U.S. Securities and Exchange Commission
 

Office of Minority and Women Inclusion
 

Annual Report to Congress
 

March 2016 
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. 
Table of Content
 

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

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

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

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

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

Outreach and Recruitment .......................................................................................................... 5
 

Diversity Training....................................................................................................................... 7
 

Diversity and Inclusion Performance Standard .......................................................................... 8
 

Monitoring and Analyzing Internal Demographics .................................................................... 8
 

Evaluating Performance.............................................................................................................. 9
 

Current State of Diversity ......................................................................................................... 10
 

Student Outreach Initiatives...................................................................................................... 19
 

Work Environment.................................................................................................................... 20
 

Challenges and Next Steps........................................................................................................ 22
 

Supplier Diversity ....................................................................................................................... 23
 

Supplier Diversity Initiatives .................................................................................................... 23
 

Supplier Diversity Performance Metrics .................................................................................. 25
 

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

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

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

Conclusion and FY 2016 Outlook.............................................................................................. 31
 

Appendix A: Analysis of Applicant Flow Data ........................................................................ 32
 

Appendix B: Diversity Partners ................................................................................................ 37
 

Appendix C: FY 2015 Outreach Events.................................................................................... 38
 

Appendix D: Composition of Occupations by Gender, Race, and Ethnicity ........................ 40
 

Appendix E: Supervisors and Managers Diversity FY 2012 – FY 2015................................ 42
 
 

 

 

 

 

 

Introduction 

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

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

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

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

business activities. 

Section 342(e) of the Dodd-Frank Act requires OMWI 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.

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OMWI submits this Annual Report to fulfill its reporting obligations under Section 

342(e) of the Dodd-Frank Act. The major sections in this report address the actions the SEC and 

OMWI have taken to execute the statutory responsibilities related to Workforce Diversity and 

Workplace Inclusion, Supplier Diversity, Regulated Entities, and Contractor Workforce 

Inclusion of Minorities and Women. Unless otherwise noted, this report covers the period 

October 1, 2014 to September 30, 2015. 

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

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

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

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

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

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

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

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

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

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

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Organizational Overview
 

U.S. Securities and Exchange Commission
 

The U.S. Securities and Exchange Commission (the SEC or the agency) 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 Chair. Mary Jo White is the 

current Chair of the Commission. 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 26,000 market participants, including broker-dealers, 

investment advisers, transfer agents, 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,2 the SEC established its Office of 

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

2012. The OMWI Director is a Senior Officer reporting directly to the Chair. Pamela A. Gibbs is 

the current director of OMWI, and as of the date of this report, OMWI has a staff of 11 

permanent employees, including the director, deputy director, attorney adviser, and management 

and program 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 minorityowned and women-owned businesses in the SEC’s programs and contracts; and assessing the 

diversity policies and practices of entities regulated by the SEC.3 The OMWI Director is also 

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

minority-owned and women-owned businesses.4 

2 Pub. L. No. 111-203, 124 Stat. 1376, July 11, 2010, codified as 12 U.S.C. § 5452.
 3 See Section 342(b)(2)(A)-(C).
 4 See Section 342(b)(3).
 

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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 also 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 

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

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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. The success of the SEC in achieving its 

mission—protecting investors, maintaining fair and orderly markets, and facilitating capital 

formation—is highly dependent on the agency’s ability to attract, hire, develop and retain a highquality, diverse, and results-oriented workforce. For that reason, the SEC continuously strives to 

cultivate and maintain a work environment that connects each employee to the organization; 

encourages collaboration, flexibility, and fairness; and leverages diversity throughout the agency 

to enable all employees to contribute to their full potential. 

All SEC divisions and offices play a critical role in fostering a work environment that 

ensures equal employment opportunity and promotes workforce diversity and inclusion. Three 

SEC offices have direct responsibilities for diversity management—OMWI, the Office of Equal 

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

closely with OEEO, OHR, and other partners to implement a comprehensive strategy for 

building and maintaining a high-performing, diverse workforce, and fostering an inclusive work 

environment. 

The SEC Diversity Council is also actively involved in advancing the SEC’s strategic 

objective of building and sustaining a diverse and inclusive workforce. The 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-sponsored Employee Resource Groups. 

In addition, six of the 11 SEC Regional Offices have Diversity Committees that are leading 

efforts to promote diversity and inclusion in their respective workplaces. 

The SEC’s strategy for attaining workforce diversity and inclusion objectives includes 

the following key components: 

 Engaging in strategic outreach and recruitment; 

 Conducting training for employees, supervisors, and managers in equal employment 

opportunity and diversity awareness; 

 Incorporating diversity and inclusion as 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 efforts. 

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The discussion in this section of the annual report proceeds with a description of the 

actions taken under the key components of the SEC’s strategy for achieving workforce diversity 

and inclusion, followed by a description of the current state of diversity in the SEC workforce as 

of the end of FY 2015. The discussion then addresses student outreach initiatives and the work 

environment, and concludes with a description of the challenges and next steps. 

Outreach and Recruitment 

OMWI continued existing and introduced new initiatives in FY 2015 to enhance diversity 

and inclusion at all levels of the SEC workforce. As described in more detail below, OMWI has 

taken steps to evaluate the efficacy of its outreach and recruitment efforts. While OMWI is not 

able to precisely determine the impact of specific activities, the analysis of applicant flow data 

presented in Appendix A and discussed below indicates that outreach and recruitment efforts are 

effective in attracting diverse candidates from all segments of society for SEC vacancies. 

Diversity Partnerships: Partnering with professional associations and educational 

organizations is an integral part of OMWI’s outreach and recruitment activities. In FY 2015, 

OMWI continued its collaborative relationships with 18 organizations, whose members are in 

professional occupations included in the SEC workforce, to help develop and maintain a pipeline 

of minority and women candidates for SEC careers. Appendix B contains a list of the partnering 

organizations. These partnering organizations have agreed to timely disseminate information 

received from OMWI about current SEC employment and internship opportunities; exchange 

information about best practices for advancing diversity and inclusion objectives; and 

continuously evaluate the current communication and engagement methods between the 

organization and the SEC. 

The FY 2014 Annual Report indicated that OMWI would use the responses provided to 

an application question on the USAJOBS.gov website to measure the extent to which 

applications for SEC vacancies are attributable to the collaborative relationships with 

professional associations. Applicants applying for SEC vacancies through the USAJOBS.gov 

website are asked “How did you become aware of the vacancy?” and can check several options, 

including “Affiliation with a Professional or Diversity Association.” However, few applicants 

respond to the question and those that do typically check only the first option“USAJOBS.” As 

a result, the responses to the application question could not be used to assess the impact of 

partnerships. 

OMWI, however, has received a few anecdotal reports about new hires who applied for 

positions at the SEC as a direct result of receiving vacancy announcements from a partnering 

organization. These reports suggest that the collaborative relationships with professional 

associations are working as intended; they are connecting qualified candidates to SEC 

employment opportunities. Accordingly, OMWI intends to explore the feasibility of asking all 

new hires during the onboarding process how they learned about the job vacancy, and list 

“affiliation with a minority, women, or other diverse professional association” as the first option. 

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Diversity Champions: OMWI involves SEC employees in outreach and recruitment in 

pursuit of the agency’s workforce diversity objectives. SEC employees serve as speakers and 

panelists at conferences and other events hosted by partnering organizations, and represent the 

SEC at career fairs. They help to promote the SEC as an employer of choice by providing 

information on a wide-variety of topics, including the specialized skills and experience needed 

for employment at the SEC and the career paths available to employees who join the agency. 

Employees who assist with outreach and recruitment are recognized as Champions for Diversity. 

In FY 2015, over 250 employees (75 percent increase from FY 2014) participated in 69 diversity 

outreach and recruitment events nationwide. A list of the FY 2015 outreach and recruitment 

events is provided in Appendix C. 

