MARCH 2023

Annual Report

TO CONGRESS

Office of Minority 

and Women Inclusion

U.S. Securities and 

Exchange Commission
Disclaimer

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

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

O

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

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.

To me, the mission of the SEC relates directly to diversity, equity, 

and inclusion. We work every day to protect investors and 

facilitate capital formation across the spectrum of communities 

that make America strong, including underserved communities. 

With respect to the middle part of our mission—to maintain 

fair, orderly, and efficient markets—fairness literally is embedded 

in our mission.

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

recent years, we have made important gains to help ensure that 

the agency is a place where everyone on the staff can bring their 

whole selves to work, make their mark in public service, and rise 

in the profession, including into senior leadership.

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 minority- and women-owned businesses in our business 

operations, and engages our regulated entities.

Thank you for taking the time to read about our important 

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

Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

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

Demonstrating Leadership Commitment and Accountability. . . . . . . . . . . . . . . 10

Workforce Diversity: Building a Diverse Pipeline. . . . . . . . . . . . . . . . . . . . . . . . . . 10

Workplace Inclusion: Fostering a Connected Culture. . . . . . . . . . . . . . . . . . . . . . 19

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

Supplier Diversity and Inclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Highlights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

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

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

Contractor Workforce Inclusion: Good Faith Effort Reviews. . . . . . . . . . . . . . . 30

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

Leveraging Diversity and Inclusion for Mission Effectiveness. . . . . . . . . . . . . . . . . . . 33

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

SEC’s Mission-Related Diversity Activities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33

Self-Assessments of Diversity Policies and Practices. . . . . . . . . . . . . . . . . . . . . 34

Outreach. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

Challenges and Next Steps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36

Appendix A: SEC Workforce Demographics. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37

Appendix B: FY 2022 Diversity Partners. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

Appendix C: FY 2022 Strategic Diversity Job Boards. . . . . . . . . . . . . . . . . . . . . . . . . 48

Appendix D: FY 2022 Outreach Recruitment Events. . . . . . . . . . . . . . . . . . . . . . . . . . 49

Appendix E: FY 2022 Programs For Special Observances and 

Other Events Celebrating Affinity Groups. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51

Appendix F: FY 2022 Supplier Diversity Conferences and Outreach Events. . . . . 53

Endnotes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54
iv | OFFICE OF MINORITY AND WOMEN INCLUSION

List of Acronyms

AAC African American Council

AAAA Association of African-American Financial Advisors

AANHPI Asian American, Native Hawaiian and Pacific Islander

AANAPISI Asian American and Native American Pacific Islander-Serving Institutions

AAPI Asian American and Pacific Islander Committee

AARP American Association of Retired Persons

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 

CAHC Caribbean American Heritage Committee

Cboe Chicago Board Options Exchange

CFPB Consumer Financial Protection Bureau

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

DEIA Diversity, Equity, Inclusion, and Accessibility

DIAC Disability Interests Advisory Committee

DIIP Diversity and Inclusion Internship Program

EAG Employee Affinity Group

ESG Environment, Social and Governance

FDIC Federal Deposit Insurance Corporation 

FDNY New York City Fire Department

FEVS Federal Employee Viewpoint Survey

FHFA Federal Housing Finance Agency

FIRREA Financial Institutions Reform, Recovery, and Enforcement Act

FIU Florida International University 

FPPS Federal Personnel and Payroll System

FRB Board of Governors of the Federal Reserve System

FY Fiscal Year

GFE Good Faith Effort 
FY 2022 ANNUAL REPORT TO CONGRESS | v

HACU Hispanic Association of Colleges and Universities

HALO Hispanic and Latino Opportunity, Leadership, and Advocacy Committee

NAPABA National Asian Pacific American Bar Association

HBCU Historically Black Colleges and Universities

HNBA Hispanic National Bar Association 

HSSIP High School Scholars Internship Program

LARO Los Angeles Regional Office of the Securities and Exchange Commission

LGBT Lesbian, Gay, Bisexual and Transgender

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

MIRO Miami Regional Office of the Securities and Exchange Commission

MWOB Minority-Owned and Women-Owned Business

NAICS North American Industry Classification System

NAIHC Native American Indian Housing Council

NASDAQ National Association of Securities Dealers Automated Quotations Stock Market

NEW IQ New Inclusion Quotient (Federal Employee Viewpoint Survey)

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

OHR Office of Human Resources

OIAD Office of the Investor Advocate 

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

SABA South Asian Bar Association

SDBMS Supplier Diversity Business Management System

SEC U.S. Securities and Exchange Commission

SECU SEC University

SFRO San Francisco Regional Office of the Securities and Exchange Commission

SO Senior Officer

USAO United States Attorney’s Office 

VOD Vendor Outreach Day
“Much of OMWI’s innovation 

this year was driven by the 

recognition that meaningful and 

sustainable progress in the DEIA 

space requires the help of our 

partners, advocates, and allies 

and their understanding of, and 

engagement in, OMWI’s mission.” 
FY 2022 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, equity, 

inclusion, and accessibility (DEIA) efforts. Much of OMWI’s innovation this year was driven by 

the recognition that meaningful and sustainable progress in the DEIA space requires the help of our 

partners, advocates, and allies and their understanding of, and engagement in, OMWI’s mission. We 

took steps to cultivate strategic relationships, as well as share our knowledge, resources, and message, in 

order to better equip those with our shared vision to champion our collective DEIA efforts.

Inside the organization, OMWI rolled out a pilot of its DEIA Assessment program. As part of the pilot, 

OMWI assessed and provided consultations on DEIA efforts. OMWI will take the lessons learned 

from this pilot and expand this program to other SEC divisions and offices in the future. In Fiscal 

Year (FY) 2022, the SEC also initiated an Employee Affinity Group (EAG) enhancement initiative 

to better leverage and expand EAGs’ impactful contributions within the SEC and beyond. As part 

of this initiative, OMWI hosted an inaugural Employee Affinity Group Virtual Leadership Summit 

with the theme: “The Power of EAGs: Creating Impact and Belonging for Everyone.” SEC Chair and 

Commissioner Sponsor to both the Pride Alliance and HALO, Gary Gensler, and the OMWI Director, 

kicked off the summit, which featured DEIA thought leaders from the financial services industry. OMWI 

continues to work with our other partners to provide additional training and resources in FY 2023 to 

support EAG leaders as they work toward implementing ideas and actions from this inaugural summit.

Outside the SEC, OMWI maintains a network of Diversity Partners, including minority- and womenfocused professional associations and educational organizations, to help further the SEC’s DEIA 

objectives. Recognizing that many of OMWI’s Diversity Partners share the same goals, including 

increasing representation of underrepresented communities in the financial services industry, in FY 2022, 

OMWI hosted its Biannual OMWI Partners Meeting to enhance these personal connections and further 

these shared goals.

Additionally, the SEC leveraged its strategic relationships to continue to expand its paid internship 

programs—the Diversity and Inclusion Internship Program and the High School Scholars Internship 

Program (HSSIP)—which allowed students from all walks of life to participate. DIIP was made possible 

with the administrative efforts of our partner organization, the Hispanic Association of Colleges and 

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

HSSIP was made possible through partnership with the U.S. Office of the Comptroller of the Currency 

(OCC). HSSIP provided students from inner-city high schools greater awareness of the operations and 

missions of the SEC, OCC, Federal Deposit Insurance Corporation, Federal Housing Finance Authority, 

and National Credit Union Administration, and also enabled students to engage in interactive classes on 

financial literacy, leadership, diversity and inclusion, and public speaking. The SEC proudly hosted 59 

paid interns this year and hopes to continue to expand these opportunities in the coming year.
2 | OFFICE OF MINORITY AND WOMEN INCLUSION

In FY 2022, OMWI also worked toward cultivating DEIA partners, advocates, and allies by devising 

creative ways to communicate its knowledge, resources, and message. In FY 2022, OMWI launched the 

DEIA Resource Portal, a collaborative agency-wide website that includes: DEIA educational material 

with recommended reading, training, and videos on DEIA topics; resources on how to get involved 

in promoting DEIA at the SEC; materials for considering minority- and women-owned businesses in 

acquisition requirements; and resources for supervisors and managers on hiring and effective DEIA 

practices. 

Furthermore, in FY 2022, OMWI created specialized training for managers and employees to 

enhance the SEC’s continued commitment to furthering DEIA knowledge at the SEC. Courses 

included Language of Inclusion, Gender Inclusive Language: What It Means and Why Your Use of 

Pronouns Matters, and Understanding and Mitigating Microaggressions in the Workplace. Hundreds 

of employees attended these trainings, demonstrating a shared commitment to DEIA learning 

opportunities.

On the supplier diversity front, in FY 2022, in an effort to raise awareness about Vendor Outreach 

Days (VOD) and increase information sharing, OMWI launched an internal VOD website accessible by 

all SEC employees. The website provides VOD information in real time with an easily-accessible view 

of upcoming sessions. This year, OMWI and the Office of Acquisitions jointly hosted 47 monthly VOD 

sessions, primarily for Minority- and Women-Owned Businesses (MWOBs). OMWI also participated in 

13 outreach events where it connected with hundreds of MWOBs or other underrepresented vendors. 

OMWI also deepened its interactions with the SEC’s regulated entities. In a continued effort to increase 

participation in the collection of self-assessments and emphasize the importance of DEIA efforts, 

OMWI not only actively promoted the 2022 collection through press releases and tweets, but also 

hosted three lunch-and-learn events specifically for the SEC’s regulated entities. These lunch-and-learn 

sessions featured influential speakers and advocates of DEIA, including Chair Gensler, the OMWI 

Director, the SEC’s Director of Corporation Finance, the Chief Diversity Officer of one the SEC’s 

largest regulated entities and representatives from two of the SEC’s regulated entities. Additionally, to 

emphasize the benefits and importance of sharing self-assessments, in FY 2022, the SEC published its 

first ever “2020 Diversity Assessment Report,” a document which provided background on the SEC’s 

2020 diversity assessment process, quantified the results of five diversity and inclusion indicators in 

the SEC Diversity Assessment Report Forms submitted by respondents, and shared diversity practices 

highlighted by respondents. 

We are encouraged by the progress we have made this year and look forward to continuing this 

momentum in the next fiscal year. We will continue to expand relationships based on a shared 

commitment to DEIA. Next year, we look forward to leveraging these relationships to fully embed 

DEIA across the SEC. 
FY 2022 ANNUAL REPORT TO CONGRESS | 3

Introduction

T

he 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) 2022 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 Dodd-Frank Act and the SEC’s Diversity and Inclusion 

Strategic Plan for Fiscal years 2020-2022 (DI Strategic Plan), both 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, and leveraging diversity and inclusion for mission effectiveness. As such, this Report is 

organized to highlight these areas specifically.

This report covers the period from October 1, 2021 to September 30, 2022, unless otherwise noted. 
“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.” 
FY 2022 ANNUAL REPORT TO CONGRESS | 5

Organizational Overview

U.S. Securities and Exchange Commission

T

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

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

Chair of the Commission. Gary Gensler was the Chair of the Commission for FY 2022. The 

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

formation. Accordingly, the SEC’s goals are to focus on the long-term interests of our investors; 

recognize significant developments and trends in our evolving capital markets and adjust our efforts to 

ensure we are effectively allocating our resources; and elevate the SEC’s performance by enhancing our 

analytical capabilities and human capital development.

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

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

Authority (FINRA), 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 to implement 

the SEC’s Diversity and Inclusion Strategic Plan for Fiscal Years 2020-2022 (DI Strategic Plan).2

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 12 additional permanent positions, including a 

Deputy Director. 
“A key driver of the SEC’s 

workforce diversity and workplace 

inclusion efforts is information 

learned from collecting, analyzing, 

and reporting data.” 
FY 2022 ANNUAL REPORT TO CONGRESS | 7

Workforce Diversity and 

Workplace Inclusion 

T

he SEC recognizes that sustained efforts are needed to attract, hire, develop, and retain high-quality, 

diverse talent for all levels of the SEC’s workforce in order to successfully perform its mission. 

To that end, the SEC strives to cultivate a workplace culture that values diversity, encourages 

collaboration, flexibility and fairness, and allows all employees to contribute to their full potential. The 

SEC pursues a comprehensive strategy for building and maintaining a diverse workforce and fostering 

an inclusive workplace, key components of which are highlighted below. 

