U.S. Securities and Exchange Commission

Office of Minority and Women Inclusion

Annual Report to Congress

March 2017
Disclaimer

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

has expressed no view regarding the analysis, findings, or conclusions contained herein.
Contents

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

Organizational Overview ............................................................................................................. 2

U.S. Securities and Exchange Commission................................................................................ 2

The Office of Minority and Women Inclusion ........................................................................... 2

Supplier Diversity ......................................................................................................................... 4

Supplier Diversity Initiatives...................................................................................................... 4

Supplier Diversity Performance Metrics .................................................................................... 6

Next Steps................................................................................................................................. 10

Workforce Diversity and Workplace Inclusion ....................................................................... 11

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

Diversity Training..................................................................................................................... 14

Career Development Programs................................................................................................. 14

Diversity and Inclusion Performance Standard ........................................................................ 15

Monitoring and Analyzing Internal Demographics.................................................................. 15

Evaluating Performance............................................................................................................ 15

Current State of Diversity ......................................................................................................... 16

Work Environment.................................................................................................................... 26

Challenges and Next Steps........................................................................................................ 28

Regulated Entities....................................................................................................................... 29

Contractor Workforce Inclusion of Minorities and Women .................................................. 30

Other Requirements ................................................................................................................... 31

Conclusion and FY 2017 Outlook.............................................................................................. 32

Appendix A: FY 2016 Outreach and Recruitment Events...................................................... 33

Appendix B: FY 2016 Programs for Special Observances...................................................... 35
1

Introduction

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

Inclusion (OMWI) is pleased to submit its Annual Report pursuant to Section 342 of the DoddFrank Wall Street Reform and Consumer Protection Act of 2010 (the Dodd-Frank Act).

1

 OMWI 

is required to report annually to Congress on the actions the SEC and OMWI have taken to 

enhance diversity in the agency’s workforce, promote the utilization of minority-owned and 

women-owned businesses in the agency’s business activities, and implement other statutory 

requirements. The annual report must address the following subjects:

 The amounts paid to SEC contractors since the previous report;

 The percentage of the total amounts paid to SEC contractors that were minorityowned and women-owned businesses; 

 The successes achieved and the challenges faced in operating minority and women 

outreach programs;

 Any challenges that were faced in hiring qualified minority and women employees, 

and contracting with qualified minority-owned and women-owned businesses; and 

 Any other information, findings, conclusions, or recommendations for legislative or 

agency action deemed appropriate by the Director of OMWI.2

The major sections in this Annual Report describe the specific actions the SEC and 

OMWI have taken to execute the statutory responsibilities related to Supplier Diversity, 

Workforce Diversity and Workplace Inclusion, Regulated Entities, Contractor Workforce 

Inclusion of Minorities and Women, and Other Requirements. Unless otherwise noted, this 

report covers the period October 1, 2015 to September 30, 2016.

 1 Pub. L. No. 111-203, 124 Stat. 1376, July 11, 2010, codified as 12 U.S.C. § 5452. Section 342(e). 2 Section 342(g)(3) of the Dodd-Frank Act provides that the term “minority” has the same meaning as in section 

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

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

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

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

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

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

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

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

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

Organizational Overview

U.S. Securities and Exchange Commission

The U.S. Securities and Exchange Commission (the SEC or Commission) is a bi-partisan 

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

Senate. The President designates one Commissioner to serve as Chairman of the Commission. 

Michael S. Piwowar currently serves as the Acting Chairman. The mission of the SEC is to 

protect investors, maintain fair, orderly and efficient markets, and facilitate capital formation. 

Accordingly, the agency’s goals are to establish and maintain an effective regulatory 

environment, promote compliance with the Federal securities laws, facilitate access to 

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

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

capital. 

The SEC oversees more than 27,000 market participants, including investment advisers, 

mutual funds and exchange traded funds, broker-dealers, transfer agents, national securities 

exchanges, and others. The agency’s functional responsibilities are carried out through five main 

divisions and 23 offices, each of which is headquartered in Washington, D.C. 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 its Office of 

Minority and Women Inclusion in July 2011, and assigned the office responsibility for all 

matters related to diversity in the agency’s management, employment, and business activities. 

The Director of OMWI is a Senior Officer reporting directly to the Chairman. OMWI’s staff 

also includes a deputy director, attorney advisers, data analyst, and program management 

analysts dedicated to the office’s major functional areas—workforce diversity and supplier 

diversity.

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

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

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

diversity of the workforce and senior management of the agency; increasing participation of 

minority-owned and women-owned businesses in the SEC’s programs and contracts; and 

assessing the diversity policies and practices of entities regulated by the SEC.3 The OMWI 

 3 See Section 342(b)(2)(A)-(C).
3

Director is also required to advise the Commission on the impact of the SEC’s policies and 

regulations on minority-owned and women-owned businesses.4

Further, Section 342 of the Dodd-Frank Act requires the OMWI Director to develop 

procurement procedures that include a written statement that a contractor shall ensure, to the 

maximum extent possible, the fair inclusion of women and minorities in the workforce of the 

contractor and, as applicable, subcontractors.5 As a result of this requirement, the OMWI 

Director is required to establish standards and procedures for determining whether an agency 

contractor or subcontractor has failed to make a good faith effort to include minorities and 

women in its workforce.6

4 See Section 342(b)(3). 5 See Section 342(c)(2). 6 See Section 342(c)(3)(A).
4

Supplier Diversity

The SEC has embraced its obligations under Section 342 of the Dodd-Frank Act to 

develop and implement standards for increasing the utilization of minority-owned and womenowned businesses (MWOBs) in SEC programs and contracts. By taking proactive steps to build 

and maintain a diverse supplier base, the SEC ensures that it is procuring the best goods and 

services to meet its contracting needs. OMWI works closely with the Office of Acquisitions 

(OA), which is responsible for all contracting activities at the agency, to implement the agency’s 

strategy for promoting supplier diversity. OA also has responsibility for ensuring that the SEC 

attains the specific statutory goals established by the Small Business Administration (SBA) for 

increasing small business contracting opportunities. 

The provisions of the Federal Acquisition Regulation (FAR), which the SEC follows 

when acquiring goods and services, require contracting officers to set aside certain requirements 

for competition solely among certain categories of small businesses. This authority provides 

opportunities for MWOBs that are small businesses to compete for contracts through the Small 

Disadvantaged Business, 8(a) Certified, Women-Owned Small Business, and Economically 

Disadvantaged Women-Owned Small Business programs administered by the SBA. 

In FY 2016, the SEC continued to execute a supplier diversity strategy that has resulted 

in increased utilization of MWOBs in the agency’s business activities. As discussed in more 

detail below, the five-year trend data show: 

 The dollar amounts and percentages of SEC contract awards to MWOBs increased by

$75.2 million and 11 percentage points since FY 2012;

 The number of MWOBs receiving SEC contract awards increased from 102 in FY

2012 to 126 in FY 2016; and

 The average dollar value of the SEC contract award to MWOBs increased from

$770,951 in FY 2012 to $1.22 million in FY 2016.

Supplier Diversity Initiatives

Contractor Outreach and Technical Assistance:

As many MWOBs are small businesses under SBA size standards, OMWI and the Small 

Business Specialist in OA collaborate on outreach activities that are designed to increase MWOB 

and small business awareness of SEC requirements and, ultimately, the level of participation in 

agency contracting. The SEC also provides potential contractors technical assistance on how to 

conduct business within the SEC procurement space. The cooperation between OMWI and OA 

has contributed significantly to the overall success of the SEC’s supplier diversity efforts. 
5

Ongoing OMWI outreach and technical assistance initiatives in FY 2016 included: 

 Hosting monthly “Vendor Outreach Days” in concert with OA at SEC headquarters.

This forum provides MWOBs and small businesses with an individualized

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

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

Specialist, and other key SEC personnel. A total of 66 businesses participated in

Vendor Outreach Day in FY 2016.

 Participating in external business conferences and procurement matchmaking sessions

to increase the interaction between MWOBs and the SEC. During FY 2016, OMWI

participated in eight national conferences and/or business matchmaking sessions,

including the 26th Annual Government Procurement Conference; National 8(a)

Association Winter Conference; Women as Veteran Entrepreneurs Annual Seminar;

National Minority Supplier Development Council Conference and Business Expo;

and the Women’s Business Enterprise National Council Conference and Business

Fair, among others;

 Assisting OA and SEC Program Offices with identifying MWOB suppliers for

market research purposes, as requested;

 Developing and disseminating information to MWOBs on SEC contracting

opportunities and business events; and

 Maintaining a dedicated email address and telephone line for contracting inquiries

and outreach.