Employment Advertising and Social Media: OMWI uses employment advertising and 

social media to attract diverse applicants for SEC vacancies. In FY 2015, OMWI advertised 

employment vacancies on 200 job boards oriented toward minorities and women. OMWI has 

collected data showing that SEC vacancy announcements posted to job boards received nearly 

100,000 views. OMWI is currently developing measurement models to determine the effect of its 

marketing strategy on the diversity and size of applicant pools. 

The SEC also has expanded its use of social media for outreach to attract diverse 

candidates for SEC employment opportunities, adding approximately 21,000 Twitter, 26,000 

Facebook and 21,000 LinkedIn followers, and 7,000 YouTube viewers. This communication 

strategy helps the SEC target a diverse pool of candidates who may not search for employment 

opportunities through traditional means. 

New Outreach Initiatives: In FY 2015, the SEC conducted two new outreach events that 

show promise. 

 New York Hiring Event with On-site Interviews: An Open House and Hiring 

Event was held in the SEC’s New York Regional Office for security compliance 

examiner, accountant, and attorney positions. OMWI engaged in strategic outreach to 

attract diverse candidates to the event. In addition to sending vacancy announcements 

and information about the hiring event to partnering organizations and other 

professional associations, OMWI promoted the vacancies and event with minority 

and women serving educational institutions and their alumni organizations. Over 100 

potential candidates attended the Open House to hear a panel discussion describing 

different career fields, and speak with individual SEC representatives from the Office 

of Compliance, Inspection and Examination (OCIE), Division of Enforcement, and 

OHR about career opportunities and benefits at the SEC. In addition, 36 candidates in 

attendance interviewed with panels for 20 vacancies. Of those interviewed, OCIE 

hired 14 as security compliance examiners; six are minorities and nine are women. 

The collaborative effort of OCIE, OHR and OMWI contributed to the success of the 

event. 

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In addition to the Open House and Hiring Event, other actions taken to attract diverse 

candidates for 91 new security compliance examiner positions in OCIE included 

hosting a webinar to promote the new positions and using a comprehensive 

advertising plan. The data shows that of the 73 new employees hired by OCIE as of 

the end of FY 2015, 34 (47 percent) are minorities and 28 (38 percent) are women. 

 Outreach to Native Hawaiian and Pacific Islander Students and Professionals: 

The SEC has been concerned about the existing low participation rate of Native 

Hawaiian and Pacific Islanders in the agency’s workforce. In FY 2015, OMWI joined 

with SEC staff in the Pacific Region in conducting a targeted outreach event in 

Honolulu, HI. SEC staff met with more than 120 students at the University of Hawaii 

and informed them about the Commission’s internship and employment 

opportunities. In addition, OMWI explored collaborative relationships with 10 

different professional associations and educational institutions in Hawaii. Notably, 

the outreach efforts yielded information about cultural norms that the SEC will 

consider as the agency develops a strategy to improve the representation of Native 

Hawaiian and Pacific Islander employees in the agency’s workforce. 

Diversity Training 

The SEC offers a variety of training opportunities as part of the agency’s strategy for 

building a diverse workforce and cultivating an inclusive work environment. 

As part of the agency’s Leading Author Series, the SEC hosted Katty Kay and Claire 

Shipman, authors of The Confidence Code: The Science and Art of Self-Assurance – What 

Women Should Know. This event was held at headquarters with video-teleconferencing 

capabilities provided to Regional Office employees. Over 200 SEC employees attended the 

session. The Confidence Code authors tapped into cutting-edge scientific and academic research 

to answer some intriguing questions about the quality called “confidence.” 

The SEC and the Diversity Council offered a training session for all employees entitled 

“Why Do We Make the Decisions We Make? The Neuroscience of Decision Making in the SEC: 

How the Brain Makes Accurate, Equitable, and Efficient Decisions.” The presenter, Kimberly 

Papillon, a judicial professor at the National Judicial College, explored the drivers of 

employment decisions in an interactive presentation that attracted over 300 participants. 

The SEC sponsored five employees for the Women in Leadership Program in FY 2015. 

The Women in Leadership Program is 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. 

During FY 2015, the SEC also provided diversity and inclusion training on the following 

topics: 

 Diversity and Inclusion Overview - Focus Group 

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 Climate Culture Change 

 Unconscious/Implicit Bias 

 Hiring Best Practices: EEO and Diversity Perspectives 

 Overview of Supplier Diversity 

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. The SEC includes a 

Diversity and Inclusion performance standard in the performance management plans of all
 

supervisors and managers at the SK-15 and SK-17 grades levels. Under the performance 

standard, a 5-point rating scale is used to evaluate their efforts to support diversity and 

inclusion in a manner consistent with the agency’s strategic goals, Federal standards, and the
 

requirements of Section 342 of the Dodd-Frank Act.
 

The Diversity and Inclusion performance standard provides descriptions of the actions a 

supervisor or manager might take to demonstrate performance that “Meets” and “Greatly 

Exceeds” expectations. Analysis of the data for FY 2015 shows that a total of 663 supervisors 

and managers were rated on the diversity and inclusion competency standard with the 

following results: 

 75 (11.3 percent) were rated as greatly exceeded expectations 

 304 (45.9 percent) were rated as exceed expectations 

 279 (42.1 percent) were rated as meet expectations 

 5 (0.7 percent) were rated as needs improvement 

 No manager was rated as unacceptable 

In FY 2016, OMWI will attempt to correlate the performance ratings on the Diversity
 

and Inclusion performance standard against the Federal Employee Viewpoint Survey (FEVS)
 

scores to identify organizational inclusion trends. 

Monitoring and Analyzing Internal Demographics 

Quarterly Workforce Diversity Profiles: OMWI works closely with division and office 

directors to enhance diversity and inclusion in the SEC workforce. In FY 2015, OMWI began 

creating for each of the SEC’s 38 divisions and offices quarterly workforce demographic profiles 

that track personnel activity (e.g., hiring, promotions, and separations) by gender, race, and 

ethnicity. In addition to monitoring and providing this personnel activity data on a quarterly basis 

and when requested by a division or office, OMWI encourages senior management to work with 

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OMWI to develop targeted strategies to address lower than expected representation of minorities 

or women in a mission critical occupation. Since it began publishing the profiles, OMWI has 

received more requests for assistance for strategic outreach and recruitment from divisions and 

offices. 

Evaluating Performance 

Performance Measurement: 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) found that OMWI did not have in place the controls necessary to 

monitor, evaluate, and as necessary, improve its operations. To address this OIG finding and 

resulting recommendation, OMWI developed a “Guide to Performance Measurements and 

Evaluation Methods” (Performance Guide), which describes the systematic and comprehensive 

methods OMWI will use to monitor and evaluate the effectiveness of its programmatic efforts. 

The Performance Guide addresses the efforts related to workforce diversity in three key 

performance areas: Outreach and Recruitment, Cultivating and Maintaining an Inclusive Work 

Environment, and Leadership Commitment. To enhance the monitoring process, OMWI has 

developed performance dashboards that visually depict some of the key metrics such as the 

representation of minorities and women among new hires, promotions, separations, and senior 

management. 

Applicant Data Analysis: As indicated in last year’s annual report, in FY 2014 the 

Office of Personnel Management (OPM) made available applicant flow data for SEC vacancies 

filled through the USAJOBS.gov website. During FY 2015, OMWI analyzed available 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. These occupations have been the focus 

of OMWI’s outreach and recruitment efforts. 

The analysis of applicant flow data, which is set forth in Appendix A, shows that, for all 

minority groups except Native Hawaiian or Other Pacific Islander, the group’s application rate 

for SEC vacancies in the four occupations was higher than the group’s availability percentage in 

the same occupations in the Civilian Labor Force (CLF).7

 The analysis indicates that women 

applied for SEC vacancies in the four occupations at rates that were lower than their CLF 

availability for these occupations. However, the analysis also shows that the overall selection 

rate for women applicants in all occupations was 1.7 percent, which was higher than the average 

selection rate for all SEC applicants of 1.6 percent. See Appendix A, Figure A-5. Although not a 

precise measure of the impact of the SEC outreach and recruitment efforts, the analysis of 

applicant flow data provides some measure of the effectiveness of those efforts and can be used 

to identify areas for strategic outreach. 