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 President’s Biden’s Executive Order 

“Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce” (Executive Order 14035), 

the SEC takes a data-driven approach to advancing policies that promote workforce diversity and 

workplace inclusion. The SEC maintains an interactive dashboard (Diversity Dashboard) to increase 

transparency, provide access to current workforce data at the SEC, and show the progress and 

challenges of building and sustaining a diverse workforce at the SEC. The Diversity Dashboard provides 

on-demand analytics for each of the SEC’s divisions and offices by gender, race, ethnicity, occupations, 

and generations. OMWI regularly monitors the Diversity Dashboard in addition to engaging in 

data analytics to work with senior management in developing strategies to continue increasing 

representation of minorities and women in mission-critical occupations.

Highlights on workforce demographics data are below. Additional data can be found in Appendix A. 

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 10,045 applications submitted for FY 2022 vacancies in the agency’s 

five mission-critical occupations—attorney, accountant, economist, securities compliance examiner, 

and IT management;3 6,715 (67 percent) of those applications were from applicants who voluntarily 

disclosed race and ethnicity and 6,850 (68 percent) voluntarily disclosed gender as part of their 

USAJOBS profiles.4
8 | OFFICE OF MINORITY AND WOMEN INCLUSION

Infographic 15 shows the representation of Black or African-American, Hispanic or Latino, and Asian 

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

representation in the same occupations in the Occupational Civilian Labor Force (OCLF).6

Infographic 1. Applicant Data Analysis 

Applied OCLF

0905 General 

Attorney

0510 Accounting 1831 Securities 

Compliance 

Examining 

0110 Economist 2210 IT Management

44.5%

15.1%

71.6%

24.7%

62.3%

23.7

72.3%

24.1%

54.7%

23.5%

SEC Workforce Compared to the Federal Workforce and CLF 

Infographic 27 shows, as of the end of FY 2022, the SEC outperformed the CLF in its employment of 

minorities overall.

Infographic 2. SEC Workforce Compared to the Federal Workforce and CLF 

35.9%

Minority

32.5%

Minority

SEC FY 2022 Workforce 2018 Civilian Labor Force
FY 2022 ANNUAL REPORT TO CONGRESS | 9

Supervisors and Managers

Infographic 38 shows that there has been an increase of women, Black or African American, Hispanics 

or Latino, and Asians in supervisor and manager positions from FY 2021 to FY 2022.

Senior Officers 

Infographic 49 shows that the representation of minorities among Senior Officers continued to increase 

from FY 2021 to FY 2022. 

Separations 

Infographic 510 shows that separations by minorities decreased from FY 2021 to FY 2022.

Infographic 5. Separations by Minorities 

FY 2020

FY 2021

FY 2022 79

86

83

Infographic 611 shows that separations from Mission-Critical Occupations by minorities overall 

decreased from FY 2021 to FY 2022.

Infographic 6. Seperations from Mission-Critical Occupations by Minorities

FY 2020

FY 2021

FY 2022 67

93

55

Infographic 3. Supervisors and Managers 

Women, Black, Hispanic, 

Asian, All other

Men and White

FY 2021 FY 2022

1217

603 636

1200

Infographic 4. Senior Officers 

Women, Black, Hispanic, 

Asian, All other

Men and White

FY 2021 FY 2022

209 194

101 104
10 | OFFICE OF MINORITY AND WOMEN INCLUSION

DEMONSTRATING LEADERSHIP COMMITMENT AND ACCOUNTABILITY

The 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. The SEC’s leadership sets the tone by 

modeling behavior consistent with the SEC’s values.

Transparency

In FY 2022, one way SEC leadership demonstrated their commitment 

to promoting DEIA was through increased transparency and 

communications emphasizing the importance of DEIA. For example, 

senior leaders actively promoted DEIA in the financial services industry through activities, such as: 

» Chair Gensler provided remarks and answered student questions at “Invest in Your Future: A 

Conversation on Financial Empowerment” targeted to students from several Historically Black 

Colleges and Universities (HBCUs).

» Lori Schock, Director, Office of Investor Education and Advocacy (OIEA) was a panelist at the 

Operation HOPE Annual Global Forum where she discussed “The Equity Solution: Inclusion as a 

Growth Strategy.”

» Gurbir Grewal, Director, Division of Enforcement, spoke at the Practising Law Institute’s SEC 

Speaks Program where he highlighted the Division’s focus on the essential project of diversifying 

the SEC’s workforce and the importance of hiring, promoting, and retaining a diverse and talented 

workforce for mission effectiveness.

» Chair Gensler provided opening remarks at the Institute for Inclusion in the Legal Profession’s 

Roundtable Discussion with the leaders of FINRA, Nasdaq, and Chicago Board Options Exchange 

(Cboe) to discuss their efforts to advance DEIA in the financial services industry.

Senior leaders were also involved in over a dozen outreach events focused on building a diverse pipeline 

at the SEC. Some examples include:

» Financial Literacy Career Day: Over 15 high schools from Washington D.C., Maryland, Virginia, 

and Oklahoma were invited to participate in this financial literacy event. Chair Gensler provided 

remarks on the importance of financial literacy, and SEC staff participated in career panel 

discussions.

» Corporation Finance Career Information Session: OMWI hosted an informational session profiling 

the SEC’s Division of Corporation Finance during which its Director, Renee Jones, provided opening 

remarks.

The 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.
FY 2022 ANNUAL REPORT TO CONGRESS | 11

» South Asian Bar Association (SABA) Annual Conference: SABA’s conference sought to strengthen 

the South Asian legal community through a recognized and trusted forum for professional growth 

and development. The SEC’s Director for the Division of Enforcement spoke at the conference’s 

closing ceremonies.

Communications

OMWI continued to focus on sharing DEIA-related knowledge, resources, and messages internally 

and externally. As in prior years, DEIA activities and opportunities are promoted within the SEC on 

a regular basis through postings on the SEC’s internal, agency-wide website, “SEC Today,” on the 

SEC’s public-facing Diversity and Inclusion webpage, and through social media. This year, OMWI 

also launched the DEIA Resource Portal, a collaborative agency-wide website accessible by all SEC 

employees. The DEIA Resource Portal includes communications on how to get involved in promoting 

DEIA at the SEC, among other DEIA resources. 

Accountability

In FY 2022, OMWI rolled out a DEIA Assessment pilot with several of the SEC’s divisions and 

offices to assess and make recommendations surrounding DEIA efforts. As part of the pilot and 

looking towards creating a DEIA Assessment Program, OMWI is evaluating performance metrics for 

accountability to be incorporated into the eventual DEIA Assessment Program.

Additionally, multiple divisions and offices request in-depth diversity analytics pertaining to 

their division or office. These briefings are provided to divisions and offices with an overview of 

demographics to help drive outreach and recruitment strategies. During FY 2022 OMWI met with 

several divisions and offices, as well as the SEC’s Diversity Council, to provide such briefings. 

WORKFORCE DIVERSITY: 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 its continued efforts to diversify the talent pipeline, this year, OMWI took steps to expand 

and strengthen its strategic relationships. This allowed OMWI to leverage those relationships to reach 

a broader, but more targeted, audience in its outreach and advertising efforts. In FY 2022, OMWI staff 

coordinated, participated in, or facilitated the SEC’s participation in over 60 outreach events focused on 

building a diverse pipeline for careers at the SEC. These included conference presentations, speaking 

engagements, conference attendance, and career fairs. 
12 | OFFICE OF MINORITY AND WOMEN INCLUSION

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 B.

In FY 2022, OMWI held its biannual OMWI Partners Meeting. 

Recognizing that many of OMWI’s Diversity Partners share the 

same goals of increasing representation, access, and capabilities of 

underrepresented communities in the financial services industry, 

OMWI created the OMWI Partners Meeting as a platform for OMWI 

and its Diversity Partners to connect. The OMWI Partners Meeting 

allows OMWI’s Diversity Partners to foster personal and intimate 

connections between themselves, OMWI, and other agency officials. 

OMWI’s Diversity Partners were also provided an opportunity to 

learn more about the agency’s policies and practices, as well as ways to support the agency’s mission 

effectiveness and workforce diversity 

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

institutions and educational organizations to further the shared goal of increasing opportunities for 

underrepresented groups to enter into the workforce. For FY 2022, OMWI collaborated with academic 

institutions and educational organizations in 39 outreach events.

Advertising

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

workforce at all levels through employment advertisements in written media oriented toward minorities 

and women, as well as other mass media communications. To further these employment advertising 

efforts to diverse groups, OMWI, with assistance from the Office of Human Resources (OHR), partners 

with SEC divisions and offices to advertise vacancy announcements to underrepresented community 

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

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

to create OMWI’s Diversity Network, 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 6,500 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 C. In FY 2022, OMWI and OHR sent out 

174 targeted employment advertisements covering 248 positions across OMWI’s Diversity Network 

and strategic job boards; 101 of the targeted employment advertisements were posted to OMWI’s job 

boards to further target individuals from underrepresented communities with skills that align with the 

SEC’s mission-critical occupations.

OMWI maintains relationships 

with minority- and womenfocused professional associations 

and educational organizations 

to help further the SEC’s 

workforce diversity objectives.
FY 2022 ANNUAL REPORT TO CONGRESS | 13

In addition to providing assistance through OMWI’s Diversity Network and strategic job boards, 

OMWI and OHR 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. 

OMWI also collaborated with other SEC offices and federal agencies to promote career opportunities 

utilizing its network and advertising expertise to target diverse and underrepresented communities. 

Some examples include:

» National Asian Pacific American Bar Association (NAPABA) Annual Convention: The NAPABA 

Convention is the largest annual gathering of Asian American and Pacific Islander attorneys, judges, 

law professors, and law students. OMWI hosted the NAPABA Board of Directors at the SEC 

where OMWI and the NAPABA Board of Directors discussed the SEC’s corporate board diversity 

regulatory work and ways to deepen the SEC’s diversity partnership with NAPABA.

» SEC and United States Attorney’s Office (USAO), Central District of California Careers Information 

Session: Division Chiefs from the SEC and USAO discussed their organizations’ structure, as well as 

the different types of roles and career pathways. The event was marketed to diverse affinity groups in 

the Los Angeles area and was attended by close to 80 individuals.

» Commodity Futures Trading Commission (CFTC) and SEC Virtual Joint Career Forum: The CFTC’s 

and SEC’s OMWIs highlighted attorney career pathways. The event featured opening remarks 

by CFTC Chair Rostin Benham and SEC Chair Gensler. The event consisted of three breakout 

sessions focusing on career paths and the ways each organization advances its mission to protect the 

American people. The event was well-attended by over 140 individuals. 

Outreach Activities

At least 20 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. 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 2022 outreach recruitment events, see

Appendix D.

In FY 2022, OMWI connected with various professional organizations, colleges and universities, and 

high schools 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.
14 | OFFICE OF MINORITY AND WOMEN INCLUSION

Professionals

» Association of African-American Financial Advisors (AAAA): OMWI partnered with the AAAA 

and presented at AAAA’s 2022 VISION Conference. OMWI promoted careers at the SEC and the 

importance of DEIA for the financial services industry by sharing insights on the SEC’s recent DEIA 

efforts.

» Hispanic National Bar Association (HNBA)—Corporate Counsel Conference: HNBA is an 

association that represents the interests of over 67,000 Hispanic attorneys, judges, law professors, 

legal assistants, law students, and legal professionals. OMWI partnered with the HNBA for their 

Corporate Counsel Conference where the SEC sponsored a booth to connect with HNBA members 

about career opportunities at the SEC. 

Colleges and Universities

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

this event, SEC staff from the SEC’s Fort Worth Regional Office served as interviewers in mock 

interviews and provided interview feedback to the students seeking English, Spanish, or Foreign 

Language degrees. 

» Florida International University Luxury Incubator MBA Project: The SEC participated in this 

inaugural event where 18 students attended a seven-day field trip to New York and California to 

learn about iconic luxury brands and the people and thinking behind them. The SEC presented on 

ethics and rules for CEOs when companies go public and how to build capital.

