2021. 

Hispanic or Latino representation among Senior Officers increased from 3.2 percent in FY 2020 

to 5.2 percent in FY 2021. Asian representation among Senior Officers remained at 4.5 percent 

in FY 2021. 

16 OPM FedScope, September 2021. 

17 OPM FedScope, September 2021. 

Total Men Women White Black Hispanic Asian All Other

FY 2019 894 550 344 672 79 44 94 5

100.0% 61.5% 38.5% 75.2% 8.8% 4.9% 10.5% 0.6%

FY 2020 908 550 358 676 84 46 98 4

100.0% 60.6% 39.4% 74.4% 9.3% 5.1% 10.8% 0.4%

FY 2021 910 551 359 666 89 48 101 6

100.0% 60.5% 39.5% 73.2% 9.8% 5.3% 11.1% 0.7%

Relative Change 

(FY 2019–2021)

1.8% 0.2% 4.4% -0.9% 12.7% 9.1% 7.4% 20.0%

Figure 8. Supervisors and Managers FY 2019 – FY 2021

Source: FPPS. “All Other” includes Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Note that percentages may not precisely sum 

due to rounding. Supervisors and managers include all supervisors of record regardless of grade level but 

excludes team leaders. Relative change calculates within-group change observed from FY 2019 to FY 2021.
16 | OFFICE OF MINORITY AND WOMEN INCLUSION

New Hires

The SEC onboarded almost the same number of new hires in FY 2021 as in FY 2020. As shown 

in Figure 10, there were 291 new employees onboarded by the end of FY 2021, following a 

period of reduced hiring that ended in FY 2019.

The representation of women among new hires increased to 45 percent in FY 2021, slightly up 

from 44.7 percent in FY 2020. The representation of minorities among new hires also increased 

to 45.4 percent in FY 2021, up from 38.9 percent in FY 2020. The percentage of new hires in 

FY 2021 who are Black or African American increased from FY 2020, while Hispanic or Latino 

and Asian percentages among new hires decreased from FY 2020.

Total Men Women White Black Hispanic Asian All Other

FY 2019 86 42 44 56 11 6 12 1

100.0% 48.8% 51.2% 65.1% 12.8% 7.0% 14.0% 1.2%

FY 2020 293 162 131 179 40 22 49 3

100.0% 55.3% 44.7% 61.1% 13.7% 7.5% 16.7% 1.0%

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%

Figure 10. New Hires Trend by Gender, Race, and Ethnicity FY 2019 - FY 2021

Source: FPPS. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Includes permanent and temporary employees..

Total Men Women White Black Hispanic Asian All Other

FY 2019 146 85 61 127 9 2 6 2

100.0% 58.2% 41.8% 87.0% 6.2% 1.4% 4.1% 1.4%

FY 2020 156 88 68 131 11 5 7 2

100.0% 56.4% 43.6% 84.0% 7.1% 3.2% 4.5% 1.3%

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%

Relative Change 

(FY 2019–2021) 

6.2% -1.2% 16.4% -1.6% 55.6% 300.0% 16.7% -50.0%

Figure 9. Senior Officers FY 2019 – FY 2021

Source: FPPS. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Includes only employees in the SO pay plan.

Relative change calculates within-group change observed from FY 2019 to FY 2021.
FY 2021 ANNUAL REPORT TO CONGRESS | 17

Separations 

Figure 12 shows separations from the SEC by gender, race, and ethnicity since FY 2019. In 

FY 2021, 248 employees left the SEC, substantially more than departed in either FY 2020 

(165 separations) or FY 2019 (172 separations). In FY 2021, 44.0 percent of separations were 

resignations from the agency, 38.7 percent were retirements, and 9.3 percent were transfers to 

other Federal agencies.18

Women made up a slightly larger percentage of separating employees in FY 2021 than in FY 

2020. Similarly, the percentage of minorities among separating employees (37.5 percent) was 

higher in FY 2021 than in FY 2020 (33.3 percent). 

18 The remainder were involuntary separations of various types, such as the expiration of a term appointment. 

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

FY 2019 to FY 2021. In FY 2021, the majority of new hires—over 70 percent—were employees 

in SEC’s mission-critical occupations. The percentage of women among new hires into missioncritical occupations was lower in FY 2021 at 42.0 percent than their representation in FY 2020 

new hires (44.1 percent). The percentage of minorities among new hires into mission-critical 

occupations increased to 42.0 percent in FY 2021, up from 37.7 percent in FY 2020. 

Total Men Women White Black Hispanic Asian All Other

FY 2019 63 35 28 46 5 3 9 0

100.0% 55.6% 44.4% 73.0% 7.9% 4.8% 14.3% 0.0%

FY 2020 220 123 97 137 18 19 43 3

100.0% 55.9% 44.1% 62.3% 8.2% 8.6% 19.5% 1.4%

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%

Figure 11. New Hires into Mission-Critical Occupations FY 2019 – FY 2021

Source: FPPS. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Includes permanent and temporary employees.

Total Men Women White Black Hispanic Asian All Other

FY 2019 172 98 74 126 23 6 16 1

100.0% 57.0% 43.0% 73.3% 13.4% 3.5% 9.3% 0.6%

FY 2020 165 92 73 110 26 7 20 2

100.0% 55.8% 44.2% 66.7% 15.8% 4.2% 12.1% 1.2%

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%

Figure 12. Workforce Separations by Gender, Race, and Ethnicity FY 2019 – FY 2021

Source: FPPS. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Includes permanent and temporary employees.
18 | OFFICE OF MINORITY AND WOMEN INCLUSION

Separations from mission-critical occupations by gender, race, and ethnicity from FY 2019 to FY 

2021 are shown in Figure 13. In FY 2021, 71.7 percent of separating employees were in missioncritical occupations. The percentage of minorities separating from mission-critical occupations 

was substantially higher in FY 2021 (31.5 percent) than in FY 2020 (25.4 percent).

Total Men Women White Black Hispanic Asian All Other

FY 2019 130 78 52 100 8 5 16 1

100.0% 60.0% 40.0% 76.9% 6.2% 3.8% 12.3% 0.8%

FY 2020 118 73 45 88 10 2 16 2

100.0% 61.9% 38.1% 74.6% 8.5% 1.7% 13.6% 1.7%

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%

Figure 13. Separations from Mission-Critical Occupations FY 2019 – FY 2021

Source: FPPS. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Includes permanent and temporary employees.

Promotions

Figure 14 shows promotions by gender, race, and ethnicity from FY 2019 to FY 2021. For 

purposes of this report, promotions include all instances where employees are converted to 

a higher pay grade. Accordingly, the data reflects career-ladder, competitive, and temporary 

promotions, as well as conversions to a higher-level position.

Minorities received 39.7 percent of promotions in FY 2021, a slight decrease from 40.3 percent 

of promotions in FY 2020. Compared to FY 2020, the share of promotions received by Asian 

employees decreased in FY 2020, while the percentage of promotions received by Black or 

African American employees and Hispanic or Latino employees increased slightly. Women 

received 47.8 percent of the promotions in FY 2021, a decrease from 51.9 percent of promotions 

in FY 2020. 

Total Men Women White Black Hispanic Asian All Other

FY 2019 304 156 148 178 56 23 40 7

100.0% 51.3% 48.7% 58.6% 18.4% 7.6% 13.2% 2.3%

FY 2020 283 136 147 169 49 20 39 6

100.0% 48.1% 51.9% 59.7% 17.3% 7.1% 13.8% 2.1%

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%

Figure 14. Promotions FY 2019 – FY 2021

Source: FPPS. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian or Alaskan Native, 

Two or More Races, and individuals who have not self-identified. Includes permanent and temporary promotions. 
FY 2021 ANNUAL REPORT TO CONGRESS | 19

BUILDING A DIVERSE PIPELINE

Strategic outreach and broad recruitment have been the cornerstone of the SEC’s strategy for 

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

a pipeline of talent for future careers at all levels of the SEC—executives, professionals, recent 

graduates, and students. In FY 2021, OMWI staff coordinated or participated in 35 outreach 

events focused on building a diverse pipeline for careers at the SEC. Additionally, OMWI 

sponsored or facilitated the SEC’s participation in over 14 diversity outreach and recruitment 

events, while the SEC’s regional offices participated in dozens more. These events served to 

inform professionals and students about employment at the SEC. 

Diversity 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 relationships, referred to as “Diversity Partnerships,” provide a variety 

of opportunities for outreach and recruitment. OMWI continued to maintain its Diversity 

Partnerships with 20 organizations. For a list of OMWI’s Diversity Partnerships, see Appendix A.

In FY 2021, OMWI focused on strengthening its relationship with HBCUs. For example, 

the SEC and the National Bar Association (NBA), the nation’s oldest and largest network of 

predominately African-American attorneys and judges, entered into a noteworthy Memorandum 

of Understanding (MOU) establishing a formal relationship between the SEC and NBA to help 

them meet important mission objectives. Specifically, the MOU enables the SEC to: participate 

on a panel at the NBA’s renowned Annual Conference; partner with the NBA in efforts to fill 

job openings and develop a talent pipeline; publish an annual article in the NBA Magazine; and 

establish a mechanism to meet with HBCU Law School Deans with the assistance of the NBA. 

In addition to formal Diversity Partnerships, OMWI collaborates regularly with academic 

institutions and educational organizations. To further enhance its relationships with HBCUs, 

for example, the SEC participated in a roundtable panel discussion with leaders from HBCU 

business and law schools to discuss developing sustained relationships with HBCUs that result 

in impactful outcomes for both HBCU students and partner organizations like the SEC. 