Maturation of the Supplier Diversity Business Management System: 

FY 2016 represented the first full year of implementation and utilization of OMWI’s 

Supplier Diversity Business Management System (SDBMS). The SDBMS serves as the central 

repository of general business information and statements of capabilities provided by MWOBs 

interested in doing business with the SEC. The database continued to grow in FY 2016, and has 

allowed OMWI to successfully engage in customer relationship management and track 

information on supplier diversity program metrics. Information on diverse suppliers in the 

SDBMS has been shared with OA and other SEC Divisions and Offices in sourcing vendors for 

market research to develop agency business requirements. As the system continues to mature, its 

value as a sourcing tool for the SEC, a program management tool for OMWI, and a marketing 

tool for vendors is expected to increase. 
6

Expanded Internal Supplier Diversity Education Campaign: 

In FY 2016, OMWI expanded the reach of its internal supplier diversity education 

campaign. During the previous fiscal year, the campaign focused on senior leadership and 

business managers in promoting the SEC supplier diversity program. In FY 2016, the training 

emphasis was on Contracting Officer Representatives (CORs) who have direct responsibility for 

managing contracts on behalf of their respective SEC Divisions and Offices. The “Introduction 

to Supplier Diversity for CORs” training was delivered in conjunction with OA. It was designed 

to provide an in-depth overview of the SEC supplier diversity program; inform CORs of the 

resources available to them; and share information on the ways in which they can support 

program initiatives. By providing this training, OMWI seeks to increase awareness of how 

supplier diversity aligns with the SEC’s overall mission, and foster involvement and advocacy 

among SEC staff with contracting responsibilities.

Supplier Diversity Performance Metrics

SEC Contractors: 

This section presents five-year trend data for contract payments and awards. Figure 1

shows the total number of contractors the SEC paid from FY 2012 to FY 2016, and the number 

of contractors receiving payments that were MWOBs during this five-year period. Among the 

405 firms that received contract payments in FY 2016, 111 or 27.4 percent were classified as 

MWOBs. The number of MWOBs receiving contract payments has increased since FY 2012, 

though the number of MWOBs receiving contract payments decreased from FY 2015 to FY 

2016. The percentage of MWOBs among all firms receiving payments increased from 25.1 

percent in FY 2012 to 27.4 percent in FY 2016. From FY 2015 to FY 2016, the percentage of 

women-owned businesses among firms receiving SEC contract payments decreased slightly. 

Figure 1: SEC Contractors Receiving Payments FY 2012 – FY 2016

FY 2012 FY 2013 FY 2014 FY 2015 FY 2016

SEC Total 311 100.0% 464 100.0% 488 100.0% 504 100.0% 405 100.0% 

All Other Firms 233 74.9% 350 75.4% 367 75.2% 381 75.6% 294 76.5% 

Total MWOBs 78 25.1% 114 24.6% 121 24.8% 123 24.4% 111 27.4% 

 Asian 24 7.7% 29 6.3% 36 7.4% 39 7.7% 44 10.9% 

 Black 12 3.9% 21 4.5% 24 4.9% 28 5.6% 27 6.7% 

 Hispanic 10 3.2% 13 2.8% 9 1.8% 14 2.8% 9 2.2% 

 Other Minority 3 1.0% 8 1.7% 7 1.4% 9 1.8% 6 1.5% 

 Women Only 29 9.3% 43 9.3% 45 9.2% 33 6.5% 25 6.2% 

Source: Federal Procurement Data System (FPDS) and Delphi retrieved on March 23, 2017. Firm count uses distinct count of 

Supplier Number. “Women Only” include firms without minority designations.
7

Contract Payments:7

 

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

fiscal year since FY 2012. In FY 2016, the SEC paid $380.9 million to contractors. Of the 

SEC’s total contract payments, 32.4 percent went to MWOBs, which was 1.5 percentage points 

lower than the contract payments made to MWOBs in FY 2015. Contract payments to MWOBs 

in FY 2016, however, were 8.3 percentage points higher than the payments to MWOBs in FY 

2012. 

As of the end of FY 2016, MWOBs, which represented 27.4 percent of firms receiving 

SEC contract payments, received 32.4 percent of the total payments. Women-owned businesses, 

which were 6.2 percent of firms receiving SEC contract payments in FY 2016, received 5.5 

percent of all payments. 

Figure 2: Contract Payments by MWOB Category FY 2012 – FY 2016 (Amount in Millions)

FY 2012 FY 2013 FY 2014 FY 2015 FY 2016

SEC Total $117.9 100.0% $436.1 100.0% $336.3 100.0% $362.9 100.0% $380.9 100.0% 

All Other Firms $89.5 75.9% $309.2 70.9% $250.5 74.5% $239.8 66.1% $257.3 67.6% 

Total MWOBs $28.4 24.1% $126.9 29.1% $85.8 25.5% $123.2 33.9% $123.6 32.4% 

 Asian $7.0 5.9% $63.4 14.5% $28.6 8.5% $52.9 14.6% $72.7 19.1% 

 Black $8.4 7.1% $16.9 3.9% $14.3 4.3% $18.9 5.2% $16.2 4.3% 

 Hispanic $1.7 1.4% $5.5 1.3% $8.3 2.5% $19.6 5.4% $5.8 1.5% 

 Other Minority $0.1 0.1% $3.3 0.8% $6.1 1.8% $4.3 1.2% $8.0 2.1% 

 Women Only $11.1 9.4% $37.8 8.7% $28.5 8.5% $27.6 7.6% $20.8 5.5% 

Source: FPDS and Delphi retrieved on March 23, 2017. “Women Only” include firms without minority designations.

Contract Awards: 

Contract awards provide insight into an agency’s planned expenditures. Figure 3 depicts 

the total number of firms awarded SEC contracts in each fiscal year since FY 2012, and the 

number of MWOBs receiving SEC contract awards. In FY 2016, the SEC awarded contracts to 

484 firms, of which 126 or 26.0 percent of firms were classified as MWOBs. The percentage of 

MWOBs among firms receiving SEC contract awards increased from FY 2012 to FY 2016, 

though there was a slight decrease in the percentage of contract awards to MWOBs from FY 

2015 to FY 2016. The percentage of women-owned businesses awarded SEC contracts 

decreased from 13.7 percent in FY 2015 to 13.0 percent FY 2016. 

7 Payment statistics does not include non-FAR based transactions such as real estate leases.
8

Figure 3: MWOBs with SEC Contract Awards FY 2012 – FY 2016

FY 2012 FY 2013 FY 2014 FY 2015 FY 2016

SEC Total 441 100.0% 447 100.0% 515 100.0% 549 100.0% 484 100.0% 

Total MWOBs 102 23.1% 112 25.1% 130 25.2% 145 26.4% 126 26.0% 

WOBs 59 13.4% 65 14.5% 69 13.4% 75 13.7% 63 13.0% 

MW-OBs 19 4.3% 33 7.4% 30 5.8% 35 6.4% 35 7.2% 

MOBs 62 14.1% 80 17.9% 91 17.7% 105 19.1% 98 20.2% 

 Asian 21 4.8% 35 7.8% 41 8.0% 45 8.2% 42 8.7% 

 Black 20 4.5% 24 5.4% 26 5.0% 30 5.5% 28 5.8% 

 Hispanic 13 2.9% 11 2.5% 14 2.7% 20 3.6% 16 3.3% 

 Native American 2 0.5% 3 0.7% 2 0.4% 3 0.5% 5 1.0% 

 Other 6 1.4% 7 1.6% 8 1.6% 7 1.3% 7 1.4% 

Source: FPDS retrieved on January 30, 2017. 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 minorityowned and women-owned designations. “Other” category includes MOBs with more than one race designation and MOBs with an 

“other” designation. 

Figure 4 depicts the dollar value of contract awards to MWOBs in each fiscal year since 

FY 2012. Of the $486 million in SEC contract awards made in FY 2016, a total of $153.9 

million or 31.7 percent went to MWOBs. The dollar amount and percentage of SEC contracts 

awarded to MWOBs decreased from FY 2015 to FY 2016. However, the average dollar value of 

the MWOB contract award increased from $1.07 million in FY 2015 to $1.22 million in FY 

2016, an increase of 13.8 percent. 

Figure 4: Contract Awards by MWOB Category FY 2012 – FY 2016 (Amount in Millions)

FY 2012 FY 2013 FY 2014 FY 2015 FY 2016

SEC Total $380.3 100.0% $323.4 100.0% $434.2 100.0% $456.9 100.0% $486.0 100.0% 

Total MWOBs $78.6 20.7% $92.9 28.7% $147.4 33.9% $155.6 34.1% $153.9 31.7% 

WOBs $40.3 10.6% $45.0 13.9% $66.0 15.2% $73.3 16.0% $75.6 15.6% 

MW-OBs $9.6 2.5% $19.0 5.9% $41.5 9.6% $49.0 10.7% $50.2 10.3% 

MOBs $47.9 12.6% $66.9 20.7% $122.9 28.3% $131.3 28.7% $128.5 26.4% 

 Asian $13.3 3.5% $31.7 9.8% $84.5 19.5% $73.3 16.0% $71.1 14.6% 

 Black $23.4 6.2% $17.5 5.4% $17.8 4.1% $30.4 6.7% $24.8 5.1% 

 Hispanic $4.8 1.3% $6.3 1.9% $11.4 2.6% $11.1 2.4% $15.7 3.2% 

 Native American $0.2 0.1% $2.4 0.7% $0.8 0.2% $5.6 1.2% $9.3 1.9% 

 Other $6.2 1.6% $8.9 2.8% $8.4 1.9% $11.0 2.4% $7.7 1.6% 

Source: FPDS retrieved on January 30, 2017. 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 minorityowned and women-owned designations. “Other” category includes MOBs with more than one race designation and MOBs with an 

“other” designation.
9

Major Contract Award Categories: 

Figure 5 shows the total SEC contract awards and contract awards to MWOBs by the 

North American Industry Classification System (NAICS) categories, and Figure 6 illustrates the 

percent of total contract award dollars by NAICS category. 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 were also the two largest categories for contract dollars awarded to MWOBs. 