» HBCU Week—National Annual Conference: The SEC partnered with the Consumer Financial 

Protection Bureau (CFPB) to provide a presentation on financial literacy surrounding investing 

knowledge, navigating student loans, and other important financial considerations at the start of 

one’s career. There were approximately 3,000 attendees at the conference.

High Schools

» Financial Literacy Career Day: Over 15 high schools from Washington D.C., Maryland, Virginia, 

and Oklahoma were invited to participate in this financial literacy event. SEC Chair Gensler 

provided remarks to the approximately 550 student attendees on the importance of financial literacy. 

SEC staff also participated in career panel discussions.

» Duval High School—Prince George’s County Public Schools Financial Literacy Presentation: 

OMWI, OIEA, and the Office of the Investor Advocate (OIAD) hosted this event to promote 

financial literacy and mentorship with high school students. The SEC’s presentation included the 

basics of saving and investing and discussions on cryptocurrency. The event consisted of six sessions 

over two days and was attended by approximately 180 students.
FY 2022 ANNUAL REPORT TO CONGRESS | 15

» Statesman College Preparatory Academy for Boys12 Financial Literacy Presentation: Commissioner 

Peirce spoke with students of the Statesman Academy for Boys about cryptocurrency. Over 60 

students attended this in-person event.

SEC’s Regional Offices

The SEC’s regional offices have been indispensable in promoting 

diversity and inclusion in both the SEC’s workforce and in its 

mission activities. They have been especially helpful in carrying 

out activities prescribed by Section 342(f) of the Dodd-Frank Act, 

including cultivating a future workforce through participation in 

conferences, career fairs, and other diversity outreach events. This 

year, for example, regional offices reached hundreds of students by 

participating in roughly 50 outreach events at Hispanic Serving Institutions (HSI’s), HBCU’s, minority 

serving institutions and women’s colleges or universities, and roughly 30 center-city high schools, girls’ 

high schools, and majority minority high schools. 

The SEC’s regional offices are also committed to reaching the public they serve. To this end, they have 

conducted hundreds of outreach events that helped promote the SEC’s mission through financial 

literacy and investor education. Over 100 of these regional office events had as their primary audience 

specific minority groups or women, while other events addressed other groups, such as military 

personnel, teachers and seniors or older Americans. The regional offices also promoted the SEC’s 

mission by participating in industry-related events specifically geared toward furthering the interests of 

various underrepresented groups. 

Below are just a few highlights of activities organized by the SEC’s regional offices. 

Outreach/Mission

» In October 2021, the Los Angeles Regional Office (LARO) participated in the Los Angeles TriAnnual Alliance for Economic Inclusion Forum II: Enabling Emerging Entrepreneurs hosted by the 

Federal Deposit Insurance Corporation (FDIC). The October Forum celebrated Hispanic Heritage 

Month and identified strategies to support youth employment, including in the financial industry, 

and opportunities to empower the financial capacity of young people.

» In October 2021, the Atlanta Regional Office (ARO) and OIEA participated in Operation HOPE 

Global Forum 2021. This organization convenes world leaders dedicated to advancing the financial 

well-being of all people and formulating actions that contribute to a stronger economy through 

inclusion and opportunity. Its annual meeting is purported to be the largest gathering in the world on 

behalf of empowering poor and underserved communities.

» In November 2021, the Miami Regional Office (MIRO) participated in the Junior Achievement 

Program’s Virtual Career Expo which reached 11,000 secondary school students from multiple 

marginalized or underrepresented groups. For this event, MIRO created a virtual booth which 

The SEC’s regional offices 

have been indispensable in 

promoting diversity and inclusion 

in both the SEC’s workforce 

and in its mission activities. 
16 | OFFICE OF MINORITY AND WOMEN INCLUSION

provided a robust overview of the numerous career paths available at the SEC, as well as 

information on financial literacy.

» In December 2021, LARO participated in the 2021 Legal Symposium of the Native American 

Indian Housing Council (NAIHC). NAIHC is composed of 498 tribes and housing organizations. 

Its annual Legal Symposium brings together tribal leaders, federal agencies and attorneys from 

across the country, and LARO is a regular attendee of this event. This year’s event reached about 500 

attendees.

» In March 2022, in celebration of Women’s History Month, the New York Regional Office (NYRO) 

and Alpha Kappa Alpha Sorority, Inc., Tau Omega Chapter, hosted Financially Savvy Females: 

Lessons to Avoid Financial Fraud. In this panel discussion, four women from NYRO shared their 

expertise in spotting different types of investment fraud, including those found online and involving 

digital assets

» In April 2022, both the Philadelphia Regional Office (PLRO) and the San Francisco Regional Office 

(SFRO) hosted Professionals Reaching Out to Promote Excellence and Learning for Students for 

students from two city-center schools, Parkway Northwest High School for Peace and Social Justice 

and Abraham Lincoln High School, respectively. Staff met with students, conducted mock interviews 

and offered guidance on achieving career goals.

» In April 2022, LARO participated in the California Department of Financial Protection and 

Innovation’s 2022 Financial Capability Resource Fair, which included a roundtable discussion 

regarding avoiding financial fraud and scams, as well as highlights on vendors that promote financial 

empowerment and security. About 1000 participants were in attendance. 

» In September 2022, the Chicago Regional Office (CHRO) participated in a panel discussion at 

Moraine Valley Community College’s Virtual Internship Fair and Symposium. Moraine Valley is 

a two-year college located in Chicago’s southwest suburbs and many of its students work fulltime while also attending day and/or evening classes. Panelists from the SEC discussed the SEC’s 

internship programs and highlighted the skills students needed for succeeding in information 

technology. They also led a breakout session for students interested in data science and business 

management, and highlighted internships opportunities. Other panelists at this event included 

representatives from the Illinois State’s Attorney Office, Chicago Park District, PepsiCo, and other 

large companies. 

» In September 2022, SFRO offered investor education at the Central California Women’s Conference

that featured speakers on topics relating to women’s mental, physical, personal and financial health. 

The conference reached 3500 participants. 

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

demographics, constituencies and stakeholders dictated and as opportunities arose. For example, MIRO 

participated in numerous outreach events with a focus on Hispanic or Latino individuals. These events 
FY 2022 ANNUAL REPORT TO CONGRESS | 17

included: presentation to the University of Central Florida Association of Latino Professionals for 

America (ALPFA), Student Chapter; participation in the St. Thomas University College of Law Career 

and Information Fair; panelist at the Florida International University (FIU) College of Law 17th Annual 

Government Statewide Conference; participation in Ahead of the Game at FIU with the ALPFA and 

Beta Alpha Psi; and presentation at Coral Gables Senior High School.

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

American Association of Retired Persons (AARP), and similar organizations, to conduct investor 

education events. For example, in recognition of World Elder Abuse Awareness Day 2022, the ARO 

partnered with the AARP chapters of North and South Carolina to present Stopping Financial 

Fraud and Elder Abuse. The event featured a panel discussion, with industry experts, including a 

representative from the North Carolina’s Secretary of State’s Office, who discussed how to recognize, 

avoid and report “Crypto” based frauds and scams, as well as other frauds and scams which target 

elders. Participants numbered over 10,000.

Other regional offices also strategically partnered with AARP to increase impact, including LARO for 

presentations such as Investing and Avoiding Fraud for Older Americans which specifically benefited 

Native Hawaiians or other Pacific Islanders, and the Boston Regional Office (BRO) for multiple 

presentations of Protect Yourself from Investment Fraud.

Inclusion

In addition to conducting outreach activities, the regional offices also organize Special Observance 

events and other initiatives to help foster inclusion. Highlights of several regional Special Observance 

events are below.

The theme in FY 2022 for African American History Month was “Health and Wellness.” Multiple 

regional offices honored this theme by featuring health experts, professionals and trailblazers as 

speakers. Examples include:

» ARO, SFRO and the African American Council (AAC) hosted Dr. Winston E. Thompson, 

Morehouse School of Medicine’s director of research, obstetrics and gynecology. Dr. Thompson’s 

presentation highlighted the contributions of Henrietta Lacks, a Black woman who unknowingly 

became a hero in biomedical research after she was diagnosed with cervical cancer in 1951. Doctors 

discovered that Lacks’ cells could survive outside the body, which provided an opportunity for 

critical, scientific research that even played a role in developing the COVID-19 vaccine. 

» ARO hosted a fireside chat with Dr. April Spencer, renowned surgical oncologist and founder of 

Global Breast Health and Wellness Center specializing in breast cancer and women’s health. Dr. 

Spencer discussed her career journey, cancer outcomes for African American women, and health-care 

disparities in communities of color.
18 | OFFICE OF MINORITY AND WOMEN INCLUSION

» FWRO hosted guest speaker Thomas J. Bell III, Ph.D., a professor who teaches business management

of information systems to undergraduate and graduate-level students at Texas Wesleyan University.

Dr. Bell discussed ESG (environmental, social and governance) and diversity in practice.

Additionally, in March 2022, in celebration of Women’s History Month, several offices hosted events 

honoring the lives and accomplishments of women. Examples include:

» PLRO hosted a virtual event with Lise Deguire, a clinical psychologist, burn survivor and author

of the book “Flashback Girl: Lessons on Resilience from a Burn Survivor.” Dr. Deguire shared her

personal story of being severely burned at the age of four and discussed the psychology of resilience

and how to improve our capacity for it.

» NYRO Women’s Committee hosted an event with guest speaker Brenda Berkman, a retired New

York City Fire Department (FDNY) Captain and one of New York City’s first female firefighters.

Ms. Berkman discussed her career journey, her accomplishments, including the lawsuit that

pioneered women into the FDNY, heroism during 9/11 and her current activism and volunteer work.

Furthermore, in May 2022, in celebration of Asian American, Native 

Hawaiian and Pacific Islander (AANHPI) Heritage Month, LARO 

hosted an event featuring co-chairs of the 1871 Memorial Steering 

Committee for a panel discussion on the Los Angeles Chinese 

massacre of 1871 and Los Angeles’ memorial plan.

Internships

The SEC leverages its strategic relationships to continue to expand its paid internship programs. Paid 

internship opportunities that were offered in FY 2022 included:

» Diversity and Inclusion Internship Program (DIIP): As diverse candidates often lack access to

internship opportunities and may not be financially able to accept unpaid internships, the SEC

again 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. DIIP 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. DIIP also provided interns the opportunity to engage in small group

conversations with senior leadership across the agency on career pathways and career advice.

The first FY 2022 cohort consisted of 23 interns hosted by 13 SEC divisions and offices,including 

regional offices.Ten of the interns were from HSIs, two from HBCUs, and two from Asian 

American and Native American Pacific Islander-Serving Institutions (AANAPISI).The second FY

2022 cohort consisted of 29 interns hosted by 16 SEC divisions and offices,including regional

offices.Thirteen of the interns were from HSIs,one from a predominantly black institution, one

from a HBCU, and two from AANAPISI.

The SEC leverages its strategic 

relationships to continue to expand 

its paid internship programs.
FY 2022 ANNUAL REPORT TO CONGRESS | 19

» High School Scholars Internship Program (HSSIP):13 The SEC partnered with the U.S. Office of 

the Comptroller of the Currency (OCC) to welcome seven interns as part of the OCC’s HSSIP. The 

six- or ten-week paid internships provided students from center-city high schools greater awareness 

of the OCC, FDIC, Federal Housing Finance Agency, National Credit Union Administration, and 

the SEC’s operations and missions. Students engaged in interactive classes on financial literacy, 

leadership, diversity and inclusion, and public speaking. 

The SEC also continued to provide internship opportunities for students enrolled in a variety of 

degree programs, including business or law, to learn about securities regulations and the work of 

the SEC through the rebranded SEC Scholars Program. The ten-week paid internship was offered at 

headquarters and in the SEC’s 11 regional offices. In FY 2022, approximately 205 students participated 

in the SEC Scholars Internship Program. Of the 115 students that self-identified, 30 self-identified as a 

minority and 42 self-identified as female. 

WORKPLACE INCLUSION: FOSTERING A CONNECTED CULTURE

As with its external relationships, in FY 2022, OMWI also focused on strengthening its strategic 

relationships inside the organization and furthered implementation of the SEC’s DI Strategic Plan’s goal 

to “Foster a Connected Culture.” OMWI provided focused support to its internal partners to expand its 

reach across the agency. OMWI and its internal partners worked to embed DEIA across the agency and 

deepen the SEC’s agency-wide commitment to DEIA.