Advertising

In compliance with the Dodd-Frank Act, OMWI takes affirmative steps to seek diversity in 

the workforce at all levels at the SEC 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 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.
20 | OFFICE OF MINORITY AND WOMEN INCLUSION

Since OMWI’s inception, OMWI has developed partnerships with internal and external groups 

to create a directory of individuals and organizations interested in supporting OMWI’s mission 

activities, including increasing the SEC’s workforce diversity. OMWI’s network includes 

approximately 6,000 individuals and 400 organizations that represent the SEC’s key workforce segments. Additionally, OMWI and OHR have identified job boards that allow the 

SEC to strategically advertise vacancy announcements to key underrepresented communities. 

For a list of the SEC’s strategic diversity job boards, see Appendix B. 

For FY 2021, OMWI partnered with OHR to update and streamline the position advertising 

process to help hiring managers maximize their reach when seeking underrepresented 

candidates. In response to the pandemic, and to leverage its robust network, OMWI 

primarily engaged in digital advertising. In FY 2021, OMWI and OHR sent out 175 targeted 

employment advertisements across OMWI’s diversity network and strategic job boards. 

OMWI also contracted with three new strategic job boards to further target individuals from 

underrepresented communities with skills that align with the SEC’s mission-critical occupations. 

For example, OMWI contracted with the Professional Diversity Network that disseminates 

employment advertisements to over 300,000 job seekers across eight affinity sites.

In addition to providing assistance through OMWI’s diversity network or strategic job boards, 

OMWI and OHR also provided customized talent sourcing for SEC divisions and offices 

interested in advertising vacancy announcements to underrepresented communities. The 

customized talent sourcing allows divisions and offices to engage with potential candidates 

via LinkedIn. 

Outreach Activities

At least 30 SEC employees actively participated in the numerous SEC-sponsored diversity 

outreach and recruitment events by serving as speakers and panelists at conferences, participating 

in meetings of partnering organizations, and representing the SEC at career fairs and outreach 

events, including at minority-serving colleges, universities and law schools. The SEC’s regional 

offices also participated in dozens of additional, independently organized events. Involving 

employees in this manner helped establish them as internal agents of diversity, and also helped 

foster mutual respect and inclusion in the workplace. For a list of many of the SEC-sponsored 

FY 2021 outreach and recruitment events, see Appendix C.

PROFESSIONALS. In FY 2021, OMWI connected with various professional organizations that 

serve diverse members in an effort to provide meaningful guidance and support across a wide 

range of financial services topics. As part of the SEC’s all-agency approach, OMWI coordinated 

with employees, divisions, and offices across the SEC to further these objectives. Below are several 

examples of these coordinated efforts.
FY 2021 ANNUAL REPORT TO CONGRESS | 21

» Financial Services Professionals: OMWI again partnered with Financial Services Professionals,

a Washington regional network of African American professionals in financial services. The

event focused on career pathways into financial regulatory work in the public sector. During

this virtual event, four SEC current and former employees from the Division of Trading and

Markets highlighted the value of marketable and transferrable skills garnered from their

service at the SEC or from the private sector that provided a pathway into public service

at the SEC.

» 100 Women in Finance: OMWI partnered with 100 Women in Finance to host a panel for its

Impact Program. The Impact Program is geared toward young women starting their journey

in academia or in financial services. The panel focused on sharing the stories of women in

public sector financial services, and included the voices of three employees from various parts

of the SEC with diverse backgrounds, challenges, and journeys that helped them forge their

paths and build their skills, both before arriving at the SEC and after.

» Enterprising Women of Color (EWOC) Program: Recognizing that minority women are the

fastest growing population of entrepreneurs, OMWI partnered with the Minority Business

Development Agency (MBDA) to present EWOC which focused on providing minority

women entrepreneurs support as they build and scale their businesses. OMWI, along with the

Office of Investor Education and Advocacy (OIEA) and the Office of the Advocate for Small

Business Capital Formation (OASB) shared insights on ways the SEC could support the clients

of the EWOC program.

COLLEGES AND UNIVERSITIES. OMWI continued to connect with colleges and universities in 

meaningful ways outside of traditional recruitment activities. Examples for FY 2021 include: 

» Colorado Women’s College of the University of Denver’s “Unconscious Bias” Training Video:

OMWI worked with this college to create an “Unconscious Bias” training video which

focused on explaining unconscious bias, how unconscious bias can manifest in the recruiting

process, why organizations should work to combat unconscious bias, and the benefits of

having a diverse and inclusive workforce. The training video was viewed by approximately

200 students.

» Texas Women’s College English, Spanish and Foreign Language Virtual Mock Interviews:

For this event, two employees from the SEC’s Fort Worth Regional Office served as

interviewers and provided interview feedback to the students. Approximately 130 students

seeking English, Spanish, or Foreign Language degrees participated in the mock interviews.
22 | OFFICE OF MINORITY AND WOMEN INCLUSION

HIGH SCHOOLS. OMWI partners with high schools with large minority populations and 

organizations that serve minority high school students to provide financial literacy programs 

and career advice. Some of the outreach OMWI conducted in FY 2021 includes: 

» The Basics of Saving and Investing and Careers in the Financial Services Industry presentation

to the National Society of High School Scholars (NSHSS):19 This event was hosted by OMWI

and the SEC’s OIEA. The event included information and facilitated discussions covering

credit and debt management, the importance of saving and investing early, and understanding

the risk and returns of investment products. The event also included information about how

to recognize the red flags of investment fraud, and questions to ask before investing. OMWI

and OIEA also shared information specific to careers at the SEC and the financial services

industry during the event.

» The Basics of Saving and Investing and Careers in the Financial Services Industry presentation

to the New York City (NYC) Bar Association Thurgood Marshall Society Summer Law

Internship Program:

20 OMWI and OIEA hosted this virtual presentation as part of the

Thurgood Marshall Society’s Summer Law Internship Program. The event included

information and facilitated discussions covering credit and debt management, the importance

of saving and investing early, and understanding the risk and returns of investment products.

The event also included information about how to recognize the red flags of investment fraud,

and questions to ask before investing. OMWI and OIEA also shared information specific to

careers at the SEC and the financial services industry.

» Professionals Reaching Out to Promote Excellence and Learning for Students (PROPELS)

Financial Literacy and Career Day: The SEC’s African American Council and OMWI

partnered to host a virtual event, featuring engaging discussions related to financial literacy

awareness and career advice. This event helped shape the lives of 300 students in Washington,

DC, Baton Rouge, and Rosedale, Louisiana. Discussion topics included: Career Advice and

Possibilities, Financial Empowerment and Navigating as a First Generation Professional.

SEC’s Regional Offices

SEC staff members in the regional offices have been indispensable to the success of OMWI’s 

initiatives to promote workforce diversity and inclusion. They have been especially helpful in 

carrying out activities prescribed by Section 342(f) of the Dodd-Frank Act for seeking diversity 

at all levels of the SEC’s workforce. Overall, staff from nearly all regional offices represented the 

SEC at numerous conferences, career fairs, and other diversity outreach events this year. Below 

are just a few highlights of activities organized by several of our regional offices.

19 NSHSS was co-founded by Claes Nobel, senior member of the Nobel Prize family, for the purpose of recognizing 

and serving the highest-achieving student scholars across the globe. NSHSS members are quite diverse- 60% are 

minorities, 45% are multi-lingual, 24% are the first in their family to attend college, and 64% of have a Grade 

Point Average (GPA) above 3.7. The NSHSS database contains 1.7 million lifetime members ages 15-35, their 

parents and educators.

20 The NYC Bar Association Thurgood Marshall Society Summer Law Internship Program is an intensive internship 

program, sponsored by the NYC Bar Association that places diverse NYC high school students with legal employers 

for the summer. Since 1993, this program has provided students with an experience designed to develop them as 

young professionals and expose them to the legal profession.
FY 2021 ANNUAL REPORT TO CONGRESS | 23

OUTREACH/MISSION. In April 2021, the San Francisco Regional Office (SFRO) and New York 

Regional Office (NYRO) supported the OMWI and OASB presentation of Tech Entrepreneurs 

of Color: The Road Ahead. The event consisted of a 2-part virtual conversation. The Director 

of the SFRO moderated the first conversation with the Director and Deputy Director of OASB 

and the Chief of the Office of Small Business Policy in the Division of Corporation Finance. The 

discussion focused upon the 2021 regulatory fundraising landscape. The Director of the NYRO 

moderated the second conversation where a dynamic panel of tech founders and funders shared 

their experiences, insights, and successes in launching and growing new businesses. The panel 

focused on challenges facing entrepreneurs of color in raising capital for their businesses and 

ways to increase access to capital for such business owners.

In June 2021, the Los Angeles Regional Office (LARO) participated in the 14th Annual Native 

American Economic Development Conference, where top experts participated in panels and 

interactive discussions focused on economic diversification, and Tribal Leaders convened to 

discover new ways to enhance their tribe’s economic ventures and build resilient and sustainable 

communities that thrive. This event attracted over 600 attendees.

In July 2021, the Boston Regional Office (BRO) presented on Safe and Wise Investing for FirstGeneration Professionals, jointly with the Hispanic National Bar Association, to an audience of 

primarily Hispanic or Latino individuals and those from traditionally underserved communities. 

About 180 individuals attended.

Additionally, the regional offices independently initiated strategic outreach activities as their 

unique demographics, constituencies and stakeholders dictated and as opportunities arose. For 

example, the Miami Regional Office (MIRO) participated in numerous outreach events, many 

with a focus on the employment of Hispanic individuals. These events included: presentation 

to the University of Florida Association of Latino Professionals for America (ALPFA), Student 

Chapter; panelist for the Hispanic National Bar Foundation Summer Law Institute; presentation 

to law students at Florida State University Cuban American Bar Association, Student Division; 

participation in Ahead of the Game Accounting and Business Fair at Florida International 

University School of Business; and participation in Hispanic National Bar Association Speed 

Mentoring event.