7 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. 

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Current State of Diversity 

This section presents statistical data and four-year trend analysis regarding the SEC 

workforce representation of minorities and women. Unless otherwise noted, data is reported for 

permanent and temporary employees. FY 2012 is used as the first date for the snapshots in the 

trend analysis as it was OMWI’s first full fiscal year of operation at the SEC. In addition, certain 

data and analysis below cover only four of the SEC’s designated “mission critical 

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

explained in the subsection below concerning “Mission Critical Occupations,” while IT 

management is also designated as a mission critical occupation, the representation of minorities 

and women in IT management has been above or close to the relevant benchmarks and therefore 

has not been an area of focus. 

The SEC has made progress from its efforts to seek gender, racial, and ethnic diversity at 

all levels of the agency’s workforce, as directed in Section 342 of the Dodd-Frank Act. The 

demographic data and four-year trend analysis reveal, among other findings, that since FY 2012: 

 The minority representation in the SEC workforce has increased; 

 The representation of women and all minority groups among supervisors and 

managers positions has increased; 

 The overall minority representation in mission critical occupations has increased; and 

 The representation of women at the Senior Officer level has increased. 

The data and analysis also show that the SEC workforce representation of women and 

specific minority groups in certain mission critical occupations is lower that the CLF and Federal 

workforce benchmarks, and that the representation of minorities at the Senior Officer level is still 

lower than expected when compared to their representation in the SEC workforce. The SEC will 

continue to make concerted efforts to improve the gender, racial, and ethnic diversity in these 

occupations and in senior management. In addition, the agency is taking appropriate measures to 

identify factors that might be contributing to the slower pace of improvement in this area. 

FY 2015 Workforce Profile: As of the end of FY 2015, the SEC workforce had 4,440 

employees (4,310 permanent employees and 130 temporary employees). Nearly two-thirds of 

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

in 11 regional offices. The changes in the composition of the SEC workforce by gender, race, 

and ethnicity from FY 2014 to FY 2015 were negligible. As Figure 1 illustrates, 66.5 percent of 

SEC employees self-identified as White, 16.3 percent as Black or African American, 11.3 

percent as Asian, 5.0 percent as Hispanic or Latino, 0.4 percent as American Indian or Alaska 

Native, 0.4 percent as Native Hawaiian or Other Pacific Islander, and 0.1 percent as Two or 

More Races. Men comprised 54.1 percent and women comprised 45.9 percent of the SEC 

workforce at the end of FY 2015. The representation of women in the SEC workforce decreased 

slightly by two-tenths of one percentage point compared to FY 2014. The representation of 

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Figure 1: Workforce Representation by Gender, Race, and Ethnicity FY 2014 – FY 2015 

Source: Federal Personnel and Payroll System (FPPS) retrieved on November 9, 2015. “All Other Categories” includes 

the Native Hawaiian or Other Pacific Islander, American Indian or Alaska Native, and Two or More Races categories. 

Asian and Hispanic or Latino employees increased incrementally by 0.5 percentage point, while 

the representation of Black or African American employees decreased slightly by 0.3 percentage 

point. 

From FY 2012 to FY 2015, the overall SEC workforce grew at a rate of 12.6 percent. 

Figure 2 shows that during the same period, the percentage of minority employees in the SEC 

workforce grew nearly 20 percent. 

Figure 2: SEC Workforce Percent Change by Gender and Minority FY 2012 – FY 2015 

SEC Total Men Women White Minority 

FY 2012 3,942 2,081 1,861 2,696 1,246 

FY 2013 4,138 2,215 1,923 2,809 1,329 

FY 2014 4,235 2,284 1,951 2,852 1,383 

FY 2015 4,440 2,402 2,038 2,951 1,489 

Percent Change (FY 2012 – FY 2015) 12.6% 15.4% 9.5% 9.5% 19.5% 

Source: FPPS retrieved on November 9, 2015. 

The four-year trend analysis depicted in Figure 3 demonstrates that from one year to the 

next, the representation of minorities increased in the SEC workforce, while the representation of 

women decreased. 

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Benchmark Comparisons: Figure 4 shows how the overall demographic composition of 

the SEC workforce (gender, race, and ethnicity) compared to the demographic composition of 

the CLF and the Federal workforce. The comparisons against these standard benchmarks provide 

perspective for evaluating diversity in the SEC workforce. 

In FY 2015, the SEC workforce had a higher representation of women than the Federal 

workforce by nearly four percentage points. However, the SEC’s end of year representation of 

women was only 95.4 percent of the 2010 CLF level. Minorities collectively represented 33.5 

percent of the SEC workforce in FY 2015, which was 21 percent higher than the CLF (27.6 

percent), and about 5 percent lower than the FY 2015 Federal workforce representation of 

minorities (35.3 percent). The SEC workforce had greater percentages of Black or African 

American (16.3 percent) and Hispanic or Latino employees (5.0 percent) than the CLF, but lower 

percentages of these groups than the Federal Workforce. The representation of Asian employees 

surpassed both benchmarks. 

Figure 4: FY 2015 SEC Workforce Compared to CLF and Federal Workforce Benchmarks 

 

31.6% 32.1% 32.7% 33.5% 

47.2% 46.5% 46.1% 45.9% 

Figure 3: Women and Minority Representation FY 2012 – FY 2015 

60.0% 

40.0% 

Minority 

Women 20.0% 

0.0% 

FY 2012 FY 2013 FY 2014 FY 2015 

Source: FPPS retrieved on November 9, 2015. 

Demographic Groups SEC FY 2015 

Workforce 

FY 2015 Federal 

Workforce 

2010 Civilian 

Labor Force 

Men 54.1% 57.8% 51.9% 

Women 45.9% 42.2% 48.1% 

Minorities 33.5% 35.3% 27.6% 

White 66.5% 64.6% 72.4% 

Black or African American 16.3% 17.7% 12.0% 

Hispanic or Latino 5.0% 8.4% 10.0% 

Asian 11.3% 5.7% 3.9% 

American Indian or Alaska Native 0.4% 1.7% 1.1% 

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

Two or More Races 0.1% 1.3% 0.5% 

Source: FPPS retrieved on November 9, 2015. Federal workforce data from the Office of Personnel Management and CLF 

data from Census retrieved on January 4, 2016. 

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Workforce Analysis by Occupation: Analysis of the SEC workforce by occupation, 

gender, race, and ethnicity shows the agency’s progress toward attaining diversity at all levels of 

the workforce. At the end of FY 2015, the SEC employed 4,440 individuals in over 50 

occupations. (See Appendix D for the composition of the occupations by gender, race, and 

ethnicity.) Figure 5 shows the percentage of each demographic group in the 10 most prevalent 

occupations in the SEC workforce. The data illustrates discernable gender and racial differences 

in employment patterns. 