Diversity Council 

The Diversity Council plays an important role in fostering inclusion at the SEC. In FY 2022, the SEC 

Diversity Council had approximately 60 total members and continued to include representatives from 

Employee Affinity Groups (EAGs); senior leadership, including the Directors of the Office of Equal 

Employment Opportunity, OHR, and OMWI; 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 

DEIA at the SEC. 

In FY 2022, the Diversity Council met bimonthly and received presentations and updates on 

initiatives related to DEIA at the SEC. Topics included: Federal Employee Viewpoint Survey (FEVS) 

data; OMWI Diversity Dashboard; OHR’s new Leadership, Evaluation, Accession and Development 

(LEAD) Program for Senior Officer (SO) selection; Advancing Persons with Disabilities; updates 

on the new paid internship and career development programs (Chair’s Attorney Honors program); 

OMWI’s Diversity Assessment Report (DAR) events; and the EAG inaugural Summit. The SEC’s 

Regional Outreach Coordinators (ROCs) also share DEIA-related updates from their offices with 

the Diversity Council. 

This year, the Diversity Council launched two new subcommittees: (1) Re-Entry to SEC Employment 

and (2) Integrating Diversity, Equity, Inclusion, and Belonging. Both subcommittees are led by EAGrepresentatives and are exploring their respective focus areas to present recommendations. 
20 | OFFICE OF MINORITY AND WOMEN INCLUSION

To increase connectedness and a sense of belonging, the Diversity Council recently launched “SEC 

Favorite Family Cookbook: Holidays and Special Occasions.” This is a follow-up to the SEC’s highly 

successful 2020 SEC Favorite Family Recipes Cookbook, which allowed SEC employees across the 

agency to share what they have been making during the pandemic or their favorite recipes, along with 

any stories or photos they wanted to share. 

Diversity and Inclusion Connection Programs and Initiatives

Recognizing the importance of fostering a workplace culture that allows employees to be authentic, 

the SEC formed the UnCovering Task Force. The UnCovering Task Force is an agency-wide, culturalchange effort designed to encourage employees to bring their authentic, whole selves to work. In 

FY 2022, the UnCovering Task Force hosted an Open House and a separate briefing and training 

on “Bringing Your Authentic Self to Work to Foster a Connected Culture.” The training consisted 

of engaging sessions that discussed strategies for being more authentic at work, increasing job 

satisfaction, and improving productivity and mission effectiveness. The training sessions were attended 

by 114 employees.

To further foster a connected culture and broadly share a myriad of DEIA resources in a centralized 

location, OMWI launched the DEIA Resource Portal. The DEIA Resource Portal provides easy-access 

to DEIA educational material with recommended reading, training, and videos on DEIA topics; 

resources on how to get involved in promoting DEIA at the SEC; materials for considering MWOBs 

in acquisition requirements; and resources for supervisors and managers on hiring and effective DEIA 

practices. 

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. OMWI works closely with SEC University (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 demonstrate the SEC’s continued commitment to 

promote racial equity though education that includes identifying and addressing barriers to equity. 

In FY 2022, OMWI offered various virtual classes to help supervisors and managers develop diversity 

and inclusion skills. Courses included:

» Language of Inclusion: OMWI continued to offer Language of Inclusion, a course designed to 

establish a toolkit of key terminology and concepts for fostering an inclusive culture; 57 employees 

attended Language of Inclusion in FY 2022. This training is available to watch on-demand in the 

SEC’s Learning Management System. 
FY 2022 ANNUAL REPORT TO CONGRESS | 21

» Gender Inclusive Language: What It Means and Why Your Use of Pronouns Matters: OMWI 

offered a new training on gender identity and inclusion facilitated by Mahri Monson, federal 

LGBTQ+ employee resource group leader. The workshop provided what “gender-inclusive language 

means,” why everyone should care about using gender-inclusive terminology, and how to use 

easy-to-follow effective practices for creating more inclusive workplaces;137 employees attended 

Gender Inclusive Language. This training is available to watch on-demand in the SEC’s Learning 

Management System. 

» Mitigating Microaggressions in the Workplace: OMWI offered training exploring 

“microaggresions”—subtle, often unintentional forms of prejudice that may limit the full 

participation and productivity of employees. Participants learned to advocate for a workplace 

culture that roots out harmful microaggressions and fosters a more connected and cohesive culture; 

348 employees attended Mitigating Microaggressions in the Workplace. 

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, Upward Mobility, and Connections Opportunities Relationships Equity, the SEC offered 

the new Leadership Evaluation, Accession & Development (LEAD) 

Program. LEAD is a succession planning program that places an 

emphasis on developing employees and hiring job candidates into 

Senior Officer positions by focusing on critical leadership skills 

necessary to promote the vision and mission of the SEC; protect 

and advocate for diversity issues; and proactively respond to 

environmental challenges that can impact the functioning of the SEC 

workforce and how we do business. 

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 service at the SEC.

The SEC provides employees with 

numerous opportunities to acquire 

the skills and certifications needed 

to succeed in their positions 

and progress in their careers.
22 | OFFICE OF MINORITY AND WOMEN INCLUSION

FY 2022 marked the fourth cohort of the SEC Mentoring Program, with 31 mentoring pairs 

participating. Mentors and mentees included individuals from traditionally underrepresented groups, 

including women, minorities, and persons with disabilities. Each mentee was paired with a mentor 

who provided career development and support. The FY 2022 mentoring program included menteementee and mentor-mentor discussion panels; an interpersonal behavior assessment that allowed 

participants to learn about their interpersonal behavior and how they interact with others based on 

personality styles; workshops on “Branding Leadership” and “Project Management”; and an overview 

of helpful SEC educational resources.

Employee Engagement 

SEC Employee Affinity Groups (EAGs) have been instrumental in helping to cultivate a workplace 

culture that attracts diverse talent and encourages employee engagement and retention. In FY 2022, 

nine EAGs were active at the SEC: 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 

Alliance14; Veterans Committee; and Women’s Committee.15 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 DEIA 

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.16

In FY 2022, the SEC initiated an EAG enhancement initiative to better leverage EAGs’ impactful 

contributions, and retained an outside consultant to provide business process improvement 

recommendations. Additionally, OMWI hosted its inaugural Employee Affinity Group Virtual 

Leadership Summit. The theme for this year’s leadership summit was “The Power of EAGs: Creating 

Impact and Belonging for Everyone.” The summit was divided into two portions with one portion 

open to all SEC employees and another portion for EAG leadership. The summit featured SEC 

Chair and Commissioner Sponsor to both the Pride Alliance and HALO, Gary Gensler; the OMWI 

Director; and a training by Dr. J. Bruce Stewart, leading expert and practitioner in Diversity, Equity, 

and Inclusion. This was followed by a panel discussion with DEI Executives from some of the 

SEC’s regulated entities, who highlighted the impact of EAGs in the financial services industry. As 

a follow-up to the EAG summit, OMWI is working with our partners, including SECU, to provide 

additional training and resources in FY 2023 to the EAG leaders so they can implement ideas and 

actions from this inaugural summit. 

Additionally, in FY 2022, EAGs helped to plan, coordinate, and conduct over 43 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 some of the FY 2022 programs and 

SEC Employee Affinity Groups 

(EAGs) have been instrumental in 

helping to cultivate a workplace 

culture that attracts diverse 

talent and encourages employee 

engagement and retention.
FY 2022 ANNUAL REPORT TO CONGRESS | 23

activities commemorating Special Observances or otherwise celebrating affinity groups, see Appendix E. 

Some highlights include: 

» As part of National Disability Employment Awareness Month, DIAC sponsored a panel discussion 

with former and current DIAC co-chairs to discuss their experience leading an EAG, including the 

role of volunteering in professional development, finding unique networking opportunities, getting 

the most out of EAG leadership experience, and creating an inclusive workplace for people with 

disabilities.

» During Native American Heritage Month, the SEC’s AIHC hosted Heather Dawn Thompson, 

Director of the Department of Agriculture’s Office of Tribal Relations. Commissioner Pierce 

introduced Ms. Thompson. Ms. Thompson examined historical federal American Indian policies 

and their impact on economic development and ways American Indian tribes are seeking to foster 

economic development in their communities. 

» The SEC’s Division of Examinations’ and Division of Enforcement’s Diversity Committees 

sponsored a panel discussion, “Breaking Barriers for Women at the SEC,” to celebrate Women’s 

History Month. The event included opening remarks by Commissioner Allison Herren Lee. Panelists 

discussed women who made noteworthy achievements and contributions, while also breaking 

barriers, during their service to the SEC. 

» The SEC’s Pride Alliance hosted “Let’s Celebrate Pride Month,” where Justin Yoder, founder and 

President of “LGBT Outdoor” kicked off the June celebration of Pride Month by sharing his 

organization’s efforts to encourage and enable members of the LGBTQ+ community to get outdoors 

and connect with nature and the world around them.

In FY 2022, EAGs also played a major role in connecting the SEC across the federal government and 

with the public it serves. These events include: 

» For Hispanic Heritage Month, the SEC’s HALO participated in “Leading the Way: Journeys of 

Latino Leaders in Financial Regulatory Agencies,” a joint event with the other Financial Institutions 

Reform, Recovery and Enforcement Act (FIRREA) agencies’ Hispanic/Latino employee groups. 

The event featured a panel discussion that included the Deputy Director for the SEC’s Office of the 

Advocate for Small Business Capital Formation (OASB).

» The CFTC invited the SEC to a fireside chat to celebrate Pride Month with one of the CFTC’s new 

Commissioners and former SEC employee, Christy Goldsmith Romero. 

» For Hispanic Heritage Month, the SEC partnered with the CFTC for a fireside chat with SEC 

Commissioner Jaime Lizárraga.
24 | OFFICE OF MINORITY AND WOMEN INCLUSION

Challenges and Next Steps

OMWI will focus on deepening its external relationships with its 

diversity partner organizations to create sustainable, intentional, and 

effective engagements. In FY 2023, OMWI also hopes to invest in 

technology to enhance connecting and engaging with job candidates. 

For example, OMWI will launch its new OMWI Diversity 

Network collection tool with the goal of streamlining the process 

for individuals to join OMWI’s Diversity Network. In FY 2023, 

OMWI and OHR anticipate sending the vast majority of its vacancy 

announcements to OMWI’s Diversity Network and strategic job 

boards. OMWI will also continue to develop its consultative outreach programming to help divisions 

and offices to develop effective diversity outreach and recruitment strategies. 

Internally, OMWI will be focusing on assisting EAGs, ROCs, and Diversity Committees to strategically 

align with the SEC’s DEIA goals. OMWI anticipates providing resources and tools, including a 

roadmap, more SharePoint support with membership management, event planning templates and 

guidance, updates to relevant procedures, and trainings. OMWI will continue its focus on having 

consistent and robust connections internally, with ROCs, Regional Offices, and Diversity Committees, 

as well as externally with its Diversity Partner organizations. 

These are just a few highlights of the many steps the SEC plans to take in FY 2023 to enhance 

workforce diversity and workplace inclusion as part of the cultural fabric of the Commission. Statutory 

mandates, the SEC’s DEIA strategic goals, and current events continue to guide the SEC’s efforts toward 

achieving its DEIA objectives. OMWI will also continue to create new opportunities for engagement 

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

progress toward these goals and objectives, and share best practices.

OMWI will focus on deepening 

its external relationships with its 

diversity partner organizations 

to create sustainable, intentional, 

and effective engagements. 
FY 2022 ANNUAL REPORT TO CONGRESS | 25

Supplier Diversity and Inclusion

Highlights

I

n FY 2022, OMWI focused on increasing and improving communications to MWOBs on potential 

business opportunities. In conjunction with these efforts, OMWI also focused on promoting 

the use of MWOBs with the SEC’s contracting staff. Additionally, OMWI continued to engage 

in its monthly vendor outreach days (VODs) with small disadvantaged businesses, MWOBs, and 

other underrepresented businesses. In FY 2022, 46 MWOBs or other underrepresented businesses 

participated in OMWI’s monthly VODs. OMWI also participated in 13 outreach events where it 

connected with hundreds of MWOBs or other underrepresented vendors. 