Furthermore, most regional offices presented investor education programs to specific groups like 

senior citizens, teachers, military personnel and other current or future investors. The Chicago 

Regional Office (CHRO), for example, conducted dozens of these educational events to diverse 

audiences and discussed a wide range of subjects, such as mindful investing, fraud recognition 

and the work of the SEC. The CHRO’s educational events reached hundreds of individuals and 

involved a wide range of SEC subject matter experts. 
24 | OFFICE OF MINORITY AND WOMEN INCLUSION

Additionally, regional offices seeking to reach seniors and retired persons strategically partnered 

with organizations like the American Association of Retired Persons (AARP) to conduct 

investor education events. For example, the Denver Regional Office (DRO) partnered with 

AARP and other federal agencies to present Generations of Fraud, a presentation at Colorado 

State University to current and future teachers regarding investment fraud prevention for all 

generations, but with special focus on seniors/grandparents. The event was broadcast to three 

senior living facilities and reached 1400 participants. The Philadelphia Regional Office (PLRO) 

also partnered with AARP to present a virtual Town Hall on government imposter schemes and 

other financial scams as part of AARP’s focus on preventing seniors from becoming victims of 

such frauds. This program reached 1000 participants.

INCLUSION. In addition to conducting outreach activities, the regional offices also organize 

Special Observance events and other initiatives to help foster inclusion. For example, in honor of 

Pride Month and in celebration of Asian Pacific American activism, the SFRO hosted the Dean 

of the College of Ethnic Studies at San Francisco State University—Amy Sueyoshi—to discuss 

the role Asian Pacific Americans have played in two important issues in gay politics: the repeal 

of “Don’t Ask Don’t Tell” and the fight for marriage equality.  

To highlight the accomplishments of diverse trailblazers, this fiscal year MIRO organized a 

Diversity and Inclusion Speaker Series with notable guest speakers, such as The Honorable 

Marcia J. Cooke, the first black woman federal judge in Florida; the Honorable Raag Singhal, 

the first Asian Pacific American and Indian American to serve as an Article III federal judge 

in the 11th Circuit; and H.T. Smith, a nationally-renowned trial lawyer, educator, leader and 

Miami’s first African-American assistant public defender, first African-American assistant 

county attorney, and first to establish a Black-owned law firm in downtown Miami. 

RESPONSE TO CURRENT EVENTS. The regional offices also initiate events as necessity and 

opportunities arise, such as those relating to the COVID-19 pandemic and the racial inequities 

in our nation. In response to COVID-19, for example, the Atlanta Regional Office (ARO), in 

partnership with other agencies, such as the Alabama Securities Commission, Federal Trade 

Commission and United States Attorney for the Middle District of Alabama, presented several 

sessions of Avoiding Financial Scams, COVID-19 and Beyond, to audiences that included 

traditionally underserved communities, military personnel and senior citizens. The PLRO 

participated in a similar iteration of this program, Avoiding Financial Scams, Affinity Fraud, 

COVID-19 and Beyond, with speakers that included PLRO’s Director and staff from OMWI. 

These events covered potential scams during the COVID-19 pandemic, the red flags of affinity 

fraud and the most common tricks opportunistic fraudsters use to deceive the public.

Furthermore, NYRO presented on COVID-, crypto-, and affinity-related scams on La Esquina,

a Spanish-language television program that provides information to elderly members of the 

greater New York metropolitan area and has over a million viewers.
FY 2021 ANNUAL REPORT TO CONGRESS | 25

The regional offices created other programming in response to heightened awareness of racial 

inequities in our nation. For example, the LARO and SFRO hosted a Town Hall on Diversity 

and Allyship, featuring Dr. Russell Jeung, chair and professor of Asian American Studies at 

San Francisco State University and co-founder of the Stop AAPI Hate Reporting Center, who 

discussed the rise in hate crimes against Asian Americans during COVID-19, the historical 

context of this behavior, and what we can do as individuals to intervene.

Internships

In FY 2021, and resonant with one of the goals of Executive Order 14035 “Diversity, Equity, 

Inclusion, and Accessibility in the Federal Workforce” (Executive Order 14035), the SEC focused 

on increasing paid internships so that students from all walks of life may be able to participate. 

Paid internship opportunities that were offered in FY 2021 included:

» Diversity and Inclusion Internship Program (DIIP)—In FY 2021, with the support of

OMWI and OHR, the SEC developed the Diversity and Inclusion Internship Program. As

diverse candidates often lack the necessary experience to be competitive applicants and may

not be financially able to accept unpaid internships, the SEC contracted with the Hispanic

Association of Colleges and Universities (HACU) to administer program logistics and recruit

a diverse student population for paid internship opportunities at the SEC. The internships

introduced students to careers in the federal government and financial services industry. In

addition to work assignments that provided students with real-world work experience, interns

participated in several professional development activities and engaged with SEC staff to

enhance their learning experience. The first cohort of 18 students began their internships at

the end of FY 2021. Fourteen offices, including five regional offices, hosted an intern. Twelve

interns were from Hispanic-Serving Institutions and two were from Asian American and

Native American Pacific Islander-Serving Institutions. The SEC hopes to increase the number

of internships offered through this program in FY 2022.

» High School Scholars Internship Program (HSSIP)21—The SEC partnered with the U.S. Office

of the Comptroller of the Currency (OCC) and the National Credit Union Administration

(NCUA) to welcome five returning interns as part of OCC’s High School Scholars Internship

Program (HSSIP). The six-week paid internship provided students greater awareness of the

OCC, NCUA, and SEC’s operations and missions. Students engaged in interactive classes on

financial literacy, leadership, diversity and inclusion, and public speaking. For FY 2022, the

SEC has increased funding to support five additional participants, for a total of 10 internships.

The SEC also continued to provide internship opportunities for undergraduate, graduate, and 

law students to learn about securities regulations and the work of the SEC through the Student 

Honors Program. The ten-week internship was offered at headquarters and in the SEC’s 11 

regional offices. From January to November 2021, about 570 students participated in the 

21 HSSIP is conducted in partnership with the District of Columbia’s Department of Employment Services, under 

the Mayor Marion S. Barry Summer Youth Employment Program, in order to deliver a program that reaches 

students who otherwise may not have such opportunities. The program also allows the SEC to partner with 

organizations “to place talented young minorities and women in industry internships, summer employment 

and full-time positions” under the Dodd-Frank Act.
26 | OFFICE OF MINORITY AND WOMEN INCLUSION

Student Honors Program: 19 interns were from HBCUs and 6 were from Hispanic-Serving 

Institutions—educational institutions specified in Section 342(f)(1) of the Dodd-Frank Act as 

outreach and recruitment sources. Beginning in FY 2022, the Student Honors Program was 

rebranded and is now the SEC Scholars Internship Program. The SEC Scholars Internship 

Program is a ten-week paid program designed for students pursuing a business or law degree. 

WORKPLACE INCLUSION: FOSTERING A CONNECTED CULTURE

In FY 2021, OMWI furthered implementation of the SEC’s DI Strategic Plan’s goal to “Foster 

a Connected Culture.” Fostering a connected culture requires a multi-dimensional approach 

through visible leadership support, creative and interactive programs that provide SEC employees 

a platform to be heard, trainings, professional development opportunities, mentorship, and 

employee engagement through Employee Affinity Groups (EAGs), as well as evaluations of 

these efforts based on employee surveys.

Diversity Council 

In FY 2021, the SEC Diversity Council had 69 total members and continued to include 

representatives from the EAGs; senior leadership, including the Directors of the Offices of Equal 

Employment Opportunity, Human Resources, and Minority and Women Inclusion; the National 

Treasury Employees Union; and the Chair’s Office. Chair Gensler serves as the chair for the 

Diversity Council, underscoring his desire to champion diversity, equity, and inclusion at the 

SEC. This year, the Diversity Council was in a planning phase as it welcomed new leadership 

and members, and will commence its efforts in FY 2022 with the formation of sub-committees 

that may provide focused attention on areas of interest, such as matters surrounding the new 

headquarters building. Initiatives planned for the coming year include reviewing the SEC’s 

values, highlighting diverse SEC employees via the EAG member spotlight on social media and 

the Diversity and Inclusion webpage on SEC.gov, and supporting colleagues with disabilities.

Diversity and Inclusion Connection Programs 

Deloitte’s research shows that more than 60% of the workforce “cover” important aspects of 

who they are while in the workplace and that “covering” can apply to all employees regardless 

of background and gender.22 Recognizing the importance of fostering a workplace culture that 

allows employees to be authentic, the SEC formed the UnCovering Task Force. In FY 2021, the 

UnCovering Task Force hosted an open house and developed trainings to ensure that employees 

are comfortable bringing their “whole selves” to work and to help cultivate an inclusive and 

receptive work environment. 

Beginning in FY 2020, OMWI, with the support of OEEO, conducted a series of small group 

discussions across the SEC that provided a safe space for candid discussions on issues involving 

diversity and inclusion in the workplace and working together in ways that will result in 

22 https://www2.deloitte.com/us/en/pages/about-deloitte/articles/covering-in-the-workplace.html
FY 2021 ANNUAL REPORT TO CONGRESS | 27

beneficial outcomes for all and enhance mission-effectiveness. Given the success of these sessions,

in FY 2021 OMWI and OEEO conducted additional sessions—Diversity Dialogues II—again

with a focus on enhancing workplace culture and mission-effectiveness. Diversity Dialogues II 

consisted of 10 discussions in which over 400 staff participated. 