Figure 5: SEC and MWOBs Contract Amount by NAICS Category (Amount in Millions)

Source: FPDS retrieved on January 6, 2017. 

Figure 6: SEC and MWOBs Contract Percent by NAICS Category 

Source: FPDS retrieved on January 6, 2017.

$240.0 

$57.2 

$21.7 $21.3 $19.3 $18.4 $13.2 $11.6 $11.6 $8.8 

$62.8 

$78.6 

$30.0 

$1.1 $5.0 $0.0 $5.8 $0.4 $5.4 $1.9 $1.7 

$24.1 

$0

$50

$100

$150

$200

$250

Computer

Systems

Design and

Related

Services (5415)

Management,

Scientific, and

Technical

Consulting

Services (5416)

Legal Services

(5411)

Data

Processing,

Hosting, and

Related

Services (5182)

Architectural,

Engineering,

and Related

Services (5413)

Agencies,

Brokerages,

and Other

Insurance

Related

Activities

(5242)

Other

Information

Services (5191)

Other

Professional,

Scientific, and

Technical

Services (5419)

Investigation

and Security

Services (5616)

Electronic and

Precision

Equipment

Repair and

Maintenance

(8112)

All Other

NAICS

Categories

SEC Contract MWOBs

49.4% 

11.8% 

4.5% 4.4% 4.0% 3.8% 2.7% 2.4% 2.4% 1.8% 

12.9% 

51.1% 

19.5% 

0.7% 

3.3% 

0.0% 

3.7% 

0.2% 

3.5% 1.3% 1.1% 

15.6% 

0%

10%

20%

30%

40%

50%

60%

Computer

Systems

Design and

Related

Services (5415)

Management,

Scientific, and

Technical

Consulting

Services (5416)

Legal Services

(5411)

Data

Processing,

Hosting, and

Related

Services (5182)

Architectural,

Engineering,

and Related

Services (5413)

Agencies,

Brokerages,

and Other

Insurance

Related

Activities

(5242)

Other

Information

Services (5191)

Other

Professional,

Scientific, and

Technical

Services (5419)

Investigation

and Security

Services (5616)

Electronic and

Precision

Equipment

Repair and

Maintenance

(8112)

All Other

NAICS

Categories

SEC Contracts MWOBs
10

“All Other NAICS Categories” include, among others: 

• Accounting, Tax Preparation, Bookkeeping and Payroll Services (5412) - $8.7

million in SEC contract awards, and MWOBs awarded contracts totaling $4.1

million;

• Electronics and Appliance Stores (4431) - $7.5 million in SEC contract awards,

and MWOBs awarded contracts totaling $1.7 million;

• Business Support Services (5614) - $5.3 million in SEC contract awards, and

MWOBs awarded contracts totaling $5.0 million; and

• Employment Services (5613) - $1.1 million in SEC contract awards and all

awarded to MWOBs.

Next Steps

In FY 2017, OMWI anticipates taking actions to augment existing efforts to build and 

maintain a diverse supplier base. OMWI will continue to populate the SDBMS with complete 

diverse supplier profiles to increase OMWI’s repository of interested diverse suppliers. In 

addition, OMWI plans to enhance the content of the supplier diversity section of the OMWI 

external webpage to provide additional information and resources to interested vendors. 
11

Workforce Diversity and Workplace Inclusion

The SEC is firmly committed to attaining the workforce diversity goals and objectives 

established by Section 342 of the Dodd-Frank Act. To successfully perform its mission—

protecting investors, maintaining fair and orderly markets, and facilitating capital formation—the 

SEC must attract, hire, develop, and retain a high-quality, diverse, and results-oriented 

workforce. In furtherance of this objective, the SEC strives to cultivate and maintain a work 

environment that promotes fair and equitable treatment of employees and applicants for 

employment, and respects and values workforce diversity and workplace inclusion. 

The SEC has adopted a comprehensive strategy for building and maintaining a highperforming, diverse workforce. Key components of that strategy include: 

 Engaging in outreach and recruitment to attract diverse candidates for employment

and internship opportunities;

 Training for employees, supervisors, and managers in equal employment opportunity

and diversity awareness;

 Supporting employee participation in career development training programs;

 Incorporating support for agency diversity and inclusion efforts in a performance

standard for supervisors and managers;

 Monitoring and analyzing internal demographics to assess diversity at all levels of the

agency’s workforce and identify areas of focus; and

 Evaluating the effectiveness of the agency’s workforce diversity initiatives.

All SEC Divisions and Offices have a role in promoting workforce diversity and 

fostering a workplace that encourages collaboration, flexibility, and fairness to enable all 

employees to contribute to their full potential. While OMWI is responsible for all matters related 

to diversity in employment at the SEC, OMWI coordinates and collaborates with the Office of 

Human Resources (OHR), the Office of Equal Employment Opportunity (OEEO), and other 

offices to implement the SEC’s strategy for promoting workforce diversity and workplace 

inclusion. 

The SEC Diversity Council is also actively involved in promoting workforce diversity 

and cultivating an inclusive workplace culture. The Diversity Council was formed to advise the 

Commission on agency matters relating to diversity, including management, employment, and 

business activities. Commissioner Kara M. Stein serves as the chair of the Diversity Council and 

its 20 members include representatives from agency management, the National Treasury 

Employees Union (NTEU), and SEC Employee Affinity Groups. In FY 2016, subcommittees of 
12

the Council examined existing policies and practices concerning attorney hiring, mentoring and 

sponsorship, and transparency of workforce data with an eye toward making recommendations. 

In FY 2016, as in previous years, the SEC directed efforts towards enhancing diversity in 

the supervisory and managerial positions, and in four of the agency’s designated “mission critical 

occupations”—attorney, accountant, economist, and securities compliance examiner.8

 The 

actions taken in FY 2016 to advance the SEC’s strategy for achieving and sustaining diversity at 

all levels of the agency’s workforce are summarized below. 

Outreach and Recruitment

Diversity Partnerships. The SEC uses several methods to attract, recruit, and hire a 

diverse workforce. The SEC relies on relationships it has established with minority and women 

professional associations and educational organizations to advance the agency’s workforce 

diversity goals. These collaborative relationships, known at the SEC as Diversity Partnerships, 

have been instrumental in helping the agency develop and maintain a pipeline of diverse 

candidates for professional employment and internship opportunities. Diversity Partnerships 

provide a variety of opportunities for outreach and recruitment. Partnering organizations agree 

to disseminate information about job vacancies and internships to their members, and exchange 

information about best practices for advancing workforce diversity and inclusion objectives. 

Outreach Events. In FY 2016, the SEC participated in over 60 workforce diversity 

outreach and recruitment events, and engaged more than 170 SEC employees from Divisions and 

Offices across the agency in these efforts. SEC employees served as speakers and panel 

participants at conferences hosted by professional associations and educational organizations, 

and addressed a wide range of topics related to investment, securities, and the mission of the 

SEC. They also represented the SEC at career fairs and recruiting events at educational 

organizations and academic institutions and helped to promote the agency as an employer of 

choice. A list of FY 2016 workforce diversity outreach and recruitment events is set forth in 

Appendix A.

Following the success of the New York Regional Office’s on-site hiring event in FY 

2015, the SEC’s Chicago Regional Office hosted an on-site Career Open House for Accountants 

and Examiners in FY 2016 to connect with potential candidates. OMWI advertised the event 

with its partnering professional associations, minority-serving institutions, and women’s 

colleges, and a diverse group of 50 professionals attended the Open House. The attendees had an 

opportunity to network with SEC staff and learn about career opportunities, the application 

process, and the benefits of working for the SEC.

 8 The SEC has designated Information Technology (IT) Specialist as a mission critical occupation. The 

representation of minorities in the IT Specialist occupation has been above the relevant benchmark, and the 

representation of women has been within a few percentage points of the relevant benchmark. 
13

Employment Advertising and Social Media. OMWI continued to distribute job 

vacancy announcements to more than 250 recruitment sources to attract diverse talent for current 

employment and internship opportunities. In FY 2016, the SEC also expanded its use of and 

visibility in social media such as Twitter, Facebook, and YouTube for outreach and recruitment. 

The agency saw an increase in followers on its LinkedIn account, and added a subscription to 

Glassdoor to reach the student population. 

Student Outreach Initiatives. The SEC continued to cultivate and leverage its 

partnering relationships with minority and women professional associations and educational 

organizations to attract a diverse talent pipeline for current and future employment and internship 

opportunities at the SEC. In FY 2016, SEC staff participated in student-focused initiatives, 

career fairs, and outreach events held on campuses of minority-serving business schools and law 

schools, and women’s colleges nationwide. The SEC’s Miami Regional Office conducted 

outreach at two Hispanic-Serving Institutions (HSIs) in Puerto Rico, Universidad Politecnica de 

Puerto Rico and Universidad del Sagrado Corazon, to promote SEC internship and employment 

opportunities. 

For the fourth consecutive year, the SEC hosted students participating in the United 

Negro College Fund’s Gateway to Leadership program, which provides students from 

historically black colleges and universities (HBCUs) with paid internships at firms in the 

financial services industry. During the visit, SEC staff shared information about the role and 

responsibilities of the SEC and financial literacy, and exposed students to the variety of entry 

level career and internship opportunities for their future consideration. 