As discussed in more detail below, the data show:

» Contract payments to MWOBs increased to $202.6 million or 37.3 percent of total SEC contract 

payments in FY 2022 from $182.6 million or 36.2 percent in FY 2021.

» Contract awards to MWOBs increased to $233.5 million or 39 percent of total SEC contract awards 

in FY 2021 from $226.9 million or 38.8 percent in FY 2021.

SUPPLIER DIVERSITY

In addition to promoting the increased utilization of MWOBs in its business activities under the DoddFrank Act, the SEC’s DI Strategic Plan also includes as one of its goals to promote business diversity 

with SEC stakeholders by advancing DEIA 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 the 

Office of Acquisitions (OA), which is responsible for all SEC contracting activities. The SEC follows the 

Federal Acquisition Regulation (FAR), which provides set-aside requirements for specific categories of 

small businesses under certain conditions.17 This allows the SEC to increase opportunities for MWOBs 

that are small businesses to compete for contracts through set-asides for 8(a) participants, womenowned small businesses, economically-disadvantaged women-owned small businesses, HUBZone small 

businesses and service-disabled veteran-owned small businesses. 

MATCHMAKING AND OUTREACH

OMWI participates in external business networking events and procurement matchmaking sessions to 

increase the interaction between MWOBs and the SEC. In FY 2022, OMWI engaged with hundreds 

of potential suppliers by participating in 13 business conferences and outreach events. For a list of 

conference and outreach events, see Appendix F.
26 | OFFICE OF MINORITY AND WOMEN INCLUSION

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 2022, in an effort to raise awareness about VODs and increase 

information sharing, OMWI launched an internal VOD site accessible by all SEC employees. The 

website provides VOD information in real time with an easily-accessible view of upcoming VOD 

sessions. In FY 2022, 46 businesses participated in VOD sessions, 33 of which are considered MWOBs. 

Two MWOBs who participated in the VOD sessions were awarded contracts during FY 2022. 

To increase MWOB awareness of the SEC, OMWI, and upcoming contracting opportunities with the 

SEC, OMWI continued its practice of collaborating with various Chambers of Commerce to promote 

VODs during specific heritage celebration months. For example, during FY 2022, OMWI advertised 

VODs with the Asian-American Chamber of Commerce, Caribbean Trade Center/Caribbean American 

Chamber of Commerce, US Haitian Chamber of Commerce, Italian-American Chamber of Commerce, 

German-American Chamber of Commerce, Greek-American Chamber of Commerce, Deaf Chamber of 

Commerce and more. 

Initiatives to Promote Supplier Diversity

OMWI continues to maintain the Supplier Diversity Business Management System (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 who need assistance with meeting subcontracting requirements, as it allows 

information on registered businesses to be disseminated with ease 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 2022, 

OMWI continued to actively engage with vendors registered in the system based on fit relative to the 

company’s North American Industry Classification System (NAICS) categories, the SEC’s current and 

forecasted business needs, and the companies’ capabilities and goals. In FY 2023, the SEC will promote 

expanded utilization of SDBMS.

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.

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 2022, OMWI and OA collaborated to include OneIT18 contract holders at VODs to provide 

connection opportunities for MWOBs to meet “face-to-face” with OneIT contract holders. The SEC 

also began updating its enterprise vehicle listing to encourage potential teaming of new entrants with 

current SEC contractors. 
FY 2022 ANNUAL REPORT TO CONGRESS | 27

Performance Metrics

Contract Payments19 

Figure 1 shows the total number of contractors the SEC paid and the number of MWOBs receiving 

contract payments from FY 2018 to FY 2022. In each fiscal year since FY 2018, around a quarter of 

firms receiving SEC contract payments have been classified as MWOBs. Of the 352 firms receiving 

contract payments in FY 2022, 91 or 25.9 percent were MWOBs. Non-minority women-owned 

businesses (i.e., women-owned firms without minority designations) represented 8 percent of the firms 

receiving SEC contract payments in FY 2022.20

Figure 1. SEC Contractors Receiving Payments FY 2018–FY 202221

91

261

352

108

271

379

106

270

376

110

294

404

109

318

427

FY 2022

FY 2021

FY 2020

FY 2019

FY 2018

Total MWOBs

Total MWOBs All Other Firms SEC Total

FY 2018 FY 2019 FY 2020 FY 2021 FY 2022

Asian Black Hispanic Other Minority Non-minority Women

11

14

25 31

28 28 25 32 28

22 32 26 29 20 34 14 27

17 13

13 13

11 13 9 9
28 | OFFICE OF MINORITY AND WOMEN INCLUSION

Figure 2 shows SEC total contract payments and the payments made to MWOBs in each fiscal year 

since FY 2018. The SEC paid $543 million to contractors in FY 2022, of which $202.6 million or 

37.3 percent was paid to MWOBs. The percentage of the SEC total contract payments to MWOBs 

increased 1.1 percentage points from FY 2021 to FY 2022.

Contract payments to non-minority, women-owned businesses increased to 12.3 percent of SEC total 

contract payments in FY 2022, up from 11.2 percent in FY 2021. Hispanic American-owned businesses 

increased slightly in their percentages of total contract payments from FY 2021 to FY 2022. Asian 

American-owned businesses, and African American-owned businesses decreased in their percentages of 

the SEC total contract payments from FY 2021 to FY 2022.

Figure 2. Contract Payments by MWOB Category FY 2018–FY 2022 (Amount in Millions)22

FY 2018 FY 2019 FY 2020 FY 2021 FY 2022

SEC Total $393.5 100.0% $433.4 100.0% $470.6 100.0% $503.8 100.0% $543.0 100.0%

All Other 

Firms

$269.1 68.4% $294.4 67.9% $308.3 65.5% $321.2 63.8% $340.4 62.7%

Total MWOBs $124.4 31.6% $139.0 32.1% $162.4 34.5% $182.6 36.2% $202.6 37.3%

Asian $57.9 14.7% $65.5 15.1% $64.7 13.7% $60.8 12.1% $57.5 10.6%

Black $10.0 2.5% $9.7 2.2% $11.8 2.5% $8.2 1.6% $4.5 0.8%

Hispanic $15.7 4.0% $16.9 3.9% $16.7 3.5% $12.7 2.5% $16.1 3.0%

Other 

Minority

$23.9 6.1% $29.1 6.7% $22.7 4.8% $44.7 8.9% $57.6 10.6%

Non-minority 

Women 

$16.8 4.3% $17.9 4.1% $46.5 9.9% $56.2 11.2% $67.0 12.3%

Contract Awards23

Figure 3 shows the total number of MWOBs awarded SEC contracts in each fiscal year since FY 2018, 

and their percentage among firms awarded SEC contracts. In FY 2022, the percent of MWOBs 

awarded SEC contracts increased slightly from FY 2021 (22.7 percent) to FY 2022 (24.14). Womenowned businesses represented 12.9 percent of the firms awarded SEC contracts in FY 2022, a slight 

increase compared to FY 2021.
FY 2022 ANNUAL REPORT TO CONGRESS | 29

Figure 3. MWOBs with SEC Contract Awards FY 2018–FY 202224

FY 2018 FY 2019 FY 2020 FY 2021 FY 2022

SEC Total 413 100.0% 381 100.0% 385 100.0% 361 100.0% 348 100.0%

Total 

MWOBs

107 25.9% 111 29.1% 99 25.7% 82 22.7% 84 24.14%

WOBs 54 13.1% 54 14.2% 50 13.0% 42 11.6% 45 12.9%

MW-OBs 26 6.3% 27 7.1% 21 5.5% 18 5.0% 20 5.7%

MOBs 78 18.9% 84 22.0% 70 18.2% 58 16.1% 59 17.0%

Asian 31 7.5% 31 8.1% 33 8.6% 27 7.5% 30 8.6%

Black 26 6.3% 26 6.8% 17 4.4% 12 3.3% 9 2.6%

Hispanic 13 3.1% 14 3.7% 9 2.3% 12 3.3% 14 4.0%

Native 

American

6 1.5% 6 1.6% 6 1.6% 5 1.4% 4 1.1%

Other 2 0.5% 7 1.8% 5 1.3% 2 0.6% 2 0.6%

Figure 4 shows the dollar value of contract awards to MWOBs in each fiscal year since FY 2018, and 

the percentage of SEC contract dollars awarded to MWOBs. Of the $598.2 million in SEC contract 

awards made in FY 2022, $233.5 million or 39 percent of SEC contract dollars were awarded to 

MWOBs. This represents a slight increase from FY 2021. 

Contract awards to minority-owned businesses increased to 32.4 percent ($193.6 million) of SEC 

contract awards; awards to women-owned businesses decreased to 9.8 percent ($58.9 million); and 

awards to minority women-owned businesses increased slightly to 3.2 percent ($19 million). 

Figure 4. Contract Awards by MWOB Category FY 2018–FY 2022 (Amount in Millions)25

FY 2018 FY 2019 FY 2020 FY 2021 FY 2022

SEC Total $451.0 100.0% $484.0 100.0% $546.9 100.0% $585.4 100.0% $598.2 100.0%

Total 

MWOBs

$143.8 31.9% $141.3 29.2% $185.1 33.8% $226.9 38.8% $233.5 39.0%

WOBs $61.3 13.6% $54.9 11.3% $80.1 14.7% $81.6 13.9% $58.9 9.8%

MW-OBs $33.8 7.5% $32.9 6.8% $26.7 4.9% $18.1 3.1% $19.0 3.2%

MOBs $116.2 25.8% $119.4 24.7% $131.6 24.1% $163.4 27.9% $193.6 32.4%

Asian $65.1 14.4% $72.6 15.0% $68.2 12.5% $78.1 13.3% $90.7 15.2%

Black $12.0 2.7% $14.4 3.0% $7.7 1.4% $5.0 0.9% $6.9 1.2%

Hispanic $17.9 4.0% $15.0 3.1% $11.5 2.1% $27.2 4.6% $28.7 4.8%

Native 

American

$14.3 3.2% $13.7 2.8% $36.5 6.7% $45.3 7.7% $45.6 7.6%

Other $6.9 1.5% $3.7 0.8% $7.7 1.4% $7.8 1.3% $21.7 3.6%
30 | OFFICE OF MINORITY AND WOMEN INCLUSION

Major Contract Award Categories

Figure 5 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 2022, contract awards in these two categories accounted for 79.3 percent of SEC contract dollars 

awarded and 82.7 percent of the contract dollars awarded to MWOBs. 

Figure 5. SEC and MWOBs Contract Amount by NAICS Category (Amount in Millions)26,27

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 

Categories

$390.3 M

$143.5M

$84.1M

$49.7M

$28.6M $20.8M $21.7M

$0.3M

$12.8M $2.0M $10.7M $1.8M

$50.0M

$15.5M

SEC Contracts MWOBs

CONTRACTOR WORKFORCE INCLUSION: GOOD FAITH EFFORT REVIEWS

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

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

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

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

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

law, the fair inclusion of minorities and women in its workforce. 
FY 2022 ANNUAL REPORT TO CONGRESS | 31

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 post-award reviews, referred to as “Good Faith Effort Reviews” 

(GFE Reviews), to determine whether contractors have complied with the requirements of the Contract 

Standard to make good faith efforts to ensure workforce inclusion of minorities and women. 

In each GFE Review conducted in FY 2022, 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. As part of 

the review, OMWI 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 2014-2018 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 2022, OMWI 

conducted GFE Reviews on a total of 26 contractors (24 prime and 2 subcontractors). In the case of 

approximately 63% of the GFE Reviews conducted, 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 diversity-focused efforts. 

Based on OMWI’s GFE Reviews, some contractors are engaging in intentional good faith efforts 

such as:

» Implementing a program that uses search engine marketing where certain pay per click search terms 

target women and minority users; 

» Inviting community and professional diversity organizations for a physical tour of the company with 

the goal of providing partner organizations with a better understanding of the culture and needs of 

the company;

» Utilizing a recruitment team that is exclusively focused on expanding a diverse applicant pipeline; 

and 

» Conducting regular employee surveys surrounding DEIA issues or concerns.
32 | OFFICE OF MINORITY AND WOMEN INCLUSION

Challenges and Next Steps

All outreach efforts remained virtual, which continued to limit the number of MWOBs that OMWI 

was able to reach at matchmaking events. OMWI is looking forward to participating at in-person 

supplier diversity conferences in order to reach more MWOBs. OMWI will continue to further leverage 

SDBMS by working with OA to send targeted invitations to MWOBs regarding programs that will 

assist potential vendors on effective engagement in SEC procurements, as well as increase the utilization 

of SDBMS by SEC business managers, contracting officer representatives, and program managers. 