Figure 5: Top 10 Occupations by Gender, Race, and Ethnicity FY 2015 

SEC 

Average 

Men Women White Black Hispanic Asian NHPI AIAN TOM 

0905 General Attorney 41.8% 43.9% 39.3% 49.9% 18.0% 31.8% 34.3% 40.0% 27.8% 15.8% 

0510 Accounting 21.7% 23.1% 20.2% 23.4% 11.4% 26.5% 25.3% 0.0% 16.7% 10.5% 

2210 Information Technology Management 6.3% 8.5% 3.6% 4.2% 9.3% 9.0% 12.0% 20.0% 27.8% 10.5% 

0301 Miscellaneous Administration and Program 5.5% 2.7% 8.7% 2.9% 16.8% 8.5% 2.2% 40.0% 0.0% 15.8% 

1831 Securities Compliance Examining 5.0% 6.6% 3.1% 5.3% 2.5% 4.9% 7.2% 0.0% 0.0% 5.3% 

0343 Management and Program Analysis 2.9% 1.7% 4.3% 1.9% 7.9% 2.7% 1.2% 0.0% 5.6% 15.8% 

0110 Economist 2.5% 3.0% 1.9% 2.5% 0.4% 1.8% 6.0% 0.0% 5.6% 0.0% 

0950 Paralegal Specialist 2.0% 0.5% 3.8% 1.5% 4.0% 3.6% 1.4% 0.0% 5.6% 5.3% 

0201 Human Resources Management 1.3% 0.6% 2.1% 0.7% 3.7% 1.3% 0.6% 0.0% 5.6% 0.0% 

1102 Contracting 1.2% 1.0% 1.3% 0.7% 2.6% 1.8% 1.0% 0.0% 5.6% 5.3% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native, and 

TOM = Two or More Races. Mission critical occupations are highlighted in red. 

The most prevalent occupation in the SEC workforce is attorney; about 42 percent of all 

SEC employees are employed as attorneys. Attorney is also the most prevalent occupation for all 

racial and ethnic groups, though there are differences in the degree of prevalence. Nearly 50 

percent of White, 34.3 percent of Asian, 31.8 percent of Hispanic or Latino, and 18.0 percent of 

Black or African American employees work as attorneys. The second most prevalent occupation 

for White employees 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, miscellaneous administration and program 

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

The top 10 occupations by gender showed that attorney is the most prevalent occupation 

for 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. 

Mission Critical Occupations: Figure 6 shows how the FY 2015 SEC workforce 

representation of minorities and women in four mission critical occupations compared to the 

availability of minorities and women in these occupations in the CLF. The statistical data 

presented indicate that the SEC’s outreach and recruitment activities should continue to focus on 

13 
 

 

 

 

 

 

Figure 6: FY 2015 SEC Workforce Mission Critical Occupations Compared to CLF 

Men Women White Black Hispanic Asian NHPI AIAN TOM 

General 

Attorney 

SEC Workforce 56.9% 43.1% 79.4% 7.0% 3.8% 9.3% 0.1% 0.3% 0.2% 

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

Accounting SEC Workforce 57.4% 42.6% 71.7% 8.5% 6.1% 13.2% 0.0% 0.3% 0.2% 

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

Securities 

Examining 

SEC Workforce 71.6% 28.4% 70.3% 8.1% 5.0% 16.2% 0.0% 0.0% 0.5% 

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

Economist SEC Workforce 65.2% 34.8% 66.1% 2.7% 3.6% 26.8% 0.0% 0.9% 0.0% 

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

Source: FPPS retrieved on November 9, 2015. CLF data retrieved from U.S. Census on January 4, 2016. NHPI = Native Hawaiian/Pacific 

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

enhancing diversity in these four occupations.8 The SEC workforce representation of women in 

the accountant and securities compliance examiner occupations was below the CLF 

representation of women in these occupations. The representation of Hispanic or Latino 

employees in all mission critical occupations except accountant was lower in the SEC workforce 

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

and economist occupations was lower in the SEC workforce than in the CLF. 

Figure 7 depicts employees in mission critical occupations by gender, race, and ethnicity 

for each fiscal year since FY 2012. The four-year trend analysis indicates the total minority 

representation in mission critical occupations increased to 24.1 percent in FY 2015 from 22.5 

percent in FY 2012. The representation of Asian employees in mission critical occupations 

Figure 7: Mission Critical Occupations FY 2012 – FY 2015 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

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

100% 58.40% 41.60% 77.50% 7.50% 4.10% 10.50% 0.00% 0.30% 0.10% 

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

100% 58.60% 41.40% 77.60% 7.60% 3.90% 10.50% 0.10% 0.30% 0.10% 

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

100% 58.60% 41.40% 76.90% 7.40% 4.10% 11.10% 0.10% 0.30% 0.10% 

FY 2015 3,154 1,841 1,313 2,394 233 145 365 2 9 6 

100% 58.4% 41.6% 75.9% 7.4% 4.6% 11.6% 0.1% 0.3% 0.2% 

Percent Change 9.9% 9.9% 9.9% 7.6% 7.9% 22.9% 21.3% 100.0% 12.5% 200.0% 

Source: FPPS retrieved November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native, and 

TOM = Two or More Races. 

8 As shown in Appendix D, the SEC workforce representation of minorities collectively in IT management (55.6 

percent) exceeds the collective representation of minorities in the overall SEC workforce (33.5 percent). In addition, 

the percentage of minorities in the IT management occupation also exceeds the CLF representational percentage for 

minorities in IT management (26.9 percent). The representation of women in IT management is below the 

representation of women in the overall SEC workforce, and 3 percentage points lower than the CLF representation 

of women in this occupation (29.6 percent). The SEC will begin to direct efforts at enhancing gender diversity in 

this occupation. 

14 
 

 

 

 

 

 

 

increased over this four-year period, as did the representation of Hispanic or Latino employees. 

The representation of Black or African American employees in mission critical occupations 

decreased slightly from FY 2012 to FY 2015. The percentage of women in mission critical 

occupations varied slightly during the four-year period, and the percentage at the end of FY 2015 

was the same as it was in FY 2012. 

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 2015, the SEC employed 862 supervisors and managers in 

its workforce.9

 Of this total, 835 supervisors and managers held positions at grade levels SK-15, 

SK-17, and Senior Officer. 

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

race, and ethnicity since FY 2012. The number of women in supervisory and management 

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

management positions held by women increased in FY 2015, compared to FY 2014 levels. 

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

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

and management positions held by minorities increased from FY 2012 to FY 2015. As of the end 

of FY 2015, minorities held 22.2 percent of supervisory and management positions at the SEC, 

up from 21.6 percent in FY 2014. By comparison, minorities held 28.9 percent and women held 

33.9 percent of supervisory and management positions in the FY 2015 Federal workforce.

10 

The representation of all minority groups in the SEC’s supervisory and management 

positions increased from FY 2012 to FY 2015. The largest increase was seen in the 

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

Figure 8: Supervisors and Managers FY 2012 – FY 2015 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 757 474 283 612 62 27 51 2 3 0 

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

FY 2013 764 470 294 598 69 28 61 3 4 1 

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

FY 2014 817 505 312 641 75 30 64 3 3 1 

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

FY 2015 862 525 337 671 80 32 72 2 4 1 

100% 60.9% 39.1% 77.8% 9.3% 3.7% 8.4% 0.2% 0.5% 0.1% 

Percent Change 13.9% 10.8% 19.1% 9.6% 29.0% 18.5% 41.2% 0.0% 33.3% 0.0% 

Source: FPPS retrieved November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native, and 

TOM = Two or More Races. 

9 The SEC also had employees in supervisory and management positions in the SK-9 – SK-14 grade levels. 10 U.S. Office of Personnel Management FedScope Federal Human Resources data. 

15 
 

 

 

 

 

 

management level. Since FY 2012, 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 marginally. Appendix E contains data on 

supervisors and managers at the SK-15 and SK-17 grade levels by gender, race, and ethnicity for 

each fiscal year since FY 2012. 

Senior Officers: Figure 9 depicts the four-year trend in representation in Senior Officer 

positions by gender, race, and ethnicity. Since FY 2012, the SEC added 19 Senior Officer 

positions and had 147 Senior Officers in its workforce at the end of FY 2015. This increase 

represents an overall 14.8 percent change. The percentage representation of minorities at the 

Senior Officer level increased from 11.5 percent in FY 2014 to 12.9 percent in FY 2015. The 

representation at the end of FY 2015 was lower than the 21.1 percent minority representation 

among Senior Executives in the Federal workforce, as reported in OPM’s FedScope. 