The SEC has hosted the PROPELS program—Professionals Reaching Out to Promote 

Excellence and Learning for Students—for the last six years. Students from high schools with 

high minority populations, who have expressed an interest in careers in business, law, and 

technology, shadow SEC professionals for the day and gain exposure to careers in these areas. 

They also learn about the importance of financial education. The PROPELS program is hosted 

at the SEC’s headquarters and regional offices. The mentoring program, which began in 2011 

with 28 students from a high school in Prince Georges County, MD, has grown into a nationwide 

program. In FY 2016, more than 790 students from 20 high schools participated in PROPELS. 

Student Interns. The SEC’s Student Honors Program provides opportunities for 

undergraduate, graduate, and law students to learn about securities regulations and the work of 

the SEC. The ten-week internship is offered at headquarters and in the SEC’s 11 regional 

offices. From fall 2015 to fall 2016, 947 students participated in the Student Honors Program, 

and 45 (5 percent) were from educational institutions specified in Section 342(f)(1) of the DoddFrank Act — HBCUs, HSIs, women’s colleges, and colleges that serve majority minority 

populations. 
14

Diversity Training

Providing SEC managers and employees diversity and inclusion training is an integral 

component of the agency’s strategy for building and maintaining a diverse workforce and 

fostering an inclusive workplace. OMWI works closely with SEC University (SECU) in OHR to 

offer a wide range of diversity-related training. In FY 2016, SECU introduced two new courses 

on non-conscious bias, adding to the existing catalog of on-line courses related to diversity and 

inclusion. In addition, the “Diversity and Inclusion Series” offered instructor-led diversity 

training on emerging topics, including: 

 challenges and opportunities presented by having four generations working side by

side in an organization;

 issues faced by transgender people in the workplace and respecting and valuing

differences;

 career management, navigating organizational cultures, and building multicultural

competencies;

 challenges facing senior-level women executives and strategies for moving up in an

organization; and

 culturally effective practices that foster team-building and inclusion.

Career Development Programs 

In FY 2016, the SEC sponsored eight employees for The Women in Leadership program, 

an external developmental program conducted by the Brookings Institution. Women from across 

Federal agencies learn how to strengthen leadership qualities and explore key elements of senior 

leadership success. 

In addition, 14 SEC employees (five supervisors and nine non-supervisors) participated 

in the Excellence in Government (EIG) Fellows program coordinated by the Partnership for 

Public Service. The EIG program strengthens the leadership skills of experienced Federal 

employees through a combination of innovative coursework, best practices benchmarking, 

challenging action-learning projects, executive coaching, and government-wide networking. 

OHR also offered employees the opportunity to explore their career goals and develop 

career plans through a full service career management center. Career Horizons provides 

confidential advice and guidance to SEC employees in identifying factors that can lead to career 

success and help prepare them for the next step. In FY 2016, 536 employees received career 

coaching and guidance through Career Horizons. 
15

Diversity and Inclusion Performance Standard

All SEC supervisors and managers share responsibility for the success of the agency’s 

initiatives to promote workforce diversity and workplace inclusion. In FY 2016, the SEC began 

transitioning to a new performance management program, under which diversity and inclusion 

competency is included under the critical element related to managing human resources in the 

performance work plans (PWPs) for SK-15 and SK-17 supervisors and managers. The new 

performance management program uses a four-level scale to rate performance on critical 

elements. Under the managing human resources critical element, the descriptions for the two 

highest ratings—“Performance Leader” and “Accomplished Practitioner”— include examples of 

actions demonstrating the supervisor or manager champions and promotes a diverse and 

inclusive work environment. 

A total of 604 supervisors and managers were evaluated under the new PWP pilot that 

includes diversity and inclusion efforts under the critical element for human resources 

management in FY 2016. Of the 604 supervisors, 229 (or 37.9 percent) were rated “Performance 

Leader,” 370 (or 61.3 percent) were rated “Accomplished Practitioner,” and five (or 0.8 percent) 

were rated “Improvement Required” on this critical element. 

Monitoring and Analyzing Internal Demographics

Quarterly Workforce Diversity Profiles: 

In FY 2016, OMWI continued to provide each of the SEC’s Divisions and Offices a 

quarterly workforce demographic profile, which tracks personnel activity (e.g., hiring, 

promotions, and separations) by gender, race, and ethnicity. In addition to monitoring and 

providing this personnel activity data, senior management is encouraged to work with OMWI to 

develop targeted strategies to address lower than expected representation of minorities or women 

in a mission critical occupation. Some Divisions and Offices have requested assistance from 

OMWI with outreach and recruitment as a result of the workforce snapshots presented in the 

quarterly profiles. 

Evaluating Performance

Applicant Data Analysis: 

The Office of Personnel Management (OPM) makes available applicant demographic 

data for SEC vacancies filled through the USAJOBS.gov website. OMWI analyzes the data for 

gender, race, and ethnicity obtained from applicants who voluntarily self-identified demographic 

characteristics to determine the diversity in the applicant pools for accountant, attorney, 

economist, and securities compliance examiner vacancies. In FY 2016, the SEC used 

USAJOBS.gov to recruit for 346 job vacancies. The agency received over 30,000 unique 
16

applications for employment and 56.2 percent of all applicants elected to provide some type of 

demographic information. 

As depicted in Figure 7, the data from applicants who self-identified their gender, race, 

and ethnicity data show that the application rate of each minority group for vacancies in the four 

mission critical occupations was higher than the group’s percentage representation in the same 

occupations in the Civilian Labor Force (CLF).9

 The analysis indicates that women applied for 

vacancies in accountant, securities compliance examiner, and economist occupations at rates that 

were lower than their CLF representation in these occupations. Although not a precise measure 

of the impact of the SEC outreach and recruitment efforts, the analysis of applicant demographic 

data provides some measure of the effectiveness of those efforts and can be used to identify areas 

for strategic outreach. 

Figure 7: Applications by Mission Critical Occupations, Gender, Race, and Ethnicity Compared 

to CLF

Men Women White Black Hispanic Asian NHPI AIAN TOM

0905 General 

Attorney 

Applied 59.9% 40.1% 55.3% 17.4% 11.2% 12.7% 1.4% 0.5% 1.4% 

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

0510 Accounting 

Applied 55.1% 44.9% 34.3% 33.9% 13.6% 15.6% 0.3% 0.3% 2.0% 

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

1831 Securities 

Compliance 

Examining 

Applied 65.2% 34.8% 44.3% 24.7% 18.4% 11.2% 0.4% 0.3% 0.8% 

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

0110 Economist 

Applied 72.8% 27.2% 54.4% 14.6% 9.7% 19.4% 1.9% 0.0% 0.0% 

OCLF 69.9% 30.1% 46.3% 17.8% 11.4% 21.9% 0.3% 1.6% 0.6% 

Source: Applicant flow data from OPM retrieved using USA Staffing portal from the “Vacancy Detail” data file for each quarter in FY 

2016. OCLF reflects the occupational CLF retrieved from Census 2010 EEO Tabulation using occupational cross-classification 

provided by EEOC.

Current State of Diversity

This section presents SEC workforce statistics and three-year trend data for FY 2014 to 

FY 2016. In response to the recommendation in the report issued by House Financial Services 

Committee Democratic staff entitled, The Dodd-Frank Act Five Years Later: Diversity in the 

Financial Services Agencies (November 5, 2015), the OMWI Directors of the Federal financial 

services agencies agreed to standardize the content of the annual report, and include a three-year 

trend analysis of workforce data. Unless otherwise noted, data is reported for permanent and 

temporary employees. 

9 CLF consists of all people, 16 years of age or over, excluding those in Armed Forces, who are employed or 

seeking employment in all U.S. occupations
17

Since FY 2014, the SEC workforce has become more diverse. The agency, however, 

continues to direct efforts towards enhancing the gender and racial diversity in senior 

management and certain mission critical occupations. The three-year trend data discussed in 

more detail below show: 

 Representation of women among Senior Officers increased from 34.5 percent in FY

2014 to 36.3 percent in FY 2016.

 Minority representation in mission critical occupations increased from 23.1 percent in

FY 2014 to 27.8 percent in FY 2016.

 Minorities held 23.4 percent of supervisory and management positions at the SEC in

FY 2016, up from 21.5 percent in FY 2014.

 The percentages of Black or African American and Hispanic or Latino new hires into

mission critical occupations increased from FY 2014 to FY 2016.

FY 2016 SEC Workforce Profile: 

The SEC workforce had 4,685 employees (4,582 permanent employees and 103 

temporary employees) as of the end of FY 2016. Nearly two-thirds of SEC employees worked at 

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

From FY 2015 to FY 2016, the demographic composition of the SEC workforce remained 

relatively unchanged. 

The SEC workforce representation by gender, race, and ethnicity from FY 2014 to FY 

2016 is shown in Figure 8. Men comprised 54.2 percent and women comprised 45.8 percent of 

the SEC workforce as of the end of FY 2016. 

The breakdown of the SEC workforce by race and ethnicity as of the end of FY 2016 was 

as follows: 65.8 percent of SEC employees self-identified as White, 15.9 percent as Black or 

African American, 12.0 percent as Asian, 5.3 percent as Hispanic or Latino, 0.4 percent as 

American Indian or Alaskan Native, 0.1 percent as Native Hawaiian or Other Pacific Islander, 

and 0.4 percent as Two or More Races. 