OMWI also continues to work with OA towards removing potential barriers for MWOBs and 

expanding diversity in SEC procurements. 
FY 2022 ANNUAL REPORT TO CONGRESS | 33

Leveraging Diversity and 

Inclusion for Mission Effectiveness

I

n FY 2022, OMWI deepened its interactions with the SEC’s regulated entities and continued to focus 

on leveraging diversity and inclusion for mission effectiveness and promoting DEIA 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 DEIA 

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

SEC’S MISSION-RELATED DIVERSITY ACTIVITIES

The SEC remained focused on leveraging diversity and inclusion for mission effectiveness and 

promoting DEIA throughout the financial services industry. Consistent with these imperatives, 

in FY 2022, OMWI continued to work with the SEC advisory committees to enhance mission 

effectiveness by working to ensure diverse representation and perspectives on the committees. For 

example, OMWI provided assistance to the Investor Advisory Committee (IAC) with regard to 

recommendations to fill open committee vacancies. A representative from OMWI chaired the IAC 

Nominating Committee, which made vacancy recommendations to the Commission that resulted in the 

selection of a diverse slate of candidates to fill the IAC open positions.

In addition, OMWI provided support and guidance to the SEC on the SEC Asset Management 

Advisory Committee (AMAC), which published recommendations surrounding diversity and inclusion 

in the asset management industry. The AMAC recommendations focused on enhancing diversity 

disclosures regarding workforce and asset manager selection, fiduciary obligations in selecting asset 

managers, pay for play rules, and the reporting of discrimination complaints. As of the time of this 

Report, SEC staff have taken action addressing two of the AMAC recommendations. Specifically, SEC 

staff issued an FAQ addressing fiduciary obligations in selecting asset management firms which specifies 

that fiduciary duty does not require the automatic exclusion of diverse asset managers who are newer 

to the industry, or who do not already have a certain level of assets under management. In addition, 

SEC.gov now includes information for individuals who believe that they have been discriminated 

against on the SEC’s Tips, Complaints, and Referrals webpage.
34 | OFFICE OF MINORITY AND WOMEN INCLUSION

OMWI also continues to assist with ongoing outreach efforts intended to ensure that minority 

professional organizations are included in discussions pertaining to policy considerations and 

recommendations designed to enhance asset management opportunities for diverse asset managers. 

As a result of these efforts, in FY 2022, the perspectives of, and input from, these organizations were 

considered by the AMAC when making their recommendations regarding diverse asset managers. The 

actions taken by SEC staff in response to the recommendations addressed a number of issues identified 

by the AMAC, as well as minority professional organization representatives during their participation 

at public AMAC meetings.

SELF-ASSESSMENTS OF DIVERSITY POLICIES AND PRACTICES

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

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

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

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

Standards) issued by the SEC and five other financial regulatory agencies28 in June 2015.29 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 selfassessment template, a diversity assessment report submitted to OCC, Board of Governors of the 

Federal Reserve System and/or FDIC) from select regulated entities every two years. In FY 2022, the 

SEC invited approximately 1,300 regulated entities (investment advisers, broker-dealers, municipal 

advisers, and self-regulatory organizations) to voluntarily share information about their self-assessments 

of their diversity policies and practices by completing and submitting their self-assessment to OMWI. 

The 2022 collection yielded 58 responses. In FY 2023, OMWI will analyze the results from its FY 2022 

self-assessment collection. 

In an effort to increase the number of submissions of self-assessments, the SEC actively promoted the 

2022 collection through press releases and a series of tweets. OMWI also hosted three lunch-andlearn events for the SEC’s regulated entities where the SEC emphasized the importance of DEIA in 

the financial services industry and promoted submission of self-assessments to OMWI. The kick-off 

event featured Chair Gensler, who discussed the importance of DEIA at the SEC and for the financial 

services industry, and the OMWI Director, who discussed the self-assessment process and the business 

case for engaging in, and submitting, self-assessments. Representatives from two of the SEC’s regulated 

entities also discussed the benefits to their organizations of submitting self-assessments to OMWI. 

The second event focused on highlights from the 2020 Diversity Assessment Report and included a 

fireside chat between the OMWI Director and the Chief Diversity Officer of one the SEC’s largest 
FY 2022 ANNUAL REPORT TO CONGRESS | 35

regulated entities. The last event featured the SEC’s Director of the Division of Corporation Finance, 

who discussed the Division and its priorities, including with respect to the Rulemaking and Disclosure 

Review Program, as well as the Division’s DEI efforts. 

Aligned with the DI Strategic Plan goal of promoting diversity with SEC stakeholders, including SECregulated 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 continued 

to focus on educating regulated entities on the benefits and importance of sharing self-assessments. 

In FY 2022, the SEC published its first ever “2020 Diversity Assessment Report,” a document which 

provided background on the SEC’s 2020 diversity assessment process, quantified results of five diversity 

and inclusion indicators in SEC DAR Forms submitted by respondents, and shared diversity practices 

highlighted by respondents. 

OUTREACH

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. Some of the highlights of these 

efforts include: 

» 100 Women in Finance: OMWI served as a panelist and spoke about “Lessons from Diversity and 

Inclusion Initiatives at Federal Regulatory Agencies.”

» New York City Bar Association: OMWI participated on a panel entitled the “The Value of Diversity 

& Inclusion Metrics Disclosure.”

» Delaware State University (DSU): OMWI served as a panelist at a DSU’s Black History Month 

program discussing Black Wall Street and diversity, equity, and inclusion in the financial services 

industry.

» Practising Law Institute’s SEC Speaks Program: OMWI gave remarks regarding the “Platinum Rule” 

as a means for promoting diversity and inclusion.

» AAAA 2022 Vision Conference: OMWI provided remarks on the SEC’s diversity, equity, and 

inclusion efforts. 

» National Association of Black Compliance & Risk Management Professionals: OMWI participated 

in a virtual panel focused on achieving inclusion in the era of remote work.
36 | OFFICE OF MINORITY AND WOMEN INCLUSION

Challenges and Next Steps

In FY 2023, OMWI will continue to promote the inclusion of underrepresented groups in rule-making 

and policy processes by increasing stakeholder knowledge of opportunities to participate in these 

processes. OMWI will also continue initiatives such as participating in partnership meetings and 

facilitating meetings between partner organizations and SEC senior leadership. 

The biggest challenge the SEC continues to face 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 the number of submissions 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 2023, OMWI will analyze and publish the results from the FY 2022 self-assessment collection in 

an effort to increase awareness and highlight the value of participating in the self-assessment collection 

process. OMWI will also continue to foster outreach highlighting the benefits of participation 

in the self-assessment process and engage with the SEC’s regulated entities to identify barriers to 

participation in the self-assessment process.
FY 2022 ANNUAL REPORT TO CONGRESS | 37

Appendix A 

SEC Workforce Demographics

Applicant Data Analysis

O

MWI reviewed available applicant data for 10,045 applications submitted for FY 2022 vacancies 

in the agency’s five mission-critical occupations—attorney, accountant, economist, securities 

compliance examiner, and IT management;30 6,715 (67 percent) of those applications were from 

applicants who voluntarily disclosed race and ethnicity and 6,850 (68 percent) voluntarily disclosed 

gender as part of their USAJOBS profiles.31

Figure 6, with corresponding Infographic 1, shows application data from applicants for mission-critical 

occupations who self-identified their gender, race, and ethnicity. 

Figure 6. FY 2022 Applications for Mission-Critical Occupations Compared to 2018 Occupational CLF32

Men Women White Black Hispanic Asian All Other

0905 General Attorney Applied 57.7% 42.3% 55.5% 16.7% 12.4% 13.7% 1.7%

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

0510 Accounting Applied 53.0% 47.0% 28.6% 33.9% 10.9% 25.2% 1.6%

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

1831 Securities 

Compliance Examining 

Applied 59.0% 41.0% 37.7% 29.6% 15.6% 15.8% 1.3%

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

0110 Economist Applied 63.3% 36.7% 45.4% 20.8% 9.7% 23.2% 1.0%

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

2210 IT Management Applied 75.1% 24.9% 27.8% 29.7% 8.9% 31.4% 2.3%

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

FY 2022 SEC WORKFORCE PROFILE33

At the end of FY 2022, the SEC workforce included 4,55734 employees.35 Nearly 54 percent of SEC 

employees work from SEC headquarters in Washington, DC, 39 percent work from one of the SEC’s 11 

regional offices, and the remainder work from other locations. 

Figure 7a shows the SEC workforce representation by gender, race, and ethnicity. 
38 | OFFICE OF MINORITY AND WOMEN INCLUSION

Figure 7a. Workforce Composition by Gender, Race, and Ethnicity FY 2020–FY 202236

FY 2022 FY 2021 FY 2020

Men

Women

White

Black

Hispanic

Asian

All Other

53.9%

53.8%

53.8%

46.1%

46.2%

46.2%

63.5%

64.4%

65.0%

15.4%

15.3%

15.4%

6.0%

5.9%

5.8%

13.6%

13.1%

12.8%

1.4%

1.3%

0.9%

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

Figure 7b. 

Figure 7b. Women and Minority Representation FY 2020–FY 202237

Minority Women

75%

50%

25%

0%

FY 2020 FY 2021 FY 2022

46.2% 46.2% 46.1%

35.0% 35.3% 35.9%
FY 2022 ANNUAL REPORT TO CONGRESS | 39

SEC WORKFORCE COMPARED TO THE FEDERAL WORKFORCE AND CLF 

Figure 8, with corresponding Infographic 2, shows how the demographic composition (i.e., gender, 

race, and ethnicity) of the SEC workforce, as of the end of FY 2022, compared to the demographic 

composition of the Federal workforce and the CLF.38 These comparisons provide a frame of reference 

for the present level of diversity in the SEC workforce and the progress made toward cultivating a 

workforce that draws from the full diversity of the United States. 

Figure 8. FY 2022 SEC Workforce Compared to Federal Workforce and CLF39

51.8%

Men

48.2%

Women

67.5%

White

(Non-Minority)

32.5%

Minority

55.3%

Men

44.7%

Women

60.7%

White

(Non-Minority)

38.8%

Minority

53.9%

Men

46.1%

Women

63.5%

White

(Non-Minority)

35.9%

Minority

SEC FY 2022 

Workforce

2018 Civilian 

Labor Force

FY 2022 Federal 

Workforce

Minority Groups SEC FY 2022 

Workforce

FY 2022

 Federal Workforce

2018 

Civilian Labor Force

Black or African American 15.4% 18.2% 12.3%

Hispanic or Latino 6.0% 9.7% 13.0%

Asian 13.6% 6.6% 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 0.5% 2.1% 2.1%

Remainder / not identified** 0.5% 0.4% **
40 | OFFICE OF MINORITY AND WOMEN INCLUSION

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 9 shows the percentage of each demographic group in the 15 most prevalent 

occupations in the SEC workforce. The agency’s mission-critical occupations are highlighted in bold. 

Figure 9 also reveals gender and racial differences in employment patterns. 