Figure 9: Senior Officers FY 2012 – FY 2015 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 128 88 40 111 7 5 4 0 1 0 

100.0% 68.8% 31.3% 86.7% 5.5% 3.9% 3.1% 0.0% 0.8% 0.0% 

FY 2013 129 85 44 113 7 3 5 0 1 0 

100.0% 65.9% 34.1% 87.6% 5.4% 2.3% 3.9% 0.0% 0.8% 0.0% 

FY 2014 139 91 48 123 8 3 5 0 0 0 

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

FY 2015 147 91 56 128 8 4 7 0 0 0 

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

Percent Change 14.8% 3.4% 40.0% 15.3% 14.3% -20.0% 75.0% 0.0% 0.0% 0.0% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native; 

and TOM = Two or More Races. 

The number of Black or African American Senior Officers remained unchanged from FY 

2014 to FY 2015, and the number of Hispanic or Latino and Asian Senior Officers increased 

from FY 2014 to FY 2015. The four-year trend analysis shows the percentage representation of 

Hispanic or Latino employees among Senior Officers decreased from 3.9 percent in FY 2012 to 

2.7 percent in FY 2015. The representational percentage for Black or African American 

employees at the Senior Officer level decreased slightly from 5.5 percent in FY 2012 to 5.4 

percent in FY 2015. Representation of Asian employees among Senior Officers increased during 

the same period, from 3.1 percent in FY 2012 to 4.8 percent in FY 2015. 

The number of women Senior Officers increased from 40 in FY 2012 to 56 in FY 2015, a 

net change of 40 percent. The percentage representation of women at the Senior Officer level 

increased over this period as well. Women represented 38.1 percent of the Senior Officers in FY 

2015, compared to 31.3 percent in FY 2012. By comparison, 34.4 percent of Senior Executives 

in the Federal workforce were women as of FY 2015, according to OPM’s FedScope. 

16 
 

 

 

 

 

 

 

New Hires: Figure 10 shows new hires by gender, race, and ethnicity in each fiscal year 

since FY 2012. At the end of FY 2015, the SEC workforce had 456 new hires, representing a 

19.6 percent change from FY 2014. The percentage of women new hires in FY 2015 increased to 

44.1 percent, compared to 39.6 percent in FY 2014. The representation percentage for minorities 

among new hires decreased by 0.5 percentage point in FY 2015 when compared to the FY 2014 

level. 

Figure 10: New Hires Trend by Gender, Race, and Ethnicity 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 375 241 134 258 49 13 50 1 2 2 

100.0% 64.3% 35.7% 68.8% 13.1% 3.5% 13.3% 0.3% 0.5% 0.5% 

FY 2013 471 281 190 312 73 15 66 1 1 3 

100.0% 59.7% 40.3% 66.2% 15.5% 3.2% 14.0% 0.2% 0.2% 0.6% 

FY 2014 381 230 151 242 66 15 53 0 2 3 

100.0% 60.4% 39.6% 63.5% 17.3% 3.9% 13.9% 0.0% 0.5% 0.8% 

FY 2015 456 255 201 292 56 33 70 0 2 3 

100.0% 55.9% 44.1% 64.0% 12.3% 7.2% 15.4% 0.0% 0.4% 0.7% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native; and 

TOM = Two or More Races. 

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

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

critical occupations increased from FY 2012 to FY 2015, though there was a decrease in the 

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

of Hispanic or Latino and Asian new hires into mission critical occupations increased from FY 

2012 to FY 2015. The percentage of Black or African American new hires into mission critical 

occupations decreased in FY 2015, compared to the FY 2012 level. 

Figure 11: New Hires into Mission Critical Occupations FY 2012 – FY 2015 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 231 154 77 175 16 7 33 0 1 0 

100.0% 66.7% 33.3% 75.8% 6.9% 3.0% 14.3% 0.0% 0.4% 0.0% 

FY 2013 270 170 100 217 17 8 27 1 1 0 

100.0% 63.0% 37.0% 80.4% 6.3% 3.0% 10.0% 0.4% 0.4% 0.0% 

FY 2014 195 124 71 141 10 7 35 0 0 1 

100.0% 63.6% 36.4% 72.3% 5.1% 3.6% 17.9% 0.0% 0.0% 0.5% 

FY 2015 297 168 129 210 19 22 46 0 0 0 

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

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native; and 

TOM = Two or More Races. 

Separations: Employee separations were evaluated to assess the potential impact on 

workforce diversity. If separation rates for a demographic group are higher than the group’s 

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

decrease. 

17 
 

 

 

 

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

FY 2012. In FY 2015, 258 employees left the SEC. Separations due to resignation, retirement, 

and term appointments accounted for nearly 90 percent of employee separations from FY 2012 

to FY 2015, and about 10 percent of separations were involuntary. 

Figure 12: Workforce Separations by Gender, Race, and Ethnicity FY 2012 – FY 2015 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 270 155 115 204 30 14 21 1 0 0 

100.0% 57.4% 42.6% 75.6% 11.1% 5.2% 7.8% 0.4% 0.0% 0.0% 

FY 2013 273 144 129 192 37 15 28 0 1 0 

100.0% 52.7% 47.3% 70.3% 13.6% 5.5% 10.3% 0.0% 0.4% 0.0% 

FY 2014 280 159 121 191 52 11 25 0 1 0 

100.0% 56.8% 43.2% 68.2% 18.6% 3.9% 8.9% 0.0% 0.4% 0.0% 

FY 2015 258 139 119 176 40 15 25 0 1 1 

100.0% 53.9% 46.1% 68.2% 15.5% 5.8% 9.7% 0.0% 0.4% 0.4% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native; and 

TOM = Two or More Races. 

For women, separation rates increased to 46.1 percent in FY 2015, compared to 43.2 

percent in FY 2014. The minority separation rate increased to 31.8 percent in FY 2015 from 24.4 

percent in FY 2012. Of the 258 employees who separated from the SEC in FY 2015, 161 (or 

62.4 percent) left from mission critical occupations. Figure 13 shows separations from mission 

critical occupations by gender, race, and ethnicity for each fiscal year since FY 2012. The overall 

minority rate of separation from mission critical occupations increased from FY 2012 to FY 

2015. 

Figure 13: Separations from Mission Critical Occupations FY 2012 – FY 2015 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 174 114 60 146 6 3 11 0 0 0 

100.0% 65.5% 34.5% 83.9% 3.4% 1.7% 6.3% 0.0% 0.0% 0.0% 

FY 2013 171 102 69 137 8 7 18 0 0 0 

100.0% 59.6% 40.4% 80.1% 4.7% 4.1% 10.5% 0.0% 0.0% 0.0% 

FY 2014 169 113 56 136 13 4 13 0 0 0 

100.0% 66.9% 33.1% 80.5% 7.7% 2.4% 7.7% 0.0% 0.0% 0.0% 

FY 2015 161 97 64 128 11 7 14 0 1 0 

100.0% 60.2% 39.8% 79.5% 6.8% 4.3% 8.7% 0.0% 0.6% 0.0% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native; and 

TOM = Two or More Races. 

Promotions: Another key dimension that impacts the diversity at all levels of the SEC 

workforce is promotions. 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. 

18 
 

 

 

 

Figure 14 depicts promotions by gender, race, and ethnicity in each fiscal year since FY 

2012. The promotion rate for minorities collectively increased to 38.8 percent in FY 2015, up 

nearly four percentage points from FY 2012. While the promotion rate for women increased 

from FY 2014 to FY 2015, it was lower than promotion rate for women in FY 2012. 