The representation of Asian and Hispanic or Latino employees increased slightly since 

FY 2014. The representation of Black or African American employees decreased slightly over 

the three-year period. 
18

Figure 8: Workforce Demographic by Gender, Race, and Ethnicity FY 2014 – FY 2016

Source: Federal Personnel and Payroll System (FPPS) retrieved on December 21, 2016. “All Other” includes the Native Hawaiian or 

Other Pacific Islander, American Indian or Alaskan Native, Two or More Races categories, and unknowns.

As depicted in Figure 9, the representation of women in the SEC workforce decreased 

slightly since FY 2014 and the minority representation increased incrementally over the same 

period. 

Figure 9: Women and Minority Representation FY 2014 – FY 2016

Source: FPPS retrieved on December 21, 2016. 

Men Women White Black Hispanic Asian All Other

FY 2014 53.9% 46.1% 67.3% 16.6% 4.5% 10.8% 0.7%

FY 2015 54.1% 45.9% 66.5% 16.3% 5.0% 11.3% 0.9%

FY 2016 54.2% 45.8% 65.8% 15.9% 5.3% 12.0% 0.9%

32.7% 33.5% 34.2%

46.1% 45.9% 45.8%

0%

10%

20%

30%

40%

50%

FY 2014 FY 2015 FY 2016

Minority Women
19 

Benchmark Comparisons:

To provide context for workforce diversity and inclusion efforts, Figure 10 shows how 

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

to the demographic composition of the CLF and the Federal workforce. As of the end of FY 

2016, the SEC workforce had a higher representation of women than the Federal workforce by 

2.5 percentage points. However, the SEC end-of-year representation of women was at 95.2 

percent of the 2010 CLF benchmark. 

Minorities, collectively, represented 34.2 percent of the SEC workforce as of the end of 

FY 2016, which was 25 percent higher than the CLF (27.6 percent), and about 5 percent lower 

than the FY 2016 Federal workforce representation of minorities (35.9 percent). The SEC 

workforce had a lower representation of Black or African American (15.9 percent) and 

Hispanic or Latino employees (5.3 percent) than the FY 2016 Federal workforce, and a lower 

representation of Hispanic or Latino employees than the CLF. The representational percentage 

of Asian employees in the SEC workforce exceeded both benchmarks. 

Figure 10: FY 2016 SEC Workforce Compared to CLF and Federal Workforce Benchmarks

Demographic Groups SEC FY 2016 

Workforce

FY 2016 Federal 

Workforce

2010 Civilian Labor 

Force

Men 54.2% 56.7% 51.9% 

Women 45.8% 43.3% 48.1% 

White 65.8% 64.0% 72.4% 

Minority 34.2% 35.9% 27.6% 

 Black or African American

12.0% 

17.9% 12.0% 

Hispanic or Latino 5.3% 8.5% 10.0% 

Asian

15.9% 

5.9% 3.9% 

American Indian or Alaska Native 0.1% 1.7% 1.1% 

Native Hawaiian or Other Pacific Islander 0.4% 0.5% 0.1% 

Two or More Races 0.4% 1.5% 0.5% 

Source: FPPS retrieved on December 21, 2016. Federal workforce data from the Office of Personnel Management and CLF data 

from Census 2010 EEO Tabulation retrieved on January 4, 2017. 

Workforce Analysis by Occupation: 

As of the end of FY 2016, the SEC employed 4,685 individuals in over 50 occupations. 

Analysis of the SEC workforce by occupation, gender, race, and ethnicity reveals that gender and 

racial differences exist in employment patterns. 

Figure 11 shows the percentage of each demographic group in the 10 most prevalent 

occupations in the SEC workforce. Attorney is the most prevalent occupation in the SEC 

workforce. As of the end of FY 2016, about 43.3 percent of all SEC employees were employed 

as attorneys (1.3 percentage points higher than in FY 2015). 
20

Figure 11: FY 2016 Percent of Demographic Group in Top 10 Occupations 

SEC Men Women White Black Hispanic Asian All Other

Total 100.0% 100.0% 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%

0905 General Attorney 42.0% 43.3% 40.4% 49.8% 18.3% 31.9% 36.1% 26.2%

0510 Accounting 20.4% 21.3% 19.3% 22.0% 11.1% 23.4% 22.6% 14.3%

2210 Information Technology Management 6.6% 9.0% 3.7% 4.4% 9.2% 9.3% 13.1% 16.7%

1831 Securities Compliance Examining 6.3% 7.9% 4.4% 6.4% 3.6% 7.7% 8.7% 4.8%

0301 Miscellaneous Administration and 

Program 5.2% 2.6% 8.3% 2.9% 16.5% 7.3% 1.6% 9.5%

0343 Management and Program Analysis 2.8% 1.7% 4.1% 1.9% 7.4% 3.2% 1.6% 7.1%

0110 Economist 2.5% 3.3% 1.6% 2.6% 0.5% 2.4% 5.0% 2.4%

0950 Paralegal Specialist 1.9% 0.6% 3.5% 1.5% 4.0% 3.2% 1.1% 4.8%

0201 Human Resources Management 1.3% 0.7% 2.1% 0.8% 4.3% 0.8% 0.5% 2.4%

1102 Contracting 1.0% 0.9% 1.1% 0.6% 2.3% 1.6% 0.9% 4.8%

Source: FPPS retrieved on December 21, 2016. “All Other” includes Native Hawaiian/Pacific Islander, American Indian/Alaska Native,

Two or More Races, and unknowns. Mission critical occupations are highlighted in red.

The top 10 occupations by gender show attorney is the most prevalent occupation for 

both men and women, followed by accountant. IT management is the third most prevalent 

occupation for men, while the third most prevalent occupation for women is the 0301 

occupational series, Miscellaneous Administration and Program Series. 

Attorney is also the most prevalent occupation for all racial and ethnic groups, though 

differences exist in the degree of prevalence. Nearly 50 percent of White, 36.1 percent of Asian, 

31.9 percent of Hispanic or Latino, and 18.3 percent of Black or African American employees 

are employed as attorneys. 

For White employees, the second most prevalent occupation is accountant, followed by 

securities compliance examiner. Occupational rankings for Hispanic or Latino and Asian 

employees are similar; accountant is the second most prevalent occupation for these two groups, 

followed by IT management. For Black or African American employees, the 0301 occupational 

series is the second most prevalent occupation, followed by accountant.

Mission Critical Occupations:

Figure 12 shows how the FY 2016 workforce representation of minorities and women in 

four mission critical occupations—attorney, accountant, securities compliance examiner, and 

economist—compared to the availability of minorities and women in these occupations in the 

CLF. The comparisons with these two benchmarks are helpful in assessing the agency’s 

progress towards achieving diversity at all levels of the agency’s workforce, and identifying 

areas where outreach and recruitment efforts might be directed.
21

The SEC workforce representation of women in the accountant, securities compliance 

examiner, and economist occupations was below the CLF representation of women in these 

occupations. The Hispanic or Latino representation in all four mission critical occupations was

slightly lower than the CLF. Black or African American representation in securities compliance 

examiner and economist occupations was lower in the SEC workforce than in the occupational 

CLF.

Figure 12: FY 2016 SEC Workforce Mission Critical Occupations Compared to CLF

Men Women White Black Hispanic Asian NHPI AIAN TOM

General Attorney 

SEC Workforce 55.9% 44.1% 78.1% 7.0% 4.0% 10.3% 0.1% 0.3% 0.2%

OCLF 66.7% 33.3% 86.4% 4.7% 4.4% 3.6% 0.9% 0.5% 0.4%

Accounting 

SEC Workforce 56.6% 43.4% 71.3% 8.7% 6.1% 13.3% 0.0% 0.3% 0.3%

OCLF 39.9% 60.1% 76.0% 8.1% 6.1% 8.6% 1.2% 0.6% 0.5%

Securities Examiners

SEC Workforce 68.1% 31.9% 67.1% 9.2% 6.4% 16.6% 0.0% 0.0% 0.7%

OCLF 54.7% 45.3% 72.4% 12.3% 6.7% 7.7% 0.9% 0.4% 0.5%

Economist 

SEC Workforce 71.2% 28.8% 66.9% 3.4% 5.1% 23.7% 0.0% 0.8% 0.0%

OCLF 67.1% 32.9% 81.0% 5.5% 5.2% 7.5% 0.9% 0.6% 0.2%

Source: FPPS retrieved on December 21, 2016. OCLF data from Census 2010 EEO Tabulation retrieved on January 4, 2017. NHPI = 

Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native, and TOM = Two or More Races.

Figure 13 depicts employees in mission critical occupations by gender, race, and ethnicity 

since FY 2014. The three-year trend data show the total minority representation in mission 

critical occupations increased from 23.1 percent in FY 2014 to 25.2 percent in FY 2016. The 

percentages of Asian, Black or African American, and Hispanic or Latino employees in mission 

critical occupations increased from FY 2014 to FY 2016. The percentage of women in mission 

critical occupations also increased slightly over the three-year period.