Diversity and Inclusion 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. In furtherance of Executive Order 14035, 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 racial equity by addressing diversity 

and inclusion at the SEC as a tool for identifying and addressing barriers to equity. 

In FY 2021, OMWI offered various virtual classes to help supervisors and managers develop 

diversity and inclusion skills. Courses included Conscious Equity 2.0 and Language of Inclusion. 

Conscious Equity 2.0 was first rolled out in FY 2020, but re-offered in FY 2021 in response to 

popular demand. As before, the course was primarily targeted toward supervisors and managers 

to help foster a connected culture where team members can feel empowered, psychologically 

safe, and prepared to manage self and others. Approximately 150 employees attended Conscious 

Equity 2.0. OMWI also offered Language of Inclusion, another course offered to supervisors 

and managers, designed to establish a toolkit of key terminology and concepts for fostering an 

inclusive culture. About 340 employees attended Language of Inclusion.

Professional Development Programs 

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

needed to succeed in their positions and progress in their careers. SECU offers classroom-style 

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

leadership development programs. In addition to the SEC’s standing professional and leadership 

development programs, such as the Excellence in Government Fellows, Career Advancement 

Program, Aspiring Leaders, and Upward Mobility, the following new programs were offered: 

(1) C.O.R.E. (Connections, Opportunities, Relationships, Equity), a leadership development

program designed to provide minority leaders at the SEC with tools and techniques to enhance

their effectiveness, breadth of contributions and engagement within their function, as well

as support their personal well-being and growth; and (2) the AAFEA CDP where the SEC

supported an African American Council (AAC) member to participate in the rigorous 5-month

developmental program designed to prepare participants to compete for advanced career

positions in the federal government.
28 | OFFICE OF MINORITY AND WOMEN INCLUSION

Mentorship

Another career development resource is the SEC’s Mentoring Program which 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 federal service at the SEC.

Similar to past years, OMWI assisted OCOO with the administration and development of the 

content of the program. FY 2021 marked the third cohort of the SEC Mentoring Program, with 

30 mentoring pairs participating. Mentors and mentees included individuals from traditionally 

underrepresented groups—women, minorities, and persons with disabilities. Participants were 

from headquarters and nine regional offices. Each mentee was paired with a mentor who provided 

career development and support from January through June 2021. Despite the program’s shorter 

length this year due to COVID, in addition to orientation held in January 2021, there were three 

formal events specifically tailored for the SEC Mentorship Program including an event with 

Commissioner Crenshaw and a capstone event with remarks by Chair Gensler.

Employee Engagement 

EMPLOYEE AFFINITY GROUPS AND SPECIAL OBSERVANCES. SEC Employee Affinity 

Groups (EAGs) have been instrumental in helping to cultivate a work-place culture that attracts 

diverse talent and encourages employee engagement and retention. In FY 2021, nine EAGs were 

active at the SEC: African American Council (AAC); American Indian Heritage Committee 

(AIHC); Asian American and Pacific Islander Committee (AAPI); Caribbean American 

Heritage Committee (CAHC); Disability Interests Advisory Committee (DIAC); Hispanic 

and Latino Opportunity, Leadership, and Advocacy Committee (HALO); Pride Alliance;23

Veterans Committee; and Women’s Committee.24 EAGs foster inclusion at the SEC by providing 

educational, cultural, and networking opportunities to interested SEC employees; sponsoring 

cultural and educational programs; and supporting the SEC’s diversity and inclusion efforts. 

Moreover, the SEC leverages the diversity of the EAG members to support its mission to protect 

investors, as well as to support its recruitment and outreach efforts.25

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

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

from OHR.

25 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.
FY 2021 ANNUAL REPORT TO CONGRESS | 29

EAGs have a major role in planning and conducting SEC-sponsored programs and activities to 

commemorate Special Observances. In FY 2021, EAGs at SEC headquarters and regional offices 

helped to plan, coordinate, and conduct over 30 SEC-sponsored programs and activities to 

commemorate Special Observance heritage or awareness months, or otherwise celebrate affinity 

groups. These programs celebrate the diversity in the SEC workforce and enhance cross-cultural 

awareness and understanding. For a list of the FY 2021 programs and activities for Special 

Observances or otherwise celebrate affinity groups, see Appendix D. Some examples include: 

» In Honor of Black History Month the SFRO and AAC co-hosted Tulsa, 1921: Black Wall

Street & The Tulsa Race Massacre, featuring Dr. Karlos K. Hill, professor at the University

of Oklahoma, who spoke about Tulsa’s prosperous Greenwood District, once known as the

nation’s “Black Wall Street,” and the race massacre that destroyed the community and resulted

in the death of approximately 300 people.

» During the LGBT+ History Month in October, the Pride Alliance hosted a virtual panel, Out

at the SEC with Senior Officers at the SEC who identify as LGBTQ+. Panelists included the

SEC’s MIRO’s Director of Enforcement, the Director of OIEA, and the SEC’s Solicitor.

There were over 220 attendees.

» In furtherance of the former Chair’s FY 2020 diversity and inclusion priorities, the DIAC

created two working groups on creating a culture of inclusion for persons with disabilities.

Programming to enhance this culture of inclusion included the Senior Officer Panel Discussion

for Disability Employment Awareness Month, which featured Commissioner Elad Roisman

as facilitator and a panel of senior leaders who self-identify as persons with a disability who

shared their stories, as well as highlighted the SEC’s reasonable accommodation program

and the value of relationships and a strong supportive community.

In FY 2021, EAGs also played a major role in connecting the SEC across the federal government 

and with the public it serves. Some of these events include: 

» In March 2021, the SEC’s Pride Alliance hosted the joint Financial Institutions Reform,

Recovery, and Enforcement Act (FIRREA) agencies’ event, Pride in Federal Service, which

featured speakers from six FIRREA agencies, opening remarks by SEC Commissioner Elad

Roisman and a fireside chat with the NCUA Chair, Todd Harper. The event had over 700

attendees.

» In April 2021, in response to current events and the rise in Anti-Asian sentiment in the U.S.,

the SEC partnered with the other OMWI offices to present Unmasking Anti-Asian Violence, 

Bias and Xenophobia, led by Steve Robbins, to discuss many of the issues surrounding

violence and hate against Asian Americans.
30 | OFFICE OF MINORITY AND WOMEN INCLUSION

» For Pride Month, the SEC partnered with the Commodity Futures Trading Commission

(CFTC) to present Transgender in the Workplace. The program featured a training by Scott

Turner Schofield followed by an in-depth conversation with Katherine Cooper, former CFTC

attorney and the only out transgender woman in the derivatives bar, who discussed being

out in the financial world.

» To foster Hispanic outreach and inclusion, the SEC participated in restarting Amigos and

Hispanics of Regulatory Agencies (AHORA), a joint FIRREA agencies’ Hispanic/Latino

employee group. In October 2021, AHORA organized a panel discussion for Hispanic

Heritage Month entitled Leading the Way: Journeys of Latino Leaders in Financial

Regulatory Agencies. The Deputy Director of the SEC’s OASB served on the panel, which

included leaders from other FIRREA agencies.

Challenges and Next Steps

FY 2021 provided opportunities for the SEC to demonstrate its resilience and creativity as the 

ongoing pandemic shifted the landscape and posed challenges to the SEC’s workforce diversity 

and inclusion efforts. Despite these challenges, the SEC continued to expand its outreach and 

recruitment efforts to help prime the pipeline for its future workforce and engage in internal 

programming to help strengthen the bonds of its workforce. Strategic and thoughtfully targeted 

outreach to professional organizations, minority-serving institutions, diverse schools, and 

other sources of diverse and qualified candidates continued to draw significant interest despite 

being held almost exclusively remotely. What might have been lost in personal interactions 

with potential candidates, was gained in intentional programming, as well as the conveniences, 

wider-reach, and often lower costs offered by virtual events. The SEC will continue to capitalize 

on the benefits of virtual outreach and also explore opportunities for in-person interactions as 

circumstances allow.

The SEC made progress towards achieving diversity at all levels of the workforce, such as 

increasing the number of Black or African American new hires and increasing the number of 

minority supervisors, managers, and Senior Officers. Nonetheless, opportunities for improvement still exist. Focus areas for the SEC’s ongoing diversity and inclusion efforts in FY 2022 

will continue to be increasing the representation of women in attorney positions and minorities 

in mission-critical occupations, particularly Black or African American individuals. The SEC 

is undertaking a number of initiatives with these goals in mind. The SEC is also continuing to 

expand its alliances through personalized communications with its diversity partners, entering 

into MOUs, and strengthening its relationships with HBCUs/HSIs. 
FY 2021 ANNUAL REPORT TO CONGRESS | 31

Also as part of its efforts to increase diversity at the SEC, the SEC established two paid internship 

programs in FY 2021: DIIP and HSSP. The SEC will expand both programs, including increasing 

paid internship opportunities in FY 2022. The SEC has also rebranded the Student Honors 

Program and is now the SEC Scholars Internship Program, a ten-week paid program designed 

for students pursuing a business or law degree.

Additionally, to help maintain a connected culture despite the challenges presented by the physical 

separation necessitated by the pandemic, the SEC will continue forward-thinking initiatives like 

the UnCovering Taskforce and Diversity Dialogues II. The SEC will also offer new trainings like 

Microagressions and will continue to use its resources to access new career development programs 

like C.O.R.E. and AAFEA CDP.