Figure 14: Promotions FY 2012 – FY 2015 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 478 234 244 308 110 18 39 2 1 0 

100.0% 49.0% 51.0% 64.4% 23.0% 3.8% 8.2% 0.4% 0.2% 0.0% 

FY 2013 434 220 214 275 86 18 49 1 3 2 

100.0% 50.7% 49.3% 63.4% 19.8% 4.1% 11.3% 0.2% 0.7% 0.5% 

FY 2014 590 315 275 384 124 19 61 0 1 1 

100.0% 53.4% 46.6% 65.1% 21.0% 3.2% 10.3% 0.0% 0.2% 0.2% 

FY 2015 564 292 272 345 117 30 64 0 3 5 

100.0% 51.8% 48.2% 61.2% 20.7% 5.3% 11.3% 0.0% 0.5% 0.9% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native; and 

TOM = Two or More Races. 

Student Outreach Initiatives 

In FY 2015, OMWI continued to cultivate and leverage its partnering relationships with 

minority professional associations and educational organizations to attract a diverse talent 

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

collaboration with the Thurgood Marshall College Fund (TMCF),11 the SEC hosted a series of 

webinars that profiled the specific career paths at SEC for securities compliance examiner and 

accountant positions. One webinar focused on the benefits of internships at the SEC, and 

described the application process for those opportunities. SEC employees also participated in a 

national recruitment conference hosted by TMCF that included approximately 500 HBCU 

students from TMCF member schools. SEC employees presented a workshop on financial 

literacy and engaged students in conversations about SEC internship and career opportunities. 

The SEC hosted students participating in the United Negro College Fund’s Gateway to 

Leadership program for the third year. SEC staff shared information about the role and 

responsibilities of the SEC and financial literacy, and exposed students to the variety of entrylevel career and internship opportunities for their future consideration. The Gateway to 

Leadership program provides students from HBCUs with paid internships at firms in the 

financial services industry. SEC staff also participated in other student-focused initiatives, career 

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

schools, and women’s colleges nationwide. 

OMWI developed a directory of colleges and universities, including graduate programs, 

to identify those educational institutions specified in Section 342(f)(1) of the Dodd-Frank Act— 

HBCUs, Hispanic-serving institutions, women’s colleges, and colleges that typically serve 

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

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

19 
 

 

 

 

 

 

majority minority populations. The directory, which includes 293 colleges and universities, is 

used to build relationships with colleges and universities, and to seek potential candidates for 

internships and entry-level positions at the SEC. The SEC had 738 interns between the fall of 

2014 and the summer of 2015, of which 25 (3.4 percent) were from eight colleges and 

universities included in OMWI’s college directory. 

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

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

For the fourth consecutive year, the SEC hosted Professionals Reaching Out to Promote 

Excellence and Learning for Students (PROPELS) for students from inner-city high schools and 

schools with majority minority populations. The program provides students who have expressed 

an interest in careers in business, law, or the Science, Technology, Engineering and Math fields 

an opportunity to shadow SEC professionals for the day. They are exposed to career paths in the 

securities and financial services industry and learn about the importance of financial education. 

In FY 2015, over 350 SEC professionals at headquarters and regional offices and 400 students 

from 18 different schools participated in the program. 

Work Environment 

To attract, engage, and retain a high-quality, diverse, and results-oriented workforce, the 

SEC strives to cultivate and maintain a workplace culture that respects and values diversity, 

encourages collaboration, flexibility and fairness, and allows employees to contribute to their full 

potential. As discussed below, the results of the Federal Employee Viewpoint Survey (FEVS) 

administered by the OPM indicate that the continued efforts of SEC employees, supervisors, and 

managers are advancing workplace inclusion goals and objectives. 

Employee Resource Groups: The Employee Resource Groups at the SEC have been 

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

These employee-led groups provide educational, cultural, and networking opportunities for SEC 

employees, and serve as a resource for outreach and recruitment initiatives. In addition, 

Employee Resource Groups have a major role in planning and conducting agency-sponsored 

commemorative programs to celebrate Special Observances. Employee Resource Groups are 

sponsored by a SEC Commissioner, and receive program support from OMWI and/or the Office 

of Human Resources. In FY 2015, the following Employee Resource Groups were active at the 

SEC: 

 African American Council; 

 American Indian Heritage Committee; 

 Asian Pacific American Committee; 

 Caribbean American Heritage Committee; 

 Disability Interests Advisory Committee; 

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

 Lesbian, Gay, Bisexual, and Transgender Committee; 

20 
 

 

 

 

 

 

 

 

 Veterans Committee; and 

 Women’s Committee. 

Employee Viewpoint Survey: The results of the 2015 FEVS provide insight into the 

SEC’s progress toward cultivating and sustaining a workplace that values and respects diversity 

and inclusion. To empirically measure workplace inclusion, OPM introduced the Inclusion 

Quotient Index (the New IQ) in 2014. The New IQ is made up of 20 questions from the FEVS 

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 SEC had a record employee response rate of 72 percent for the 2015 FEVS. 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 60 percent positive, which was two 

percentage points higher than the agency’s overall New IQ for 2014. The trend calculations 

shown in Figure 15 show that the SEC New IQ continues to increase as the overall government 

New IQ is trending downward. While New IQ indicates the SEC is making progress, the results 

also indicate that the agency must continue efforts and initiatives to promote workforce diversity 

and workplace inclusion.12 

Figure 15: SEC’s IQ vs. Government Average 

70% 

0% 

10% 

20% 

30% 

40% 

50% 

60% 

Dodd-Frank 

Act 

OMWI’s 

Inception 

FY 2011 FY 2012 FY 2013 FY 2014 FY 2015 

Government 59% 57% 56% 56% 57% 

SEC 50% 53% 54% 58% 60% 

Source: OPM’s Federal Employee Viewpoint Survey 2015 retrieved on January 21, 2016. 

12 Although the New IQ was reported for the first time in 2014, the items that comprise the New IQ appeared on the 

FEVS in previous years and therefore trends could be calculated and included in the 2015 FEVS Government-wide 

Management Report. 

21 
 

 

Challenges and Next Steps 

The SEC recognizes the need for a robust effort to improve the gender, racial, and ethnic 

diversity of the SEC’s Senior Officers and OMWI is working on refining the agency’s 

recruitment strategy for these senior management positions. OMWI will also continue to work 

with SEC senior management on division and office-specific initiatives to enhance diversity in 

mission critical occupations. Where the SEC workforce representation of women, Black or 

African American, or Hispanic or Latino professionals in a mission critical occupation was lower 

than the CLF or Federal workforce benchmarks, the SEC will conduct the appropriate analyses 

to determine whether barriers might exist for women and minorities seeking employment in 

these occupations. OMWI will also continue to look for innovative, promising practices to 

advance the SEC’s workforce diversity and inclusion objectives. 

22 
 

 

 

 

 

 

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 activities. By enhancing the diversity of its 

suppliers, the SEC ensures that the agency is procuring the best goods and services to meet its 

contracting needs. To implement the SEC’s strategy to promote supplier diversity, OMWI works 

closely with the Office of Acquisitions (OA), which is responsible for all contracting activities at 

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

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

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

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

certain categories of small businesses. This authority allows the SEC to increase 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 2015, the SEC introduced new and continued existing initiatives to promote 

supplier diversity, which are described below. The data and trend analysis regarding the SEC’s 

contract payments and awards presented below indicate that the SEC’s strategy for encouraging 

the utilization of MWOBs in the agency’s business activities has yielded measurable results. In 

each fiscal year since FY 2012, the dollar amounts and percentages of SEC contract payments 

and awards to MWOBs have increased. 

Supplier Diversity Initiatives 

Deployment of the Supplier Diversity Business Management System: In September 

2015, OMWI successfully launched its 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 

information concerning diverse suppliers in the SDBMS will be used to source vendors for 

market research purposes in developing agency business requirements. OMWI will also use the 

SDBMS to send vendors information about new SEC contracting opportunities and invitations to 

OMWI program events. Further, the SDBMS will maintain and track information on OMWI’s 

external event participation and other program activities. 

Contractor Outreach and Technical Assistance Initiative: While the SEC’s supplier 

diversity initiatives are intended to reach MWOBs of all sizes, many MWOBs are also small 

businesses under SBA size standards. For this reason, OMWI and the Small Business Specialist 

23 
 

 

 

 

 

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 do 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. 