Figure 13: Mission Critical Occupations FY 2014 – FY 2016

Total Men Women White Black Hispanic Asian All Other

FY 2014

3,001 1,760 1,241 2,309 221 123 334 14

100.0% 58.6% 41.4% 76.9% 7.4% 4.1% 11.1% 0.1%

FY 2015

3,154 1,841 1,313 2,394 233 145 365 17

100.0% 58.4% 41.6% 75.9% 7.4% 4.6% 11.6% 0.1%

FY 2016

3,333 1,924 1,409 2,493 251 162 407 20

100.0% 57.7% 42.3% 74.8% 7.5% 4.9% 12.2% 0.6%

Percent Change 

(FY 2014 - FY 2016) 11.1% 9.3% 13.5% 8.0% 13.6% 31.7% 21.9% 42.9%

Source: FPPS retrieved on December 21, 2016. “All Other” includes Native Hawaiian or Other Pacific Islander, American Indian or 

Alaskan Native, Two or More Races categories, and unknowns.
22

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 management positions. Senior Officers, the highest-ranking employees 

at the SEC, are equivalent to Senior Executive Service personnel at other Federal agencies. 

During FY 2016, the SEC employed 911 supervisors and managers in its workforce. Of this 

total, 881 supervisors and managers held positions at grade levels SK-15, SK-17, or Senior 

Officer.

10

Figure 14 shows the number and percentage of SEC supervisors and managers by gender, 

race, and ethnicity from FY 2014 to FY 2016. The number of women in supervisory and 

management positions increased over the three-year period. From FY 2015 to FY 2016, 

however, there was a slight decrease in the percentage of supervisory and management positions 

held by women.

Figure 14: Supervisors and Managers FY 2014 – FY 2016

Total Men Women White Black Hispanic Asian All Other

FY 2014

817 505 312 641 75 30 64 6

100.0% 61.8% 38.2% 78.5% 9.2% 3.7% 7.8% 0.7%

FY 2015

866 527 339 673 80 33 72 8

100.0% 60.9% 39.1% 77.7% 9.2% 3.8% 8.3% 0.9%

FY 2016

911 562 349 698 84 37 84 8

100.0% 61.7% 38.3% 76.6% 9.2% 4.1% 9.2% 0.9%

Percent Change 

(FY 2014 - FY 2016) 11.5% 11.3% 11.9% 8.9% 12.0% 23.3% 31.3% 33.3%

Source: FPPS retrieved on December 21, 2016. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian or 

Alaskan Native, Two or More Races categories, and unknowns.

The level of racial or ethnic diversity in supervisory and management positions in the 

SEC workforce increased from FY 2014 to FY 2016. The number of minorities in supervisory 

and management positions increased from 175 in FY 2014 to 213 in FY 2016. As of the end of 

FY 2016, minorities held 23.4 percent of supervisory and management positions at the SEC, up 

from 21.5 percent in FY 2014.

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

management positions increased from FY 2014 to FY 2016. The largest increase was seen in the 

representation of Asian employees at the supervisory and management level, which increased 

from 7.8 percent in FY 2014 to 9.2 percent in FY 2016. The percentage of Hispanic or Latino 

supervisors and managers increased incrementally from FY 2014 to FY 2016. Since FY 2014, 

 10 The SEC also had employees in supervisory and management positions in the SK-9 – SK-14 grade levels.
23

the representation of employees who are Native Hawaiian or Other Pacific Islander, American 

Indian or Alaska Native, and Two or More Races in supervisory and management positions 

increased slightly. The percentage Black or African American employees in supervisory and 

management positions remained unchanged over the three-year period. 

Senior Officers:

Figure 15 depicts the three-year trend in the representation among Senior Officers by 

gender, race, and ethnicity. Since FY 2014, the SEC added seven Senior Officer positions and 

had 146 Senior Officers in its workforce as of the end of FY 2016. This increase represents an 

overall 5 percent change. The representation of minorities at the Senior Officer level increased 

from 11.5 percent in FY 2014 to 13.0 percent in FY 2016. The minority representation among 

SEC Senior Officers as of the end of FY 2016 was 13 percent, which is lower than the 21.3 

percent minority representation among Senior Executives in the Federal workforce, as reported 

in OPM’s FedScope. 

Figure 15: Senior Officers FY 2014 – FY 2016

Total Men Women White Black Hispanic Asian All Other

FY 2014

139 91 48 123 8 3 5 0 

100.0% 65.5% 34.5% 88.5% 5.8% 2.2% 3.6% 0.0% 

FY 2015

147 91 56 128 8 4 7 0 

100.0% 61.9% 38.1% 87.1% 5.4% 2.7% 4.8% 0.0% 

FY 2016

146 93 53 127 7 3 8 1 

100.0% 63.7% 36.3% 87.0% 4.8% 2.1% 5.5% 0.7% 

Percent Change 

(FY 2014 - FY 2016) 5.0% 2.2% 10.4% 3.3% -12.5% 0.0% 60.0% N/A

Source: FPPS retrieved on December 21, 2016 and includes employees in the SO pay plan. “All Other” includes the Native Hawaiian 

or Other Pacific Islander, American Indian or Alaskan Native, Two or More Races categories, and unknowns.

From FY 2015 to FY 2016, the number of Black or African American and Hispanic or 

Latino Senior Officers decreased, and the number of Asian Senior Officers increased. Since FY 

2014, the percentage of Senior Officer positions held by Black or African American and 

Hispanic or Latino employees decreased. 

The number of women Senior Officers increased from 48 in FY 2014 to 53 in FY 2016, a 

net change of 10.4 percent. The percentage representation of women at the Senior Officer level 

increased over this three-year period as well. Women represented 34.5 percent of the Senior 

Officers in FY 2014, compared to 36.3 percent in FY 2016. By comparison, 35.4 percent of 

Senior Executives in the Federal workforce were women as of FY 2016, according to OPM’s 

FedScope. 
24

New Hires:

New hires by gender, race, and ethnicity since FY 2014 are shown in Figure 16. As of 

the end of FY 2016, the SEC workforce had 444 new hires, representing a 16.5 percent change 

from FY 2014. The percentage of women new hires in FY 2016 increased to 44.6 percent, 

compared to 39.6 percent in FY 2014. From FY 2015 to FY 2016, the representational 

percentage for minorities among new hires increased nearly two percentage points. 

Figure 16: New Hires Trend by Gender, Race, and Ethnicity

Total Men Women White Black Hispanic Asian All Other

FY 2014

381 230 151 242 66 15 53 5 

100.0% 60.4% 39.6% 63.5% 17.3% 3.9% 13.9% 1.3% 

FY 2015

456 255 201 292 56 33 70 5 

100.0% 55.9% 44.1% 64.0% 12.3% 7.2% 15.4% 1.1% 

FY 2016

444 246 198 274 57 29 80 4 

100.0% 55.4% 44.6% 61.7% 12.8% 6.5% 18.0% 0.9% 

Source: FPPS retrieved on December 21, 2016. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian 

or Alaskan Native, Two or More Races categories, and unknowns.

Figure 17 shows new hires into mission critical occupations by gender, race, and 

ethnicity since FY 2014. The percentage of women new hires into mission critical occupations 

increased from FY 2014 to FY 2016. The percentages of Black or African American and 

Hispanic or Latino new hires into mission critical occupations increased from FY 2014 to FY 

2016. The percentage of Asian new hires into mission critical occupations decreased in FY 

2016, compared to the FY 2014 level. 

Figure 17: New Hires into Mission Critical Occupations FY 2014 – FY 2016

Total Men Women White Black Hispanic Asian All Other

FY 2014

195 124 71 141 10 7 35 1 

100.0% 63.6% 36.4% 72.3% 5.1% 3.6% 17.9% 0.5% 

FY 2015

297 168 129 210 19 22 46 0 

100.0% 56.6% 43.4% 70.7% 6.4% 7.4% 15.5% 0.0% 

FY 2016

267 134 133 182 22 16 45 2 

100.0% 50.2% 49.8% 68.2% 8.2% 6.0% 16.9% 0.7% 

Source: FPPS retrieved on December 21, 2016. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian 

or Alaskan Native, Two or More Races categories, and unknowns.

Separations: 

Figure 18 depicts the separations by gender, race, and ethnicity since FY 2014. In FY 

2016, 201 employees left the SEC. Separations due to resignation, retirement, and term 
25

appointments accounted for nearly all separations from FY 2015 to FY 2016, involuntary 

separations account for less than 1 percent of all separations. 

Figure 18: Workforce Separations by Gender, Race, and Ethnicity FY 2014 – FY 2016

Total Men Women White Black Hispanic Asian All Other

FY 2014

280 159 121 191 52 11 25 1 

100.0% 56.8% 43.2% 68.2% 18.6% 3.9% 8.9% 0.4% 

FY 2015

258 139 119 176 40 15 25 2 

100.0% 53.9% 46.1% 68.2% 15.5% 5.8% 9.7% 0.8% 

FY 2016

201 114 87 138 30 10 20 3 

100.0% 56.7% 43.3% 68.7% 14.9% 5.0% 10.0% 1.5% 

Source: FPPS retrieved on December 21, 2016. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian 

or Alaskan Native, Two or More Races categories, and unknowns.

From FY 2014 to FY 2016, the percentage of women separating from the SEC remained 

relatively unchanged. The percentage of minorities separating was slightly lower in FY 2016 

than in FY 2014. Of the 201 employees who separated from the SEC in FY 2016, 128 (or 63.7 

percent) left from mission critical occupations. Figure 19 shows separations from mission 

critical occupations by gender, race, and ethnicity from FY 2014 to FY 2016. The percentage of 

minorities separating from mission critical occupations was nearly one percentage point lower in 

FY 2016 than in FY 2014. 