Figure 9. FY 2022 Percent of Demographic Group in Top 15 SEC Occupations40

SEC Men Women White Black Hispanic Asian All Other

General Attorney(0905) 41.9% 42.3% 41.5% 50.0% 18.9% 33.0% 35.0% 35.4%

Accounting(0510) 18.0% 18.5% 17.3% 19.9% 10.2% 17.9% 18.9% 7.7%

Securities Compliance 

Examining(1831) 8.2% 9.7% 6.3% 8.2% 4.1% 10.3% 11.0% 16.9%

Information Technology 

Management(2210) 7.2% 10.1% 3.7% 4.8% 9.4% 8.1% 15.0% 7.7%

Miscellaneous Admin & 

Program(0301) 5.3% 2.5% 8.6% 2.5% 18.6% 8.1% 2.1% 4.6%

Management and Program 

Analysis(0343) 3.7% 2.3% 5.3% 2.3% 10.1% 4.0% 2.3% 7.7%

Economist(0110) 2.6% 3.5% 1.6% 2.8% 0.7% 2.6% 4.0% 1.5%

Paralegal Specialist(0950) 1.8% 0.7% 3.0% 1.3% 4.3% 2.6% 0.8% 3.1%

Financial Analysis(1160) 1.6% 2.2% 0.9% 1.5% 0.7% 1.5% 3.4% 1.5%

Human Resources Management(0201) 1.4% 0.6% 2.4% 0.6% 5.5% 1.8% 0.5% 3.1%

Contracting(1102) 1.1% 0.8% 1.4% 0.7% 2.6% 1.8% 0.8% 3.1%

Program Management(0340) 0.8% 0.9% 0.7% 0.9% 0.6% 1.8% 0.0% 1.5%

Financial Administration 

and Program(0501) 0.7% 0.4% 1.1% 0.3% 3.0% 0.7% 0.2% 0.0%

General Mathematics and 

Statistics(1501) 0.6% 0.9% 0.2% 0.5% 0.0% 0.4% 1.6% 1.5%

Miscellaneous Clerk and Assistant(0303) 0.5% 0.4% 0.6% 0.2% 2.4% 0.0% 0.0% 0.0%

All Other Occupations 4.7% 4.1% 5.4% 3.7% 8.9% 5.5% 4.5% 4.6^
FY 2022 ANNUAL REPORT TO CONGRESS | 41

MISSION CRITICAL OCCUPATIONS

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

agency’s mission-critical occupations. Figure 10 shows how the workforce representation of minorities 

and women in each mission-critical occupation, as of the end of FY 2022, 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.

Figure 10. FY 2022 SEC Workforce Mission-Critical Occupations Compared to 2018 Occupational CLF41

Men Women White Black Hispanic Asian All Other

0905 General 

Attorney

SEC Workforce 54.4% 45.6% 75.8% 7.0% 4.7% 11.4% 1.2%

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

0510 Accounting SEC Workforce 55.6% 44.4% 70.3% 8.8% 6.0% 14.3% 0.6%

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

1831 Securities

Compliance 

Examining

SEC Workforce 64.2% 35.8% 63.4% 7.8% 7.5% 18.3% 3.0%

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

0110 Economist SEC Workforce 72.0% 28.0% 67.8% 4.2% 5.9% 21.2% 0.8%

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

2210 IT 

Management

SEC Workforce 76.4% 23.6% 42.9% 20.2% 6.7% 28.5% 1.5%

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

Figure 11 shows a summary of employees in mission-critical occupations by gender, race, and ethnicity 

from FY 2020 to FY 2022. 

Figure 11. Mission-Critical Occupations FY 2020–FY 202242

Total Men Women White Black Hispanic Asian All Other

FY 2020 3512 2042 1470 2501 305 191 489 26

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

FY 2021 3526 2042 1484 2489 302 193 505 37

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

FY 2022 3546 2067 1479 2480 305 196 520 45

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

Relative Change 

(FY 2020–2022) 1.0% 1.2% 0.6% -0.8% 0.0% 2.6% 6.3% 73.1%
42 | OFFICE OF MINORITY AND WOMEN INCLUSION

SUPERVISORS AND MANAGERS

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

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

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

Senior Executive Service (SES) personnel at other federal agencies. As of the end of FY 2022, the SEC 

workforce had 918 supervisors and managers.43 

Figure 12, with corresponding Infographic 3, shows the number and percentage of SEC supervisors and 

managers by gender, race, and ethnicity from FY 2020 to FY 2022. 

Figure 12. Supervisors and Managers FY 2020–FY 202244

Relative Change (FY 2020–2022) TOTAL 1.1% Men 0.2% Women 2.5% White -4.0% Black 11.9% 

Hispanic 19.6% Asian 15.3% All Other 75%

Men 550

60.6%

Women 358 White 676 Black 84 Hispanic 46 Asian 98 All other 4

39.4% 74.4% 9.3% 5.1% 10.8% 0.4%

FY 2020 TOTAL 908

Men 551 Women 359 White 666 Black 89 Hispanic 48 Asian 101 All other 6

FY 2021 TOTAL 910

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

Men 551 Women 367 White 649 Black 94 Hispanic 55 Asian 113 All other 7

FY 2022 TOTAL 918

60.0% 40.0% 70.7% 10.2% 6.0% 12.3% 0.8%
FY 2022 ANNUAL REPORT TO CONGRESS | 43

SENIOR OFFICERS 

Figure 13, with corresponding Infographic 4, presents data on the gender, race, and ethnicity of Senior 

Officers from FY 2020 to FY 2022. Minorities held 25.5 percent of Senior Officer positions as of 

the end of FY 2022, up from 19.4 percent in FY 2021. In contrast, minorities held 24.5 percent of 

all Senior Executive positions in the Federal workforce in FY 2022.45 Although the representation of 

women among Senior Officers decreased slightly from FY 2021 to FY 2022, the representation of 

women among Senior Officers at the SEC was higher than the 37.7 percent representation of women 

among all Senior Executives in the Federal workforce.46

Figure 13. Senior Officers FY 2020–FY 202247

Women 68

Women 71

Women 66

Men 88

Men 84

Men 83

White 131

White 125

White 111

Black 11

Black 14

Black 16

Hispanic 5

Hispanic 8

Hispanic 11

Asian 7

Asian 7

Asian 9

All other 2

All other 1

All other 2

FY 2020 TOTAL 156

56.4% 43.4% 84.0% 7.1% 3.2% 4.5% 1.3%

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

FY 2021 TOTAL 155

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

FY 2022 TOTAL 149

Relative Change (FY 2020–2022) TOTAL -4.5% Men -5.7% Women -2.9% White -15.3% Black 45.5% 

Hispanic 120.0% Asian 28.6% All Other 0.0%
44 | OFFICE OF MINORITY AND WOMEN INCLUSION

NEW HIRES

The SEC onboarded 306 new employees in FY 2022, 15 more than in FY 2021. Figure 14 shows new 

hires trend by gender, race, and ethnicity. 

Figure 14. New Hires Trend by Gender, Race, and Ethnicity FY 2020–FY 202248

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

Men 162 Women 131 White 179 Black 40 Hispanic 22 Asian 49 All other 3

FY 2020 TOTAL 293

Men 160 Women 131 White 159 Black 42 Hispanic 17 Asian 48 All other 25

FY 2021 TOTAL 291

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

Men 173 Women 133 White 185 Black 38 Hispanic 13 Asian 45 All other 25

FY 2022 TOTAL 306

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

Figure 15, with corresponding Infographic 5, shows new hires into mission-critical occupations by 

gender, race, and ethnicity from FY 2020 to FY 2022. 
FY 2022 ANNUAL REPORT TO CONGRESS | 45

Figure 15. New Hires into Mission-Critical Occupations FY 2020–FY 202249

FY 2022 FY 2021 FY 2020

119

18

119

86

20

37

11

137

18

19

3

97

123

155

18

7

34 20

88

146

Men Women White Black Hispanic Asian All Other

43

SEPARATIONS 

Figure 16, with corresponding Infographic 6, shows separations from the SEC by gender, race, and 

ethnicity since FY 2020. “All Other” represents involuntary separations of various types, such as the 

expiration of a term appointment.50

Figure 16. Workforce Separations by Gender, Race, and Ethnicity FY 2020–FY 202251

FY 2022 FY 2021 FY 2020

155

2

137

111

48

11

32

110

26

7 2

73

92

218

25

12

28

2

126

159

Men Women White Black Hispanic Asian All Other

20
46 | OFFICE OF MINORITY AND WOMEN INCLUSION

Separations from mission-critical occupations by gender, race, and ethnicity from FY 2020 to FY 2022 

are shown in Figure 17.

Figure 17. Separations from Mission-Critical Occupations FY 2020–FY 202252

Total Men Women White Black Hispanic Asian All Other

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% 63.5% 36.5% 68.5% 12.9% 5.1% 13.5% 0%

FY 2022 231 132 99 185 15 8 22 1

100% 57.1% 42.9% 80.1% 6.5% 3.5% 9.5% 0.4%

Promotions

Figure 18 shows promotions by gender, race, and ethnicity from FY 2020 to FY 2022. 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.

Figure 18. Promotions FY 2019–FY 202153

Total Men Women White Black Hispanic Asian All Other

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%

FY 2022 453 212 241 296 59 32 61 5

100% 57.1% 42.9% 80.1% 6.5% 3.5% 9.5% 0.4%
FY 2022 ANNUAL REPORT TO CONGRESS | 47

Appendix B 

FY 2022 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.
48 | OFFICE OF MINORITY AND WOMEN INCLUSION

Appendix C 

FY 2022 Strategic Diversity 

Job Boards 

Organization Name

ButterMilk Club

Financial Services Professionals

Hispanic/Latino Professionals Association

LGBT Bar Association

Minority Corporate Counsel Association

Minority Professional Network, Inc.

National Society of Black Certified Public Accountants

Women in Investing

Source: Office of Minority and Women Inclusion.
FY 2022 ANNUAL REPORT TO CONGRESS | 49

Appendix D 

FY 2022 Outreach Recruitment Events 

Date Event

10/1/2021 Colorado Business School Career Fair—Virtual

10/3/2021 Texas Woman’s University Virtual Mock Interviews and Panel

10/8/2021 Texas Woman’s University Employer Spotlight

10/12/2021 Bowie State University Virtual Career & Internship Fair: The College of Business

10/12/2021 Keene State College - Virtual Business, Media, & Finance Career and Internship Expo

10/25/2021–10/27/2021 HACU Annual Conference

10/27/2021 Statesman Academy for Boys

11/3/2021 Chicago State University - Virtual Fall 2021 Career & Internship Fair

11/9/2021–11/12/2021 2021 NAPABA Convention

11/10/2021 AAC and OMWI Attorney Panel

11/18/2021 Alexandria City High School - Financial Literacy

12/1/2021 Southern New Hampshire University DEI in the Workplace Panel

12/2/2021 HBCU Career and Recruitment Fair

12/7/2021 Glenbrook South High School

12/8/2021 SEC Scholars Information Session

12/20/2021 Meeting with BlackGen Capital

1/5/2022 SEC Chair’s Attorney Honors Program Information Session

1/19/2022 Duval High School - PGCPS Financial Literacy Presentation

2/13/2022 Delaware State University

2/15/2022 Texas Women’s University Virtual Career Expo

2/16/2022 NYRO HBCU Panel Discussion

2/17/2022 Claflin University’s 25th Annual CHEC Career Expo

2/23/2022 AAC/OMWI attorney panel for Southern University Law Center

2/24/2022 Howard University College of Arts & Sciences (COAS) Spring 2022 Virtual Career Fair

2/24/2022 University of Maryland Eastern Shore Spring 2022 Virtual Career/Internship Fair

3/1/2022 Duval High School - PGCPS Financial Literacy Presentation

3/16/2022 Cal State University Business Career Fair
50 | OFFICE OF MINORITY AND WOMEN INCLUSION

Date Event

3/16/2022–3/17/2022 Kramer Middle School - Where Kramer is Financially Lit!

3/23/2022–3/27/2022 Hispanic National Bar Association - Corporate Counsel Conference

3/28/2022 Florida International University—College of Business outreach event with NYRO and OASB

4/1/2022 Presentation to University of Maryland, Baltimore County (UMBC) students

4/4/2022–4/6/2022 Native American Financial Officer Association (NAFOA) Conference

4/8/2022 Financial literacy and Internship Opportunities Presentation

4/12/2022 UDC Jobs and Internships Virtual Fair

4/12/2022 Hispanic / Latino Professional Association Career Fair

4/14/2022 SFEPD

4/14/2022 Virtual Information Session: Legal Careers at the U.S. Securities and Exchange Commission

4/20/2022 Virtual Field Trip - Financial Literacy Career Day!