Ongoing OMWI outreach and technical assistance initiatives in FY 2015 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 63 businesses participated in 

Vendor Outreach Day in FY 2015, which represented an increase over FY 2014; 

 Participating in external business conferences and procurement matchmaking sessions 

to increase the interaction between MWOBs and the SEC. During FY 2015, OMWI 

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

including the National 8(a) Association, Women as Veteran Entrepreneurs, the 

National Minority Supplier Development Council, and the Women’s Business 

Enterprise National Council, among others; 

 Assisting SEC Program Offices with identifying MWOB suppliers for market 

research purposes, as requested; 

 Developing and disseminating information to MWOBs on SEC contracting 

opportunities and Industry Days; and 

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

and outreach. 

OMWI Joint Procurement Technical Assistance Event: In FY 2015, the OMWIs from 

all eight Federal financial agencies covered under Section 342 of the Dodd Frank Act joined in 

hosting a technical assistance event for companies interested in building and growing their 

Federal contracting opportunities. The main theme of the OMWI Joint Procurement Technical 

Assistance event was centered on the existing sources of business assistance available to 

MWOBs that can be leveraged in both penetrating the Federal procurement space, and in 

attaining overall business growth. The secondary theme of the event was the importance of 

collaboration—recognizing where opportunities exist for relationships and partnerships among 

MWOBs. 

The Supplier Diversity Working Group, comprised of the OMWI supplier diversity 

officers from the Federal financial agencies, coordinated with the Virginia Procurement 

Technical Assistance Center and other stakeholders to execute the event. The OMWI Joint 

Procurement Technical Assistance event provided interested diverse vendors with a full day of 

24 
 

 

technical assistance sessions and opportunities for interfacing with Federal agency procurement 

representatives. Attendance at the event exceeded the original goal of 300, and the feedback 

received from event participants was overwhelmingly positive. 

Internal Supplier Diversity Education Campaign: OMWI initiated an internal supplier 

diversity education campaign in FY 2015 to encourage senior leadership and business managers 

to promote the SEC supplier diversity program. OMWI conducted three training sessions on 

“The Business Case for Supplier Diversity”— two sessions for division and office business 

managers and one session for a cohort of Senior Officers. The training was designed to provide 

an overview of supplier diversity at the SEC and outline the ways in which staff can participate 

in program initiatives. By increasing awareness, OMWI seeks to create a cadre of new internal 

advocates and champions for the inclusion of MWOBs in SEC contracting opportunities. OMWI 

also encouraged participants with contracting duties to reach out to OMWI for market research 

assistance when they have new requirements. 

Supplier Diversity Performance Metrics 

SEC Contractors: Figure 16 shows the total number of contractors that the SEC paid 

from FY 2012 to FY 2015, and the number of contractors receiving payments that were MWOBs 

during that time period. Among the 504 firms that received contract payments in FY 2015, 123 

or 24.4 percent were classified as MWOBs. While the relative percentage of MWOBs to all other 

firms with SEC contracts is trending downward, the number of MWOBs has been increasing 

since FY 2012. Women-owned businesses with SEC contracts, however, decreased 2.7 

percentage points from FY 2014. 

Figure 16: SEC Contract Payments to MWOBs FY 2012 – FY 2015 

FY 2012 FY 2013 FY 2014 FY 2015 

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

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

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

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

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

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

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

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

Source: Federal Procurement Data System (FPDS) and Delphi retrieved on January 9, 2016. Firm count uses 

distinct count of Supplier Number. “Women Only” include firms without minority designations. 

25 
 

 

 

 

Contract Payments:13 Figure 17 shows SEC total contract payments and the payments 

made to MWOBs in each fiscal year since FY 2012.14 In FY 2015, the SEC paid $362.9 million 

to contractors. Payments made to MWOBs increased to 33.9 percent of total contract payments 

in FY 2015, 8.4 percentage points higher than FY 2014 and 9.8 percentage points higher than FY 

2012. At the end of FY 2015, MWOBs, which represented 24.4 percent of firms with SEC 

contracts, received nearly 34 percent of total payments. Women-owned businesses, which were 

6.5 percent of firms with SEC contracts in FY 2015, received 7.6 percent of all payments. 

Figure 17: Contract Payments by MWOB Category FY 2012 – FY 2015 

FY 2012 FY 2013 FY 2014 FY 2015 

SEC Total $117,914,933 100.0% $436,076,194 100.0% $336,320,402 100.0% $362,942,659 100.0% 

All Other Firms $89,524,000 75.9% $309,215,516 70.9% $250,530,651 74.5% $239,752,075 66.1% 

Total MWOBs $28,390,933 24.1% $126,860,679 29.1% $85,789,751 25.5% $123,190,583 33.9% 

Black $8,408,027 7.1% $16,923,645 3.9% $14,300,307 4.3% $18,875,853 5.2% 

Asian $7,026,397 6.0% $63,389,828 14.5% $28,604,319 8.5% $52,879,252 14.6% 

Hispanic $1,711,706 1.5% $5,522,232 1.3% $8,283,891 2.5% $19,553,781 5.4% 

Other Minority $138,828 0.1% $3,252,968 0.7% $6,135,807 1.8% $4,313,221 1.2% 

Women Only $11,105,975 9.4% $37,772,005 8.7% $28,465,426 8.5% $27,568,478 7.6% 

Source: FPDS and Delphi retrieved on January 9, 2016. “Women Only” include firms without minority designations. 

Contract Awards: Contract awards provide insight into an agency’s planned 

expenditures. Figure 18 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 2015, the 

SEC awarded contracts to 549 firms, of which 145 or 26.4 percent were classified as MWOBs. 

This represented a 1.2 percentage point increase from FY 2014 and an increase of 3.3 percentage 

Figure 18: MWOBs with SEC Contract Awards FY 2012 – FY 2015 

FY 2012 FY 2013 FY 2014 FY 2015 

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

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

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

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

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

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

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

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

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

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

Source: FPDS retrieved on January 9, 2016. 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. 

13 Payment statistics does not include non-FAR based transactions such as real estate leases. 14 In FY 2015, OMWI made changes to its internal data system and analytical capabilities related to contract 

payments. The modified system for tracking and calculating total contract payments takes into account the total 

modifications associated with a contract and the total amount paid across all modifications based on the payment 

dates within a specific fiscal year. Consequently, contract payment data in this annual report cannot be compared to 

the data presented in prior annual reports. For this annual report, the contract payments made in FY 2012, FY 2013, 

and FY 2014 were recomputed using the modified system. 

26 
 

 

2.3% 

% 

46.2% 

points since FY 2012. The percentage of women-owned businesses awarded SEC contracts in 

FY 2015 increased marginally by 0.3 percentage point from FY 2014. 

Figure 19 depicts the dollar value of contracts to MWOBs in each fiscal year since FY 

2012. Of the $456 million in SEC contract awards made in FY 2015, a total of $155.6 million or 

34.1 percent went to MWOBs. 

Figure 19: Contract Awards by MWOB Category FY 2012 – FY 2015 

FY 2012 FY 2013 FY 2014 FY 2015 

SEC Total $380,290,581 100.0% $323,438,335 100.0% $434,174,124 100.0% $456,863,204 100.0% 

Total MWOBs $78,637,644 20.7% $92,875,692 28.7% $147,389,966 33.9% $155,628,818 34.1% 

WOBs $40,319,775 10.6% $44,978,880 13.9% $66,018,417 15.2% $73,328,653 16.1% 

MW-OBs $9,589,042 2.5% $18,982,658 5.9% $41,479,242 9.6% $49,015,691 10.7% 

MOBs $47,906,910 12.6% $66,879,470 20.7% $122,850,791 28.3% $131,315,857 28.7% 

Asian $13,344,067 3.5% $31,666,041 9.8% $84,491,747 19.5% $73,255,963 16.0% 

Black $23,377,664 6.1% $17,542,254 5.4% $17,828,186 4.1% $30,352,485 6.6% 

Hispanic $4,819,252 1.3% $6,328,791 2.0% $11,380,385 2.6% $11,099,212 2.4% 

Native American $158,708 0.0% $2,442,139 0.8% $787,254 0.2% $5,643,241 1.2% 

Other $6,207,220 1.6% $8,900,246 2.8% $8,363,221 1.9% $10,964,956 2.4% 

Source: FPDS retrieved on January 9, 2016. 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 womenowned designations. 