These are just a few highlights of the many steps the SEC plans to take in FY 2022 to enhance 

workforce diversity and workplace inclusion as part of the cultural fabric of the Commission. 

Statutory mandates, the SEC’s DI Strategic Plan, and current events continue to guide the SEC’s 

efforts toward achieving its diversity and inclusion objectives. OMWI will also continue to create 

new opportunities for engagement and foster collaborations with SEC offices and divisions, as 

well as with other federal agencies, to enhance progress toward these goals and objectives, as well 

as share best practices.
‘‘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.”
FY 2021 ANNUAL REPORT TO CONGRESS | 33

Supplier Diversity AND INCLUSION

Highlights

D

espite the challenges presented by the pandemic, OMWI increased its external networking 

events and procurement matchmaking sessions to expand interaction between MWOBs 

and the SEC. In FY 2021, OMWI continued to promote the use of the Supplier Diversity 

Business Management System (SDBMS) internally and externally to communicate and promote 

partner-ships with diverse suppliers. OMWI engaged in 54 vendor matchmaking and outreach 

events where it connected with hundreds of vendors. 

As discussed in more detail below, the data show:

» Contract payments to MWOBs increased to $182.6 million or 36.2 percent of total SEC

contract payments in FY 2021 from $162.4 million or 34.5 percent in FY 2020.

» Contract awards to MWOBs increased to $226.9 million or 38.8 percent of total SEC

contract awards in FY 2021 from $185.1 million or 33.8 percent in FY 2020.

SUPPLIER DIVERSITY

In addition to the SEC’s obligations under the Dodd-Frank Act to promote the increased 

utilization of MWOBs in its business activities, the SEC’s DI Strategic Plan also includes as one 

of its goals to promote business diversity with SEC stakeholders by advancing diversity and 

inclusion in the SEC supplier base. 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. 

To implement the SEC’s strategy for promoting supplier diversity, OMWI works closely 

with 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.26 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. 

Initiatives

OMWI participates in external business networking events and procurement matchmaking 

sessions to increase the interaction between MWOBs and the SEC. In FY 2021, OMWI 

engaged with hundreds of potential suppliers by participating in 39 business conferences and 

procurement matchmaking sessions, including the: 30th and 31st Annual Government 

Procurement Conferences; National Minority Supplier Development Council Conference

26 See FAR Subpart 19.5 – Set-Asides for Small Businesses for more information.
34 | OFFICE OF MINORITY AND WOMEN INCLUSION

and Business Expo; Elite SDVOB Network National Conference; US Women’s Chamber of 

Commerce, South Central Small Business Federal Contracting Summit; National 8(a) Association 

2021 Small Business Conference; General Services Administration and the US Women’s Chamber 

of Commerce - Meet & Match: Achieving Success as a Women-Owned Small Business; Veteran 

Administration and the US Women’s Chamber of Commerce’s 1st Annual Women Veteran Small 

Business Conference “Women Veterans Mean Business”; National 8(a) and AMEX - Celebrate 

the Power of Connections Conference; and Minority Business Development Agency - MED 

Week Procurement Matchmaking.

OMWI and OA continued to jointly host monthly VOD sessions virtually. 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. In FY 2021, 54 businesses participated in 

VOD sessions, 48 of which are considered MWOBs.

To increase MWOB awareness of the SEC, OMWI, and contracting opportunities with the SEC, 

OMWI collaborated with various Chambers of Commerce to promote VODs during specific 

heritage celebration months. For example, in October, OMWI advertised VODs for: National 

Disability Employment Awareness Month (Disability Chamber of Commerce); Filipino-American 

History Month (Coalition of Filipino-American Chamber of Commerce); and Italian-American 

Heritage Month (Italchamber – Italy-America Chamber of Commerce).

OTHER INITIATIVES TO PROMOTE SUPPLIER DIVERSITY. OMWI continues to maintain 

SDBMS to collect business information and capabilities statements from diverse suppliers 

interested in doing business with the SEC through its self-registry web portal. SDBMS assists 

SEC contracting professionals and program offices with identifying MWOB suppliers for market 

research purposes. SDBMS is also a valuable tool for SEC prime contractors needing assistance 

with meeting subcontracting requirements, as information on registered businesses can be 

disseminated to promote partnerships with diverse suppliers. 

Further, OMWI utilizes SDBMS to regularly disseminate information to registered businesses 

about SEC contracting opportunities, industry days, and supplier diversity outreach events. In 

FY 2021, OMWI actively engaged with vendors registered in the system based on fit relative to 

the company’s North American Industry Classification System (NAICS) categories, SEC current 

and forecasted business needs, and the companies’ capabilities and goals.

OMWI maintains a webpage for Supplier Diversity Outreach and provides access to an email 

address and a telephone number for contracting inquiries and outreach. OMWI’s Supplier 

Diversity Officer interacts daily with vendors seeking information about how they can do 

business with the SEC.
FY 2021 ANNUAL REPORT TO CONGRESS | 35

The SEC’s largest contract spend area continues to be Information Technology (IT) services. 

Recognizing that the majority of the SEC’s vendors are seeking IT procurement opportunities, in 

FY 2021, OMWI collaborated with key stakeholders to advertise opportunities and specifics of 

the OneIT Program – a broad enterprise contract vehicle intended to streamline the acquisition 

process for IT platforms and services - to vendors through a publically-available brochure 

targeted to MWOBs.27

Performance Metrics

CONTRACT PAYMENTS.28 Figure 15 shows the total number of contractors the SEC paid 

and the number of MWOBs receiving contract payments from FY 2017 to FY 2021. In each 

fiscal year since FY 2017, nearly a quarter of firms receiving SEC contract payments have been 

classified as MWOBs. Of the 379 firms receiving contract payments in FY 2021, 108 or 28.5 

percent were MWOBs. Non-minority women-owned businesses (i.e., women-owned firms 

without minority designations) represented 8.4 percent of the firms receiving SEC contract 

payments in FY 2021.29 The percentage of non-minority, women-owned businesses among firms 

receiving contract payments increased to 8.4 percent in FY 2021 from 6.6 percent in FY 2020.

27 The OneIT Program is an SEC enterprise-wide, multiple-award contract that provides IT support services, 

with the goal of supporting all IT requirements. 

28 “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.

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

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

FY 2017 FY 2018 FY 2019 FY 2020 FY 2021

SEC Total 430 100.0% 427 100.0% 404 100.0% 376 100.0% 379 100.0%

All Other Firms 323 75.1% 318 74.5% 294 72.8% 270 71.8% 271 71.5%

Total MWOBs 107 24.9% 109 25.5% 110 27.2% 106 28.2% 108 28.5%

Asian 26 6.0% 31 7.3% 32 7.9% 29 7.7% 34 9.0%

Black 29 6.7% 25 5.9% 22 5.4% 26 6.9% 20 5.3%

Hispanic 15 3.5% 14 3.3% 17 4.2% 13 3.5% 13 3.4%

Other 

Minority

12 2.8% 11 2.6% 11 2.7% 13 3.5% 9 2.4%

Non-minority 

Women

25 5.8% 28 6.6% 28 6.9% 25 6.6% 32 8.4%

Figure 15. SEC Contractors Receiving Payments FY 2017 – FY 2021 

Source: Sam.gov and Delphi retrieved on November 12, 2021. Firm count uses distinct count of Supplier Number. 

“Non-minority Women” include women-owned businesses without minority designations.
36 | OFFICE OF MINORITY AND WOMEN INCLUSION

Figure 16 shows SEC total contract payments and the payments made to MWOBs in each fiscal 

year since FY 2017. The SEC paid $503.8 million to contractors in FY 2021, of which $182.6 

million or 36.2 percent was paid to MWOBs. The percentage of the SEC total contract payments 

to MWOBs increased 1.7 percentage points from FY 2020 to FY 2021.

Contract payments to non-minority, women-owned businesses increased to 11.2 percent of SEC 

total contract payments in FY 2021, up from 9.9 percent in FY 2020. Asian American-owned 

businesses, Hispanic American-owned businesses, and African American-owned businesses 

decreased slightly in their percentages of the SEC total contract payments from FY 2020 to 

FY 2021. 

CONTRACT AWARDS.30 Figure 17 shows the total number of MWOBs awarded SEC contracts 

in each fiscal year since FY 2017, and their percentage among firms awarded SEC contracts. In 

FY 2021, the SEC awarded contracts to 361 firms, of which 82 or 22.7 percent were classified 

as MWOBs. Women-owned businesses represented 11.6 percent of the firms awarded SEC 

contracts in FY 2021, and their percentage among firms awarded SEC contracts decreased 

slightly compared to FY 2020. 

30 “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 Procurement Data Systems (FPDS) during the fiscal year.

FY 2017 FY 2018 FY 2019 FY 2020 FY 2021

SEC Total $371.0 100.0% $393.5 100.0% $433.4 100.0% $470.6 100.0% $503.8 100.0%

All Other Firms $237.3 64.0% $269.1 68.4% $294.4 67.9% $308.3 65.5% $321.2 63.8%

Total MWOBs $133.7 36.0% $124.4 31.6% $139.0 32.1% $162.4 34.5% $182.6 36.2%

Asian $68.7 18.5% $57.9 14.7% $65.5 15.1% $64.7 13.7% $60.8 12.1%

Black $14.7 4.0% $10.0 2.5% $9.7 2.2% $11.8 2.5% $8.2 1.6%

Hispanic $14.2 3.8% $15.7 4.0% $16.9 3.9% $16.7 3.5% $12.7 2.5%

Other Minority $16.2 4.4% $23.9 6.1% $29.1 6.7% $22.7 4.8% $44.7 8.9%

Non-minority 

Women

$20.0 5.4% $16.8 4.3% $17.9 4.1% $46.5 9.9% $56.2 11.2%

Figure 16. Contract Payments by MWOB Category FY 2017 – FY 2021 (Amount in Millions) 

Source: beta.sam.gov and Delphi retrieved on November 12, 2021. “Non-minority women” includes women-owned 

businesses without minority designations.
FY 2021 ANNUAL REPORT TO CONGRESS | 37

Figure 18 shows the dollar value of contract awards to MWOBs in each fiscal year since FY 2017, 

and the percentage of SEC contract dollars awarded to MWOBs. Of the $585.4 million in SEC 

contract awards made in FY 2021, $226.9 million or 38.8 percent of SEC contract dollars were 

awarded to MWOBs. This represents an increase of 5 percentage points from FY 2020, and an 

increase of over 4.8 percentage points since FY 2017.