5/5/2022 Presentation to Suffolk University - Sawyer Business School

5/10/2022 Crypto & the Future of Investing

5/26/2022 Presentation at Black Pride Leadership Summit

6/2/2022 OMWI Diversity Partners Meeting

6/8/2022 Corporation Finance Careers Info Session

6/22/2022 NABA National Convention and Expo

7/13/2022 SABA Annual Conference

7/24/2022–7/27/2022 National Bar Association Conference 

7/25/2022 LULAC National Convention

7/26/2022 LGBT Bar Association Conference 

7/27/2022–7/30/2022 League of United Latin American Citizens Annual Conference

7/28/2022 SEC and USAO Career Information Session

8/7/2022–8/11/2022 2022 ALPFA Conference

8/15/2022 Outreach to North Carolina Central University School of Law

8/17/2022 Information session for North Carolina Central University School of Law students

9/7/2022–9/9/2022 Hispanic National Bar Association Annual Conference 2022

9/20/2022–9/23/2022 2022 HBCU Week National Annual Conference

9/20/2022 Association of African-American Financial Advisors 2022 VISION Conference

9/27/2022–9/29/2022 Congressional Black Caucus Foundation: Annual Legislative Conference

9/27/2022–9/30/2022 National Black MBA Association Annual Conference

Source: Office of Minority and Women Inclusion.

Appendix D. Continued.
FY 2022 ANNUAL REPORT TO CONGRESS | 51

Appendix E

FY 2022 Programs for Special 

Observances and Other Events 

Celebrating Affinity Groups

Date Event

10/6/2021 HALO Book Club Discussion on “Esperanza—A Celebration of Hispanic Heritage and Hope” with 

Cecilia Muñoz

10/13/2021 HALO Chicago Regional Office Hispanic Heritage Month program featuring guest speaker Lola 

Velazquez-Aquilu

10/14/2021 NYRO HALO group hosted “Esperanza—A Celebration of Hispanic Heritage and Hope” with guest 

speaker Lorraine Cortés-Vázquez

10/19/2021 DIAC panel discussion with former and current DIAC co-chairs

10/20/2021 HALO joint virtual event with the other Financial Institutions Reform, Recovery and Enforcement 

Act (FIRREA) agencies’ Hispanic/Latino employee groups—Amigos and Hispanics of Regulatory 

Agencies 

10/26/2021 History Explored: “Cured” Film Discussion in recognition of LGBTQ+ Month

10/27/2021 DIAC Professional Development Opportunities Open House

10/28/2021 HALO Book Club for a discussion of “More Than Ready: Be Strong and Be You ... and Other Lessons 

for Women of Color on the Rise” by Cecilia Muñoz

11/15/2021 AAPI Committee Meeting featuring Enforcement Director, Gurbir Grewal

11/17/2021 Native American Heritage Month - The American Indian Heritage Committee (AIHC) hosted by 

Heather Dawn Thompson

11/30/2021 National Adoption Month at the SEC

12/8/2021 Native American Book Club: “Killers of the Flower Moon: The Osage Murders and the Birth of the 

FBI” by David Grann

2/15/2022 CHRO Black History Month Presentation: The Story of Free Frank McWorter

2/16/2022 MIRO Black History Month Event featuring Christina Proenza-Coles

2/16/2022 Black History Month: College and Career Panel Discussion

2/22/2022 ARO Black History Month Fireside Chat with April L. Spencer, M.D.

2/22/2022 Lunar New Year Celebration: Storytelling by Tracey Nguyen Mang, Beatriz Aurelio-Saguin, Christy 

Innouvong-Thornton, and Ly Nguyen 

2/22/2022 Black History Month: A Conversation About Taking Charge of Our Emotional and Physical Health 

with Dr. Marilyn Hughes Gaston and Dr. Gayle K. Porter

2/23/2022 African American History Month Book Club Discussion: “The Immortal Life of Henrietta Lacks”

2/23/2022 FWRO Black History Month Celebrations: ESG and Diversity in Practice featuring Thomas Bell

2/24/2022 In celebration of Black History Month ARO, SFRO, and the AAC presented “A Conversation with Dr. 

Winston Thompson: Henrietta Lacks” 
52 | OFFICE OF MINORITY AND WOMEN INCLUSION

Date Event

3/1/2022 LARO Black History Month Event: Fireside chat with Yolanda Mangolini

3/21/2022 In celebration of Women’s History Month, SFRO, AAC, and the Women’s Committee hosted the U.S. 

Mint for a presentation on the Women Quarters Program

3/23/2022 Women’s History Month: “Women Providing Healing, Promoting Hope,” with Dr. Redonda Miller

3/28/2022 PLRO Women’s History Month Celebration with Lisa Deguire

3/29/2022 In celebration of Women’s History Month, NYRO and the Alpha Kappa Alpha Sorority Inc., Tau 

Omega Chapter, hosted a panel discussion featuring four female SEC employees

4/5/2022 Panel Discussion: Breaking Barriers for Women at the SEC

4/28/2022 NYRO Women’s Committee Event with Brenda Berkman

5/10/2022 AAPI Committee Celebrates AANHPI Heritage Month with Justice Goodwin Liu

5/11/2022 LARO hosted panel discussion for AANHPI Heritage Month on the Los Angeles Chinese massacre 

of 1871 and Los Angeles’ memorial plan. Opening remarks included a welcome by Cherry-Marie 

Destura, Region 9 SW lead for the White House Initiative on Asian Americans, Native Hawaiians and 

Pacific Islanders.

The panel featured co-chairs of the 1871 Memorial Steering Committee:

Jessica Caloz

Christopher Hawthorne

David Louie

Michael Woo

Gay Yuen

5/24/2022 SEC Memorial Day Commemoration

5/25/2022 AAPI Committee Quarterly Meeting During AANHPI Heritage Month Fireside Chat with SEC Enforcement Deputy Director Sanjay Wadwha

6/1/2022 “Let’s Celebrate Pride Month” with Justin Yoder

6/16/2022 CFTC’s fireside chat with Commissioner Christy Goldsmith Romero

6/22/2022 New DIAC Subcommittee for Caregivers of Persons with Disabilities: Meeting on Backup Care benefits and WorkLife programs

6/28/2022 Caribbean American Heritage Month Celebration with Marla Dukharan

6/30/2022 CAHC Book Discussion on “Island Queen” in recognition of Caribbean American Heritage Month

8/3/2022 AAC hosted a conversation with Division of Examinations Director, Richard Best

8/16/2022 ARO and FWRO hosted a fireside chat with Ryan Buchanan, U.S. Attorney for the Northern District 

of Georgia

8/31/2022 New DIAC Subcommittee for Caregivers of Persons with Disabilities: Meeting on “Back to School”

9/13/2022 AAC Quarterly Membership Meeting

9/20/2022 HALO’s signature Hispanic Heritage Month program: “Unidos: Inclusivity for a Stronger Nation” with 

Tom Saenz

9/28/2022 CFTC’s and HALO’s Hispanic Heritage Month program featuring SEC Commissioner Jaime Lizárraga

Source: Office of Minority and Women Inclusion.

Appendix E. Continued.
FY 2022 ANNUAL REPORT TO CONGRESS | 53

Appendix F 

FY 2022 Supplier Diversity 

Conferences and Outreach Events

Event Date Title

10/15/2021 ByBlack Conference

10/21/2021 National Small Business Federal Contracting Summit & Matchmaking

10/28/2021 2021 NMSDC Conference & Business Opportunity Exchange

1/19/2022 SEC 2021 Capital Call (SEC Small Business Advocacy)

2/28/2022 US Dept. of Housing and Urban Development (HUD) Virtual Outreach Program for SDB

3/4/2022 NMSDC Advancing Economic Equity Together Matchmaking

3/10/2022 Women’s Chamber of Commerce National Small Business Federal Contracting Summit - Spring DC

3/30/2022 HUD’s 5th Annual Women-Owned Small Business Outreach & Matchmaking

3/31/2022 US Hispanic Chamber of Commerce (USHCC) Legislative Summit

6/16/2022 Government Procurement Conference (GPC)

7/13/2022 HUD’s 5th Annual Service-Disabled Veteran-Owned Small Business Outreach and Matchmaking

7/20/2022 National Small Business Federal Contracting Summit

7/26/2022 National Small Business Federal Contracting Summit
54 | OFFICE OF MINORITY AND WOMEN INCLUSION

Endnotes

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

2 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.

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

4 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. 

5 Underlying data for Infographic 1 can be found in Appendix A, Figure 6.

6 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). CLF data shown are from Census 2014-2018 EEO Tabulation, Table EEO2r—Citizen. Percentages 

may not total 100 due to rounding.

7 Underlying data for Infographic 2 can be found in Appendix A, Figure 8.

8 Underlying data for Infographic 3 can be found in Appendix A, Figure 12.

9 Underlying data for Infographic 4 can be found in Appendix, Figure 13. 

10 Underlying data for Infographic 4 can be found in Appendix A, Figure 15. 

11 Underlying data for Infographic 5 can be found in Appendix A, Figure 16. 

12 The philosophy of the Statesmen College Preparatory Academy for Boys is founded on the core belief that 

accomplishing high levels of academic achievement for Black and Latino males, male students of urban poverty 

is both possible and necessary. 

13 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.

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

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

from OHR.

16 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 serve on the SEC Diversity Council, 

which is chaired by Chair Gensler.

17 See FAR Subpart 19.5—Set-Asides for Small Businesses for more information.

18 The OneIT Program is an SEC enterprise-wide, multiple-award contract that provides IT support services, with 

the goal of supporting all IT requirements. 

19 “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.

20 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.

21 Source: Sam.gov and Delphi retrieved on November 12, 2022. Firm count uses distinct count of Supplier 

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

22 Source: beta.sam.gov and Delphi retrieved on November 14, 2022. “Non-minority women” includes womenowned businesses without minority designations.

23 “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 during the fiscal year.

24 Source: Sam.gov retrieved on November 14, 2022. 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.

25 Source: sam.gov retrieved on November 14, 2022. 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 2022 ANNUAL REPORT TO CONGRESS | 55

26 “All Other NAICS Categories” includes, among others: Accounting, Tax Preparation, Book keeping, and 

Payroll Services (5412)—$5.2 million in SEC contract awards, with $2.2 million awarded to MWOBs; 

Employment Services (5613) - $4.0 million in SEC contract awards, with $ 4.0 million awarded to MWOBs; 

Legal Services (5411) - $3.2 million in SEC contract awards, with $1.1 million awarded to MWOBs; Business 

Support Services (5614) - $2.9 million in SEC contract awards, with $2.5 million awarded to MWOBs; and 

Computer and Peripheral Equipment Manufacturing (3341) - $2.0 million in SEC contract awards, with $2.0 

million awarded to MWOBs.

27 Source: sam.gov retrieved on November 14, 2022.

28 The agencies are OCC, FRB, FDIC, NCUA, and CFPB.

29 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).

30 OMWI obtained the demographic data from OPM.

31 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. 

32 Source: Applicant flow data from OPM retrieved using USA Staffing on November 14, 2022. OCLF reflects the 

occupational CLF from Census 2014-2018 EEO Tabulation using occupational cross-classification provided by 

the Equal Employment Opportunity Commission. Only applications that included both gender and ethnicity/

race self-identification are shown. 

33 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 2020, 2021, and 2022, shown in this report as FY 2020, FY 2021, and FY 2022, 

respectively. Snapshot data was retrieved from FPPS on November 14, 2022.

34 The SEC workforce had a net gain of 21 employees as of the end of FY 2022 compared to FY 2021 (4,536 

employees).

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

36 Source: Federal Personnel and Payroll System (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. 

37 Source: FPPS.

38 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

39 Source: FPPS. Federal workforce data from OPM FedScope (Sep 2022) 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 June 2022, retrieved November 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.

40 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.

41 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. 

42 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 2020 to FY 

2022.

43 The SEC also had supervisors and managers in the SK-11, SK-13, and SK-14 grade levels. In FY 2022, of the 

918 supervisors and managers, 17 supervisors were at these grade levels. 

44 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 2020 to FY 

2022. 

45 OPM FedScope, June 2022. 

46 OPM FedScope, June 2022. 
56 | OFFICE OF MINORITY AND WOMEN INCLUSION

47 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 2020 to FY 2022.

48 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.

49 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. For FY 2022, all 20 new hires into 

mission-critical occupations reported as “All Other” have not self-identified as of December 2022. Includes 

permanent and temporary employees.

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

51 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.

52 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.

53 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. 

U.S. Securities and Exchange Commission

Office of Minority and Women Inclusion

Washington, D.C.