Figure 19: Separations from Mission Critical Occupations FY 2014 – FY 2016

Total Men Women White Black Hispanic Asian All Other

FY 2014

169 113 56 136 13 7 13 0 

100.0% 66.9% 33.1% 80.5% 7.7% 4.1% 7.7% 0.0% 

FY 2015

161 97 64 128 11 7 14 1 

100.0% 60.2% 39.8% 79.5% 6.8% 4.3% 8.7% 0.6% 

FY 2016

128 75 53 104 7 4 12 1 

100.0% 58.6% 41.4% 81.3% 5.5% 3.1% 9.4% 0.8% 

Source: FPPS retrieved on December 21, 2016. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian 

or Alaskan Native, Two or More Races categories, and unknowns.

Promotions: 

Figure 20 depicts promotions by gender, race, and ethnicity since FY 2014. For purposes 

of this report, promotions include all instances where employees are converted to a higher pay 

grade. Accordingly, the data reflects career-ladder, competitive, and temporary promotions, as 

well as conversions to a higher level position. 

Minorities received 36.3 percent of promotions in FY 2016. Compared to FY 2014, the 

percentages of promotions received by employees who self-identified as Black or African 
26

American, Hispanic or Latino, Asian, and All Other Races were higher in FY 2016. The 

percentage of promotions received by women decreased slightly over the three-year period.

Figure 20: Promotions FY 2014 – FY 2016

Total Men Women White Black Hispanic Asian All Other

FY 2014

590 315 275 384 124 19 61 2

100.0% 53.4% 46.6% 65.1% 21.0% 3.2% 10.3% 0.3%

FY 2015

564 292 272 345 117 30 64 8

100.0% 51.8% 48.2% 61.2% 20.7% 5.3% 11.3% 1.4%

FY 2016

612 330 282 390 102 40 77 3

100.0% 53.9% 46.1% 63.7% 16.7% 6.5% 12.6% 0.5%

Source: FPPS retrieved on December 21, 2016. “All Other” includes the Native Hawaiian or Other Pacific Islander, American Indian 

or Alaskan Native, Two or More Races categories, and unknowns.

Work Environment

The SEC strives to cultivate and maintain an inclusive workplace culture that respects 

and values diversity, encourages collaboration, flexibility, and fairness, and allows employees to 

contribute to their full potential. The Employee Affinity Groups at the SEC have been 

instrumental in helping the agency build a diverse workforce and foster workplace inclusion. 

This is demonstrated through the results of the 2016 Federal Employee Viewpoint Survey 

(FEVS) administered by OPM that suggest overall improvements in the indices for Global 

Satisfaction (9 percentage points) and Employee Engagement (5 percentage points), among 

others.

Employee Affinity Groups:

The SEC recognizes and supports participation in Employee Affinity Groups as 

instrumental to achieving the agency’s strategic objective of maintaining an organizational 

culture that attracts diverse talent and encourages employee engagement and retention. 

Employee Affinity Groups provide educational, cultural, and networking opportunities for SEC 

employees, and serve as a resource for outreach and recruitment initiatives. SEC Commissioners 

serve as sponsors for Employee Affinity Groups. OMWI provides program support for all 

Employee Affinity Groups except the Veterans Committee, which receives program support 

from OHR. In FY 2016, the following Employee Affinity Groups were active at the SEC:

 African American Council;

 American Indian Heritage Committee;

 Asian American Pacific Islander Committee; 
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 Caribbean American Heritage Committee;

 Disability Interests Advisory Committee;

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

 Lesbian, Gay, Bisexual, and Transgender Committee;

 Veterans Committee; and

 Women’s Committee.

Employee Affinity Groups have a major role in planning and conducting SEC-sponsored 

programs and activities to commemorate Special Observances. Appendix B contains a list of 

programs sponsored for Special Observances in FY 2016. 

FEVS Inclusion Quotient Index:

The FEVS Inclusion Quotient Index (the New IQ) empirically measures workplace 

inclusion, and provides insight into the SEC’s progress towards cultivating an inclusive

workplace that values and respects diversity. The New IQ is made up of 20 FEVS questions 

grouped into the following “5 Habits of Inclusion:”

 Fair: Are all employees treated equitably?

 Open: Does management support diversity in all ways?

 Cooperative: Does management encourage communication and collaboration?

 Supportive: Do supervisors value employees?

 Empowering: Do employees have the resources and support needed to excel?

The New IQ score reflects the percentage of positive responses to the questions 

corresponding to each “habit” of inclusion. The SEC’s overall New IQ was 64 percent positive, 

which was four percentage points higher than the agency’s overall New IQ for 2015 and 14 

percentage points higher than 2011. The SEC’s scores on each Habit of Inclusion also increased: 

Fair (up 4 percentage points), Open (up 4 percentage points), Cooperative (up 6 percentage 

points), Supportive (up 3 percentage points), and Empowering (up 6 percentage points). The 

trend calculations shown in Figure 21 indicate the SEC New IQ continues to increase.
28

Figure 21: SEC’s New IQ vs. Government Average

Source: OPM’s Federal Employee Viewpoint Survey 2016 retrieved on January 6, 2017.

In addition to the New IQ, OMWI tracks the percent of positive responses to three 

diversity-related FEVS questions. As shown in Figure 22, the agency’s scores on these questions 

have increased each year since FY 2012, which suggests that efforts to promote workforce 

diversity and foster an inclusive workplace are having a positive impact. 

Figure 22: SEC Scores on Selected Diversity Related FEVS Questions

Question 2012 2013 2014 2015 2016

Q34 - Policies and programs promote diversity in the workplace (for example, 

recruiting minorities and women, training in awareness of diversity issues, 

mentoring).

52.9% 53.1% 59.8% 63.4% 64.7%

Q45 - My supervisor is committed to a workforce representative of all segments 

of society.

62.9% 66.2% 71.4% 72.3% 75.9%

Q55 - Supervisors work well with employees of different backgrounds. 58.1% 58.7% 62.8% 63.8% 67.7%

Source: OPM’s Federal Employee Viewpoint Survey 2016 retrieved on January 6, 2017.

Challenges and Next Steps

The SEC is committed to developing and implementing initiatives that will improve the 

diversity in senior management and certain mission critical occupations. The SEC’s ongoing 

outreach and recruitment efforts will continue to focus on improving the representation of 

women in the accountant, securities compliance examiner, and economist occupations, the Black 

or African American representation in securities compliance examiner and economist 

occupations, and the Hispanic or Latino representation in all four mission critical occupations. 

Increasing the gender, racial, and ethnic diversity among the Senior Officers will continue to be a 

focus of the agency’s diversity initiatives.

59%

57% 58%

50%

60%

64%

FY 2011 FY 2012 FY 2013 FY 2014 FY 2015 FY 2016

Government SEC
29

Regulated Entities

On June 10, 2015, the SEC joined with the Office of the Comptroller of the Currency, 

Board of Governors of the Federal Reserve System, Federal Deposit Insurance Corporation, 

Bureau of Consumer Financial Protection, and National Credit Union Administration 

(“Agencies”) in issuing the “Final Interagency Policy Statement Establishing Joint Standards 

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

Standards). The Joint Standards provide a framework for regulated entities to create and 

strengthen their diversity policies and practices, including their organizational commitment to 

diversity, workforce and employment practices, procurement and business practices, and 

practices to promote transparency of organizational diversity and inclusion. The Joint Standards 

envision that regulated entities will conduct self-assessments of their diversity policies and 

practices and provide information pertaining to their self-assessments to the OMWI Director of 

their primary Federal financial regulator. 

On February 28, 2016, the SEC and the other Agencies issuing the Joint Standards 

received approval from the Office and Management Budget (OMB) under the Paperwork 

Reduction Act (PRA) to collect information pertaining to diversity assessments, as contemplated 

under the Joint Standards. To facilitate self-assessments and to provide a means for regulated 

entities to provide diversity assessment information, OMWI has developed a form— the 

Diversity Assessment Report for Entities Regulated by the SEC. The Diversity Assessment 

Report is structured around the Joint Standards, and is intended to promote consistency, 

uniformity, and economy in the collection of diversity assessment information.

OMWI will seek approval from OMB to revise the approved information collection to 

add the Diversity Assessment Report as a collection instrument. On the January 24, 2017, 

OMWI published a notice in the Federal Register soliciting public comment on the proposed 

Diversity Assessment Report (82 FR 8248). The 60-day comment period closed on March 27, 

2017.

OMWI will continue to pursue opportunities such as educational events hosted by 

industry trade associations to promote the Joint Standards and encourage self-assessments and 

submission of diversity assessment information. OMWI expects that the diversity assessment 

information received from SEC-regulated entities will make it possible to monitor the progress 

and trends in the financial services industry regarding diversity and inclusion in employment and 

contracting, and identify and highlight those policies and practices that have been successful.
30

Contractor Workforce Inclusion of Minorities and Women

The Commission adopted the SEC Contract Standard for Contractor Workforce Inclusion 

(Contract Standard) to implement the requirements of Section 342 of Dodd-Frank related to the 

workforce diversity of agency contractors. The Contract Standard is included in all solicitations 

and contracts for services with a dollar value of $100,000 or more, and in subcontracts for 

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

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. 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. 

Section 342 of 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. In May 2016, OMWI began conducting post-award 

reviews, referred to as “Good Faith Effort Reviews,” to determine contractor compliance with 

the requirements of the Contract Standard. 