Contract awards to minority-owned businesses represented 27.9 percent ($163.4 million) of SEC 

contract awards; awards to women-owned businesses represented 13.9 percent ($81.6 million); 

and awards to minority women-owned businesses represented 3.1 percent ($18.1 million). The 

amount awarded to MWOBs in FY 2021 was $41.8 million more than the amount awarded 

to MWOBs in FY 2020, representing an increase of 5 percentage points.

FY 2017 FY 2018 FY 2019 FY 2020 FY 2021

SEC Total 438 100.0% 413 100.0% 381 100.0% 385 100.0% 361 100.0%

Total MWOBs 115 26.3% 107 25.9% 111 29.1% 99 25.7% 82 22.7%

WOBs 54 12.3% 54 13.1% 54 14.2% 50 13.0% 42 11.6%

MW-OBs 26 5.9% 26 6.3% 27 7.1% 21 5.5% 18 5.0%

MOBs 83 18.9% 78 18.9% 84 22.0% 70 18.2% 58 16.1%

Asian 33 7.5% 31 7.5% 31 8.1% 33 8.6% 27 7.5%

Black 26 5.9% 26 6.3% 26 6.8% 17 4.4% 12 3.3%

Hispanic 12 2.7% 13 3.1% 14 3.7% 9 2.3% 12 3.3%

Native 

American

6 1.4% 6 1.5% 6 1.6% 6 1.6% 5 1.4%

Other 6 1.4% 2 0.5% 7 1.8% 5 1.3% 2 0.6%

Figure 17. MWOBs with SEC Contract Awards FY 2017 – FY 2021 

Source: Sam.gov retrieved on November 12, 2021. WOBs include all firms designated as women-owned irrespective 

of MOB designation. MOBs include all firms designated as minority-owned irrespective of WOB designation. MW-OBs 

include firms with both minority-owned and women-owned designations. “Other” category includes MOBs with more 

than one race designation and MOBs with an “other” designation.

Figure 18. Contract Awards by MWOB Category FY 2017 – FY 2021 (Amount in Millions) 

Source: sam.gov retrieved on November 12, 2021. WOBs include all firms designated as women-owned irrespective of 

MOB designation. MOBs include all firms designated as minority-owned irrespective of WOB designation. MW-OBs 

include firms with both minority-owned and women-owned designations. “Other” category includes MOBs with more 

than one race designation and MOBs with an “other” designation.

FY 2017 FY 2018 FY 2019 FY 2020 FY 2021

SEC Total $418.9 100.0% $451.0 100.0% $484.0 100.0% $546.9 100.0% $585.4 100.0%

Total MWOBs $142.5 34.0% $143.8 31.9% $141.3 29.2% $185.1 33.8% $226.9 38.8%

WOBs $57.0 13.6% $61.3 13.6% $54.9 11.3% $80.1 14.7% $81.6 13.9%

MWOBs $34.7 8.3% $33.8 7.5% $32.9 6.8% $26.7 4.9% $18.1 3.1%

MOBs $112.4 26.8% $116.2 25.8% $119.4 24.7% $131.6 24.1% $163.4 27.9%

Asian $72.6 17.3% $65.1 14.4% $72.6 15.0% $68.2 12.5% $78.1 13.3%

Black $12.8 3.1% $12.0 2.7% $14.4 3.0% $7.7 1.4% $5.0 0.9%

Hispanic $5.0 1.2% $17.9 4.0% $15.0 3.1% $11.5 2.1% $27.2 4.6%

Native 

American

$14.9 3.6% $14.3 3.2% $13.7 2.8% $36.5 6.7% $45.3 7.7%

Other $7.1 1.7% $6.9 1.5% $3.7 0.8% $7.7 1.4% $7.8 1.3%
38 | OFFICE OF MINORITY AND WOMEN INCLUSION

MAJOR CONTRACT AWARD CATEGORIES. Figure 19 shows the distribution of SEC contract 

awards by NAICS categories. The largest percentage of SEC contract dollars was awarded for 

contracts in the NAICS category of Computer Systems Design and Related Services, followed by 

Management, Scientific, and Technical Consulting Services. These categories also accounted for 

the two largest percentages of SEC contract dollars awarded to MWOBs. In FY 2021, contract 

awards in these two categories accounted for 79.2 percent of SEC contract dollars awarded and 

83.4 percent of the contract dollars awarded to MWOBs. 

Figure 19. SEC and MWOBs Contract Amount by NAICS Category (Amount in Millions) 

“All Other NAICS Categories” includes, among others: Software Publishers (5112) - $8.0 million in SEC contract 

awards, with $0.4 million awarded to MWOBs; Accounting, Tax Preparation, Bookkeeping, and Payroll Services 

(5412) - $4.2 million in SEC contract awards, with $1.8 million awarded to MWOBs; Employment Services (5613) 

- $3.8 million in SEC contract awards, with $3.8 million awarded to MWOBs; Office Furniture (including Fixtures)

Manufacturing (3372) - $3.2 million in SEC contract awards, with $3.1 million awarded to MWOBs; and Business

Support Services (5614) - $2.1 million in SEC contract awards, with $2.1 million awarded to MWOBs.

Source: sam.gov retrieved on November 12, 2021.

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 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. 

Computer 

Systems 

Design and 

Related 

Services

Management, 

Scientific, 

and Technical 

Consulting 

Services

Data 

Processing, 

Hosting, 

and Related 

Service

Other 

Information 

Services

Investigation 

and Security 

Services

Other 

Professional 

Scientific, 

and Technical 

Services

All Other 

NAICS 

Catagories

$380.9

$143.7

$82.7

$45.5

$30.8 $20.5 $19.8

$0.3 $12.0 $2.0 $9.5 $1.4

$49.6

$13.6

SEC Contracts MWOBs

Millions
FY 2021 ANNUAL REPORT TO CONGRESS | 39

The Contract Standard further requires a contractor to provide documentation, upon the 

request of the OMWI Director, demonstrating it has made good faith efforts to ensure the 

fair inclusion of minorities and women in its workforce and, as applicable, demonstrating its 

covered subcontractor(s) has made such good faith efforts. The Dodd-Frank Act directs the 

OMWI Director to determine whether a contractor has failed to make good faith efforts to 

include minorities and women in its workforce, and requires the agency administrator to take 

appropriate action if the OMWI Director makes such a determination. OMWI conducts postaward 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 each GFE Review, OMWI determined that the information and representations in the 

contractor’s submission appeared to indicate the contractor had taken actions demonstrating 

good faith efforts to comply with the requirements of the Contract Standard. During the review, 

OMWI also compared the diversity in the contractor’s workforce by EEO-1 job categories to 

the diversity in the same EEO-1 job categories in the relevant labor market, using the 2006-2010 

Census EEO Tabulation as the benchmark. Where OMWI’s analysis of a contractor’s workforce 

data revealed that the representation of women or minorities in an EEO-1 job category (e.g., 

Officials and Managers and Professionals) was lower than would be expected, OMWI advised 

the contractor that the particular job categories should be an area of focus for its ongoing 

diversity efforts. In FY 2021, OMWI conducted GFE Reviews on a total of 53 contractors 

50 prime and 3 subcontractors). In the case of 54% of the GFE Reviews conducted (29 prime), 

OMWI identified EEO job categories for focus areas of diversity efforts. The identified focus 

areas for diversity efforts were shared with the contractors to assist in their future, diversityfocused efforts. 

Challenges and Next Steps

During the pandemic, all outreach efforts were virtual which sometimes limited the number of 

minority-owned and women-owned businesses OMWI was able to reach at a particular event. 

OMWI is looking forward to participating at in-person supplier diversity conferences in order to 

reach more minority-owned and women-owned businesses. To increase outreach and based on 

the positive feedback on the OneIT Program brochure, OMWI is looking to expand the concept 

to other large SEC contracts being awarded. OMWI will also seek to further leverage SDBMS by 

working with OA to send targeted invitations to MWOBs on programs that will assist potential 

vendors on effective engagement in SEC procurements and increase the utilization of SDBMS 

by SEC business managers, contracting officer representatives, and program managers. 

In the spirit of Executive Order 13895 “Advancing Racial Equity and Support for Underserved 

Communities through the Federal Government,” OMWI has been engaging with OA to conduct 

data-driven analyses to identify potential barriers to equity in the procurement process. OMWI 

will continue to work with OA towards removing potential barriers for MWOBs and expanding 

vendor diversity in SEC procurements.
‘‘Aligned with the 

DI Strategic Plan goal of 

promoting diversity with 

SEC stakeholders, including 

SEC-regulated entities, the 

SEC continued to focus on 

encouraging SEC-regulated 

entities to conduct and 

share self-assessments of 

their diversity policies and 

practices with the SEC.”
FY 2021 ANNUAL REPORT TO CONGRESS | 41

Diversity Policies and Practices 

of SEC-Regulated Entities

T

he 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 agencies31 in June 2015.32 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.

Although the Joint Standards suggest that regulated entities conduct self-assessments of their 

diversity policies and practices at least annually, to alleviate reporting burdens, the SEC collects 

the SEC DAR Form, or comparable diversity self-assessment (e.g., narrative report, firm-prepared 

diversity self-assessment template, a diversity assessment report submitted to OCC, FRB and/

or FDIC) from select regulated entities every two years. In FY 2022, the SEC will invite certain 

regulated entities, including investment advisors, broker-dealers, municipal advisors, and SelfRegulatory Organizations, to again share information about their self-assessments of their 

diversity policies and practices. 

Highlights

Aligned with the DI Strategic Plan goal of promoting diversity with SEC stakeholders, including 

SEC-regulated entities, the SEC continued to focus on encouraging SEC-regulated entities to 

conduct and share self-assessments of their diversity policies and practices with the SEC. In 

addition to continuing to promote the Joint Standards and raise awareness about the SEC DAR 

Form, the SEC has focused on educating regulated entities on the benefits and importance of 

sharing self-assessments. In FY 2021, the SEC began developing its first ever “2020 Diversity 

Assessment Report,” a document which will provide background on the SEC’s 2020 diversity 

assessment process, quantify results of five diversity and inclusion indicators in SEC DAR Forms 

submitted by respondents, and share diversity practices highlighted by respondents. 

31 The agencies are OCC, Board of Governors of the Federal Reserve System (FRB), Federal Deposit Insurance 

Corporation (FDIC), NCUA, and Bureau of Consumer Financial Protection (CFPB).

32 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).
42 | OFFICE OF MINORITY AND WOMEN INCLUSION

Challenges and Next Steps

The biggest challenge the SEC faces relating to assessing the diversity policies and practices 

of its regulated entities remains getting the regulated entities to share information about their 

self-assessments. In an effort to increase participation in the SEC’s collection of self-assessments, 

the SEC proactively engages external stakeholders in conversations about the importance of 

diversity, equity, and inclusion during many of the other events discussed throughout this report, 

such as regulatory events and conferences. The SEC has used these forums to promote the tenets 

of the Joint Standards and to raise awareness about diversity self-assessments and will continue 

to do so in the future.

In FY 2022, OMWI will host outreach and awareness campaigns aimed at illustrating the 

importance of, and business case for, diversity, equity, and inclusion and the attendant value 

of submitting self-assessments to the SEC. One of the events will feature executives from two 

regulated entities who will highlight their business-case for participating in the SEC’s diversity 

assessment collection process. OMWI will also provide increased technical support throughout 

the FY 2022 diversity assessment collection process with updated FAQs and open office hours 

for its regulated entities.
FY 2021 ANNUAL REPORT TO CONGRESS | 43

leveraging diversity and inclusion 

for mission effectiveness

I

n FY 2021, OMWI focused on leveraging diversity and inclusion for mission effectiveness 

and promoting diversity and inclusion throughout the financial services industry. Using an 

all-agency approach, OMWI continued to partner with other SEC divisions and offices to 

proactively connect with the SEC’s stakeholders about the importance of diversity, equity, 

and inclusion and also to provide support and guidance to the SEC on diversity and inclusion 

imperatives interrelated with the SEC’s mission-critical activities. Externally, OMWI continued 

to support outreach programs that focus on the mission-critical nature of the SEC’s diversity, 

equity, and inclusion efforts, and its importance for the financial services industry.

Highlights

In FY 2021, the SEC remained focused on leveraging diversity and inclusion for mission 

effectiveness and promoting diversity and inclusion throughout the financial services industry. 

Consistent with these imperatives, the SEC approved the Nasdaq’s proposed rules requiring 

issuers to disclose certain information about a company’s board diversity representation and 

to offer certain companies access to complimentary board recruiting services. OMWI provided 

substantive input to various SEC divisions regarding the proposed rules, which were ultimately 

approved in accordance with the requirements of the Securities Exchange Act of 1934 

(Exchange Act). 

OMWI also continued to work with the SEC advisory committees to enhance mission 

effectiveness by working to ensure diverse representation and perspectives on the committees. 

Through OMWI’s efforts, the Commission received feedback on some of the challenges facing 

underrepresented communities with regard to access and opportunities in the financial services 

industry. Utilizing this feedback, in July 2021, the SEC’s Asset Management Advisory Committee 

(AMAC), Subcommittee on Diversity and Inclusion (DI Subcommittee), issued a report directly 

addressing the challenges faced by minority- and women-owned firms with regard to assets 

under management and representation in senior management and board positions. The DI 

Subcommittee’s report noted findings from its three FY 2020 public sessions on this issue and 

made five specific recommendations for policy action for consideration by the Commission. 

The DI Subcommittee’s report was unanimously adopted by the AMAC. Similarly, the Small 

Business Capital Advisory and Investor Advisory Committees addressed issues impacting 

underrepresented groups.

As part of its efforts to increase diversity, externally, OMWI facilitated a program hosted by 

the National Association of Minority and Women Owned Law Firms (NAMWOLF) focused 

on receivership opportunities. The head of the SEC’s Division of Enforcement’s Bankruptcy 

Unit participated in a webinar with representatives from the FDIC to discuss receivership 

opportunities for NAMWOLF firms in connection with SEC and FDIC proceedings and 

provided a “nuts and bolts” presentation on receivership proceedings. 
44 | OFFICE OF MINORITY AND WOMEN INCLUSION

OMWI also connected with stakeholders about the importance of diversity, equity, and 

inclusion. These outreach programs focused on the mission-critical nature of the SEC’s diversity, 

equity, and inclusion efforts, and its importance for the financial services industry. In FY 2021, 

OMWI’s Director discussed how OMWI has worked to improve diversity and inclusion within 

the SEC, as well as within the entities it regulates, at the Securities Industry and Financial 

Markets Association’s (SIFMA) Diversity, Equity & Inclusion Leadership Summit. OMWI’s 

Senior Policy Advisor on Diversity and Inclusion spoke at the Practising Law Institute’s Diversity 

& Inclusion in Law Practice 2021 on the SEC’s approach to diversity and inclusion as a business 

imperative impacting mission effectiveness, and the operational efforts the SEC has undertaken 

to implement its DI Strategic Plan which focuses on both internal and external activities. 

Additional outreach events in FY 2021 that OMWI hosted, participated in, supported, or 

contributed to, that fostered an understanding of the importance of diverse participation in the 

financial services industry included: 

» Hosting and participating in a roundtable panel discussion with leaders from HBCU business 

and law schools to discuss developing sustained relationships with HBCUs that result in 

impactful outcomes for both HBCU students and partner organizations; 

» Supporting Tech Entrepreneurs of Color - Taking the Pulse of Capital Raising and Women of 

Color Entrepreneurs on Being Powerful Voices for Access to Capital, both of which focused 

on challenges facing entrepreneurs of color in raising capital and ways to increase access; 

» Partnering with 100 Women in Finance to host a panel which focused on sharing stories of 

women in public sector financial services;

» Participating at National Association of Securities Professionals’ Are We Doing the Right 

Thing? program which focused on evaluating investment policy tools that seek to mitigate 

the economic consequences of poor investment outcomes, with an emphasis on diversity in 

senior-level decision making; and 

» Participating in Beyond Diversifying Your Board: Investor-Driven Diversity, a panel discussion 

sponsored by All Places/NYU Law’s Birnbaum Women’s Leadership Network/Beyond 

#MeToo Working Group on Corporate Governance, Compliance, and Risk, where panelists 

discussed how: investors can act as allies to advance diversity goals; investors can drive 

companies’ approach to corporate governance, particularly regarding diversity, inclusion, and 

belonging; regulators influence diversity decisions at companies; and investor diversity can 

contribute to board and company diversity.

Challenges and Next Steps

The SEC will continue to communicate its commitment to diversity and inclusion to its stakeholders by utilizing a whole-agency approach and by embedding diversity and inclusion 

principles in its mission-related activities and external engagements. In FY 2022, the SEC will 

continue to impress upon its stakeholders the importance of diversity and inclusion by practicing 

transparency and leading through example.
FY 2021 ANNUAL REPORT TO CONGRESS | 45

Appendix A. OMWI FY 2021 Diversity Partners

Organization Name

ASCEND, Inc.

Association of Latino Professionals For America

Council on Legal Education Opportunity, Inc.

D.C. Diverse Partners Network, Inc.

Hispanic Association of Colleges and Universities

Hispanic National Bar Association

Hispanic Bar Association of the District of Columbia

International Leadership Foundation

National Association of Asian MBAs

National Association of Black Accountants

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

National Bar Association

National Bar Association, Greater Washington Area Chapter

National Black MBA Association, D.C. Chapter

National Society of Hispanic MBAs

National Society of Hispanic MBAs, D.C. Chapter

Thurgood Marshall College Fund

United Negro College Fund

White House Initiative on HBCUs

Women’s Bar Association

Source: Office of Minority and Women Inclusion.
46 | OFFICE OF MINORITY AND WOMEN INCLUSION

Organization Name

ButterMilk Club

Financial Services Professionals

Minority Corporate Counsel Association

Minority Professional Network, Inc.

Professional Diversity Network 

Source: Office of Minority and Women Inclusion.