OMWI reviewed a total of 33 contractors (30 prime contractors, and 3 subcontractors) in 

FY 2016. In each of the reviews, 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. In about 55 percent 

of the reviews, OMWI advised the contractor that its ongoing diversity efforts should focus on 

the workforce representation of women and/or minorities in an EEO-1 job category (e.g., 

primarily Officials and Managers and Professionals). 
31

Other Requirements

In FY 2016, OMWI made it a priority to complete the materials needed to implement the 

recommendations contained in the SEC’s Office of Inspector General (OIG) report entitled Audit 

of the Representation of Minorities and Women in the SEC’s Workforce, Report No. 528 (Nov. 

20, 2014). The OIG report recommended that OMWI use the U.S. Government Accountability 

Office’s (GAO) “Standards for Internal Control in the Federal Government” and “Performance 

Measurement and Evaluation” to develop (a) internal policies and procedures to guide its 

diversity efforts and programmatic activities, and (b) workforce diversity standards required by 

the Dodd-Frank Act, including methods to monitor and evaluate its activities.

Using GAO standards as a guide, OMWI developed systematic and comprehensive 

methods for monitoring and evaluating the effectiveness of its programmatic activities. OMWI’s 

“Guide to Performance Measurements and Evaluation Methods” contains performance goals and 

evaluation measures that focus on workforce diversity, supplier diversity, and contractor 

workforce inclusion. OMWI also developed a Program Manual for its staff members, which sets 

forth policies and procedural guidance for conducting the work of OMWI, and describes the 

internal controls for certain programmatic activities. 

OMWI issued SEC administrative regulations to set forth policies and procedures for 

partnering with minority, women, and other diverse professional associations and educational 

organizations; and procedures for determining contractor compliance with the obligation under 

the SEC Contract Standard to make good faith efforts to ensure the fair inclusion of minorities 

and women in its workforce. OMWI also published an administration regulation that outlines 

operating guidelines for Employee Affinity Groups and provides guidance for conducting 

programs to promote diversity and inclusion, including agency-sponsored programs to 

commemorate Special Observances.

As directed by recommendations in both the OIG audit report and House Financial 

Services Committee Democratic Staff Report, OMWI developed standards for equal 

employment opportunity and workforce diversity prescribed by Section 342(b)(2)(A) of the 

Dodd-Frank Act. OMWI issued a policy memorandum setting forth standards for equal 

employment opportunity, workforce diversity, and workplace Inclusion. The standards, and the 

mechanisms by which they are implemented, will enhance agency’s ability to build and maintain 

a technically proficient and high-performing workforce drawn from all segments of American 

society. On September 23, 2016, OIG auditors closed the outstanding audit recommendation.
32

Conclusion and FY 2017 Outlook

In FY 2017, OMWI will continue to work with all Divisions and Offices, SEC senior 

leadership, the agency’s Diversity Council, the Office of Equal Employment Opportunity, and 

the Office of Human Resources to promote diversity in the agency’s workforce and cultivate an 

inclusive work environment. The SEC will continue to implement existing initiatives and 

explore new strategies for improving gender, racial, and ethnic diversity in SEC mission critical 

occupations and senior management positions. Further, OMWI will continue to work with the 

Office of Acquisitions to build on the agency’s success in advancing the agency’s supplier 

diversity goals. 

OMWI anticipates receiving OMB approval for its Diversity Assessment Report for 

Entities Regulated by the SEC in FY 2017, and expects to begin requesting diversity assessment 

information in FY 2018. OMWI will use educational events with industry trade associations to 

promote the use of the Joint Standards and encourage SEC-regulated entities to conduct selfassessments of their diversity policies and practices. OMWI will also continue to conduct postaward reviews of agency contractors to determine compliance with SEC Contract Standard for 

Contractor Workforce Inclusion. 
33

Appendix A: FY 2016 Outreach and Recruitment Events

Event Name Date

National Society of Hispanic MBAs 26th Annual Conference & Career Expo October 08, 2015

Hispanic Association of College Universities (HACU) 29th Annual Conference October 10, 2015

National Association of Women MBAs 2015 Annual Conference & Career Fair October 15, 2015

National Association of Asian MBAs 7th Annual AMBA Leadership Conference & Career Expo October 16, 2015

SEC Internship Workshop Howard University Law School, Business Law Society October 19, 2015

SEC Internship Workshop Howard University Law School, Business Law Society October 29, 2015

Thurgood Marshall College Fund Webinar - Internships and Careers October 29, 2015

Leadership Council on Legal Diversity November 05, 2015

National Asian Pacific American Bar Association Convention November 05, 2015

The League of United Latin American Citizens (LULAC) Emerge Latino Conference February 25, 2016

Wellesley College Fair February 26, 2016

The Washington Bar Association Career Fair February 27, 2016

SEC PROPELS Student Shadowing Program March 17, 2016

Career Fair at the 19th Annual Hispanic Law Conference April 07, 2016

Federal Bar Association 41st Annual Indian Law Conference April 07, 2016

Native American Finance Officers Association 34th Annual Conference April 17, 2016

National Bar Association Mid-Year Conference April 21, 2016

Trinity Washington University On-Campus Recruitment April 22, 2016

Student Honors Program Webcast - Thurgood Marshall College Fund April 28, 2016

Professional &Technology Diversity Career Fair May 03, 2016

Outreach at Tulane Law School, Louisiana Outreach Initiative May 10, 2016

Outreach at Newcomb College Institute, Louisiana Outreach Initiative May 10, 2016

Outreach at Tulane University (Business School), Louisiana Outreach Initiative May 10, 2016

Outreach at Southern University, Louisiana Outreach Initiative May 10, 2016

South Asian Bar Association of North America 13th Annual Convention May 12, 2016

Dade County Bar Association Diversity Summit May 18, 2016

Securities Industry and Financial Markets Association (SIFMA) Women’s Leadership Forum May 18, 2016

Morgan State University, Workforce Diversity Signature Seminar May 19, 2016

United Negro College Fund (UNCF) Gateway to Leadership Visit June 01, 2016

Women in Technology Summit (WITI) June 05, 2016

National Association of Black Accountants Annual Convention June 22, 2016

Boston Federal Reserve Bank - Interagency Policy Statement on Diversity Standards Meeting July 06, 2016

SEC Career Open House for Accountants and Examiners at Chicago Regional Office July 11, 2016

National Bar Association Annual Convention July 16, 2016

2016 Minority Corporate Counsel Association Creating Pathways to Diversity Conference July 18, 2016
34

Event Name Date

NAACP National Convention Diversity Career Fair July 19, 2016

National Council of la Raza Annual Conference July 23, 2016

National Association of Asian MBAs ASCEND 2016 National Convention and Career Fair July 30, 2016

National LGBT Bar Association 2016 Lavender Law Conference & Career Fair August 04, 2016

National Urban League National Conference & Career Fair August 04, 2016

Association of Latino Professionals For America 44th Annual Conference August 05, 2016

Information and Networking Event for Individuals with Disabilities August 08, 2016

"Meet the Employers" Information Fair - Howard University August 11, 2016

SEC Chair’s Attorney Honors Program Webinar September 06, 2016

Hispanic National Bar Association Annual Conference September 07, 2016

Puerto Rican Attorney College's Annual Conference September 08, 2016

Outreach at Universidad Politecnica de Puerto Rico September 08, 2016

Outreach at Universidad del Sagrado Corazon September 09, 2016

Boston College 2016 Fall Career & Internship Fair September 13, 2016

Morehouse College, MBA Week Economics Panel September 14, 2016

Montclair State University Accounting Career Fair September 15, 2016

Congressional Black Caucus Foundation PDN Career Fair September 15, 2016

Outreach at New Mexico State University - Las Cruces September 20, 2016

Outreach at New Mexico State University - Alamogordo September 20, 2016

Corporate Counsel Women of Color Career Strategies Conference September 21, 2016

University of the Virgin Islands School of Business, Career Services Office, and the Small Business 

Development Center Outreach Presentation

September 26, 2016

Outreach at University of New Mexico - Albuquerque September 27, 2016

Outreach at University of New Mexico - Valencia Campus September 27, 2016

National Society of Hispanic MBAs Prospanica Conference & Career Expo September 29, 2016

Alabama State University Career Fair September 29, 2016

Savannah State University - An Evening with Business Professionals September 29, 2016

Source: Office of Minority and Women Inclusion.
35

Appendix B: FY 2016 Programs for Special Observances

Program and Speaker

Hispanic Heritage Month

Guest Speaker: Federal Trade Commission Chair Edith Ramirez

Disability Awareness Month 

Interviews with SEC Management

Veterans Day Commemoration – Guest Speaker: 

Vice Admiral James Alvin Sagerholm, U.S. Navy (retired)

American Indian Heritage Month

Guest Speaker: Vincent Logan, Special Trustee for American Indians, Department of the Interior

African American History Month

Guest Speaker: Gregory S. Bell, Author and Director of Speechwriting for the U.S. Department of Housing and Urban 

Development

Women’s History Month

Guest Speaker: United States Attorney General Loretta Lynch

Asian American Pacific Islander Month 

Guest Speaker: Sharon Wong, then Acting Director, Office of Diversity and Inclusion, Office of Personnel 

Management

Caribbean American Heritage Month 

Guest Speaker: Claudia Gordon, Chief of Staff, Department of Labor

Pride Month 

Guest Speaker: Melissa Brand, Civil Rights Attorney, EEOC.

Source: Office of Minority and Women Inclusion.