Appendix B: OMWI FY 2021 Strategic 

Diversity Job Boards
FY 2021 ANNUAL REPORT TO CONGRESS | 47

Appendix C: OMWI FY 2021 Targeted Outreach Events and 

Mission-Related Activities

Date Event

January 29, 2021 Self-regulatory Organization Roundtable on Diversity and Inclusion 

Best Practices and Challenges

February 3, 2021 National Society of High School Scholars

February 21, 2021 College Diversity Network 

February 25, 2021 Philadelphia Regional Office Financial Empowerment and Financial Fraud 

February 25, 2021 Protecting Yourself from Investment Scams (Community Outreach)

March 10, 2021 NYC Bar Association Thurgood Marshall Society Financial Education 

April 6 – 8, 2021 SEO Alternative Investment Conference 

April 21, 2021 PROPELS Financial Literacy and Career Day (High School)

April 26-29, 2021 Native American Financial Officers Association

May 18, 2021 National Organization of Investment Professionals

May 21, 2021 Speaking Engagement at “2021 NASAA/SEC 19(D) Conference” 

regarding Exchange Act Section 19(d) at Conference with North 

American Securities Administrators Association 

June 1, 2021 – August 1, 2021 High School Scholars Internship Program

June 21-26, 2021 South Asia Bar Association Annual Conference

June 26, 2021 National Association of Black Accountants - National Convention & Expo

June 22-24, 2021 Practicing Law Institute—Diversity and Inclusion 

June 29, 2021 Walton Foundation HBCU Interns

July 16, 2021 SEC/Minority Business Development Agency: Enterprising Women 

of Color program at the Regional Center

July 24, 2021-30, 2021 National Bar Association Convention & Exhibits

July 28-30, 2021 Lavender Law Conference & Career Fair

July 29, 2021 Scholars Day Program for National Society of High School Scholars

July 31, 2021 SEC/100 Women in Finance Impact Program

August 2, 2021 Receiverships with National Association of Minority and Women 

Owned Law Firms

August 12, 2021 Prairie View A&M University College of Business

August 16, 2021 Diversity Dialogue II Presentation to FDR 

August 19, 2021 HBCU Sustainability: Engaging with HBCUs for Impact Panel

September 2, 2021 Florida International University College of Law

September 2, 2021 Daniels College of Business/Women’s College of the University of Denver

September 10, 2021 Metroplex Area Consortium of Career Centers (MAC3)

September 12-17, 2021 Congressional Black Caucus - Annual Legislative Conference

September 14, 2021 Presentation to Loyola University of Chicago Law School

September 14, 2021 OMNI Research (Dorien Nunez)

September 15, 2021 Prairie View A&M University - Virtual Career Fair - All Majors

September 17, 2021 Association of African American Investment Advisors Vision Conference

September 21, 2021 Provided video on unconscious bias to Daniels College of Business/

Women’s College of the University of Denver Beyond Career Fairs
48 | OFFICE OF MINORITY AND WOMEN INCLUSION

Date Event

September 22-24, 2021 National Association of Securities Professionals - Annual Pension 

and Financial Services Conference

September 22-25, 2021 Corporate Counsel Women of Color – Career Strategies Conference

September 23, 2021 North Carolina Central University Virtual Business & IT Career Fair 

September 23, 2021 Texas Woman’s University Connect2Careers in Business 

September 28, 2021 SEC partnered with Financial Services Professionals to host a panel 

event for their membership

September 28, 2021 Finance Professor at Delaware State University

September 29, 2021 Texas Woman’s University – Virtual Career & Internship Fair

September 29, 2021 Navajo Technical University - Fall 2021 Employment Expo

September 29-30, 2021 California State University – Fall 2021 Business Career Fair 

(Fullerton and Los Angeles)

September 30, 2021 College Diversity Network

September 29, 2021 – 

October 1, 2021

PROSPANICA Annual Conference & Career Expo (aka National 

Society of Hispanic MBAs)

Source: Office of Minority and Women Inclusion.

APPENDIX C. Continued
FY 2021 ANNUAL REPORT TO CONGRESS | 49

Appendix D: FY 2021 Programs for Special Observances 

and Other Events Celebrating Affinity Groups

Date Event

October 1, 2020 Hispanic Heritage Month signature event “COVID and its Impact on 

the Hispanic Community and Hispanic-Owned Small Businesses”

October 14, 2020 CHRO Hispanic Heritage Month program on the life and works of 

20th century Mexican painter Frida Kahlo

October 15, 2020 Pride Alliance LGBT History Month: Out at the SEC Career panel 

featuring Senior Officers 

October 23, 2020 DIAC National Disability Employment Awareness Month (NDEAM) 

Increasing Access and Opportunity at the SEC: An Open Discussion 

with Senior Officers who identify as LGBTQ+

October 26, 2020 DIAC NDEAM ‘Out the Box Series’ event, TED Talk discussion by Haben 

Girma “Why I Work to Remove Access Barriers for Students with 

Disabilities”

October 27, 2020 NYRO Hispanic Heritage Month featuring professor Maria Victoria Murrillo

October 29, 2020 SFRO, Pride Alliance, and AAC co-hosted “Common Ground: Examining 

the Connections Between the Black Civil Rights Movements and the 

Fight for LGBTQ+ Equality”

October 30, 2020 CHRO Women’s History presentation on Ida B. Wells by her greatgrandson, Dan Duster.

November 10, 2020 Veteran’s Day fireside chat Chair Jay Clayton and retired Navy Adm. 

Michelle Howard

November 19, 2020 Native American Heritage Month signature event featuring attorney 

Riyaz Kanji, “History and Impact of the Landmark case McGirt v. 

Oklahoma”

January 14, 2021 OMWI EAG Welcome Back/ New Year event to celebrate the 2020 EAG 

accomplishments

February 4, 2021 LARO Celebrates African American History month with USC law 

professor Jody Armour ‘Diversity, Equity, and Inclusion and the Current 

State of Racial Justice in America’

February 17, 2021 African American History Month: Diversity and Inclusion in the Financial 

Services featuring Professor Christopher Brummer

February 17, 2021 SFRO African American History Month: Black Wall Street and the 1921 

Tulsa Race Massacre featuring professor Karlos K. Hill

February 28, 2021 AAPIC Lunar New Year event with the Gung Kwok Lion Dance troupe

February 24, 2021 AAC African American History Month Book Club discussion “Caste: The 

Origins of Our Discontents” by Isabel Wilkerson

February 25, 2021 FWRO African American History Month event featuring the Hon. 

Maryellen Hicks

February 25, 2021 NYRO African American History Month event “Discovering Your Roots 

Workshop: How to Begin A Journey of a Lifetime” featuring Ms. Robin 

Semple

March 15, 2021 LARO Women’s History Month Entrepreneur Spotlight on SusieCakes 

Founder-CEO Susan Sarich

March 22, 2021 Joint FIRREA Pride in the Federal Workplace: A Roundtable Panel 

Discussion 

March 24, 2021 NYRO Women’s History Month event featuring guest speaker Rebecca 

Pak
50 | OFFICE OF MINORITY AND WOMEN INCLUSION

Date Event

March 24, 2021 LARO Women’s History Month event featuring guest speaker ‘I Waited 

96 Years’ featuring Sarah Bunin Benor

March 25, 2021 PLRO Women’s History Month ‘Domestic Violence and Human Rights’ 

featuring Professor Belinda Cooper

March 29, 2021 LARO Women’s History Month event “The Power of a Girl and Her Pen 

featuring Keren Taylor”

March 30, 2021 DIAC ‘Outside the Box’ series TED Talk discussion by Chris Downey 

“Design with the Blind in Mind”

April 15, 2021 SFRO/LARO Town Hall on Diversity & Allyship with professor Russell 

Jeung, co-founder of the Stop AAPI Hate reporting center

April 18, 2021 Joint FIRREA’s OMWI Unmasking Anti-Asian Violence, Bias, and 

Xenophobia featuring Steve Robbins 

May 14, 2021 MIRO Asian American Native Hawaiian and Pacific Islander Month event 

featuring Hon. Raag Singhal

May 19, 2021 ARO Asian American Native Hawaiian and Pacific Islander Month event 

featuring Byung “Bjay” Pak

May 25, 2021 Asian American Native Hawaiian and Pacific Islander Month Event 

Signature event featuring Vandi Verma and Swati Mohan (NASA’s Jet 

Propulsion Laboratory)

May 26, 2021 MIRO Asian American Native Hawaiian and Pacific Islander Month 

Reenactment of the trial for the murder of Vincent Chin

May 31, 2021 Veterans Committee: Memorial Day virtual commemoration featuring 

personal memorials and tributes from SEC staff honoring family 

and friends who have served our country with a message from 

Commissioner Crenshaw.

June 17, 2021 Caribbean American Heritage Month signature event featuring Stephen 

Thomas 

June 23, 2021 Pride Month Joint Event with CFTC: Transgender in the Workplace

featuring Scott Turner Schofield and Katherine Cooper

June 29, 2021 Pride Alliance Pride Month History of Pride Virtual Discussion

June 30, 2021 SFRO Pride Alliance and AAPI Asian Pacific American Activism in 

LGBT+ History featuring professor Amy Sueyoshi 

June 30, 2021 PLRO Celebration of Caribbean American Heritage Month featuring 

Miranda Alexander (Caribbean Community, Philadelphia)

July 14, 2021 MIRO event Women in the Workplace presented by Hilarie Bass 

September 10, 2021 Sept. 11th 20th Commemoration event featuring Gen. Richard Myers 

(U.S. Air Force, retired)

September 29, 2021 ARO Hispanic Heritage Month event featuring Dr. Carlos del Rio

Source: Office of Minority and Women Inclusion.

APPENDIX D. Continued

U.S. Securities and Exchange Commission

OFFICE OF MINORITY and WOMEN INCLUSION

Washington, DC