Major Contract Award Categories:

15 Figure 20 depicts the distribution of SEC 

contract awards in FY 2015 by category, using the North American Industry Classification 

System (NAICS). Figure 21 shows the distribution of contract awards to MWOBs by NAICS 

Figure 20: SEC Contracts by NAICS 

Category 

3.6% 2.7% 

5.4%

5.8%

13.4

Computer Systems Design and Related Services 

($211.3M)*

Management, Scientific, and Technical
 

Consulting Services ($61.1M)**

Legal Services ($26.5M)
 

Data Processing, Hosting, and Related Services
 

($24.6M)***

Other Information Services ($16.3M)
 

Other Professional, Scientific, and Technical
 

Services ($12.3M)****

Architectural, Engineering, and Related
 

Services ($10.5M)
 

15 Federal Procurement Data System retrieved on January 9, 2016. 

Figure 21: MWOBs Contracts by NAICS 

Category
 

3.1% 3.0% 

2.4%
 

3.3%
 

4.2%
 

24.4% 47.0% 

Computer Systems Design and Related 

Services ($73M)*

Management, Scientific, and Technical
 

Consulting Services ($37.9M)**

Employment Services ($7.0M)
 

Data Processing, Hosting, and Related
 

Services ($5.1M)***

Accounting, Tax Preparation, Bookkeeping,
 

and Payroll Services ($4.8M)

Agencies, Brokerages, and Other Insurance
 

Related Activities ($4.6M)

Other Professional, Scientific, and Technical
 

Services ($3.7M)****
 

27 
 

 

 

 

 

 

 

category. The largest percentage of SEC contract dollars was awarded for contracts in the 

NAICS category of Computer Design and Related Services, followed by Management, 

Scientific, and Technical Consulting Services. They were also the two largest categories for 

contract dollars awarded to MWOBs. While the third largest percentage of SEC contract dollars 

was awarded for Legal Services, the third largest percentage of contract dollars awarded to 

MWOBs was for contracts in the NAICS category of Employment Services. 

Challenges and Next Steps 

In FY 2016, OMWI anticipates taking the following actions to advance the SEC’s 

supplier diversity objectives: 

 Expand the internal supplier diversity education campaign by providing in-depth 

training to staff with contracting responsibilities on how to engage with OMWI in 

promoting increased MWOB participation in SEC contract opportunities. This 

education campaign is expected to increase awareness of how supplier diversity 

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

SEC staff; 

 Further collaborate with OA on disseminating information to interested MWOBs on 

Request For Information/Request For Proposal-specific Industry Days; 

 Work towards populating the SDBMS with complete diverse supplier profiles to 

allow OMWI to further improve its ability to accurately track and quantify its 

supplier diversity program efforts; and 

 Enhance the content of the supplier diversity section of the OMWI external webpage 

to provide additional information and resources to interested vendors. 

28 
 

 

 

 

 

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.”16 The 

Joint Standards are substantially similar to the standards set forth in the proposed policy 

statement the Agencies published for public comment on October 25, 2013.17 The Agencies 

collectively received more than 200 comments on the proposal, which were considered in 

developing the final 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 within the entities’ U.S. 

operations. In addition, the Joint Standards contemplate that regulated entities will voluntarily 

conduct self-assessments of their diversity policies and practices at least annually, and submit 

information pertaining to the diversity assessments to the OMWI Director of their primary 

Federal financial regulator. 

The Agencies needed approval from the Office of Management and Budget (OMB) under 

the Paperwork Reduction Act to request information related to diversity assessments from 

regulated entities, and received OMB approval on February 18, 2016. The expectation is that the 

information received from regulated entities about their diversity assessments would allow the 

SEC and the other Agencies to monitor progress and trends in the financial services industry 

regarding diversity and inclusion in employment and contracting, and to identify and highlight 

those policies and practices that have been successful. 

16 80 FR 33016; Release No. 34-75050; File No. S7-10-15. 17 78 FR 64052; Release No. 34-70731; File No. S7-08-13. 

29 
 

Contractor Workforce Inclusion of Minorities and 

Women 

In FY 2015, the Commission adopted the SEC Contract Standard for Contractor 

Workforce Inclusion (Contract Standard) to implement the requirements of Section 342 of DoddFrank related to the workforce diversity of agency contractors. The Contract Standard must be 

included in all solicitations and contracts 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 that 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 also requires the service contractor to include the substance of the 

Contract Standard in all subcontracts for services awarded under the contract with a dollar value 

of $100,000 or more. The Contract Standard further requires a contractor to provide 

documentation, upon the request of the OMWI Director, to demonstrate that it has made good 

faith efforts to ensure the fair inclusion of minorities and women in its workforce and, as 

applicable, to demonstrate that its covered subcontractors have made such good faith efforts. In 

August 2015, OMWI received the necessary approval from OMB under the Paperwork 

Reduction Act to collect the documentation specified in the Contract Standard from contractors. 

30 
 

 

 

 

 

 

Conclusion and FY 2016 Outlook 

As shown in the statistical data presented in this annual report, the SEC has made 

progress towards achieving diversity at all levels of the agency’s workforce. The data also show 

that initiatives are still needed to enhance the representation of women and minority groups in 

certain mission critical occupations, and the minority representation in senior management. The 

SEC will continue to execute those strategies that have been effective in advancing the agency’s 

strategic goals and objectives. In addition, as recommended in the House Financial Services 

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

the Financial Services Agencies, the SEC intends to look for other innovations for promoting 

workforce diversity and inclusion, and work with the other agencies on standardizing the data on 

diversity presented in the annual report 

In FY 2016, OMWI intends to strengthen its analytical capabilities and internal systems 

and introduce new metrics and benchmarks. OMWI plans to develop a statistical Relevant 

Civilian Labor Force model that takes in consideration the regional and local availability to use 

for benchmarking. OMWI expects the resulting analysis will provide additional support for the 

agency’s workforce diversity and inclusion efforts. 

OMWI took steps in FY 2015 to implement the recommendations contained in the SEC’s 

November 2014 OIG report concerning the minorities and women in the SEC workforce. 

Consistent with OIG recommendations, in FY 2015 OMWI directed resources and efforts 

towards formalizing the internal policies and procedures to guide its diversity efforts. OMWI 

expects to complete administrative regulations and a program policy and procedures manual that 

will identify the internal controls referenced in the OIG recommendations during the third 

quarter of FY 2016. 

OMWI will continue to collaborate with external organizations on strategic outreach and 

recruitment. OMWI also looks forward to working with the Diversity Council in the coming 

months to advance the strategic objective of promoting workforce diversity and fostering 

workplace inclusion at the SEC. OMWI will also continue to work with the Office of 

Acquisitions on advancing the agency’s supplier diversity goals and objectives. 

31 
 

 

 

 

 

 

Appendix A: Analysis of Applicant Flow Data 

In FY 2014, SEC partnered with OPM to collect applicant flow data (the demographic 

background of applicants for employment). Since then, SEC has been developing new analytical 

capabilities to fully disaggregate and analyze this dataset. 

SEC’s applicant flow data is collected at OPM through the Demographic Information on 

Applicants form developed by the EEOC and approved by OMB. When a job seeker submits an 

online application through USAJOBS.gov, he or she is afforded the opportunity to provide 

information on any or all demographic characteristics including gender, disability status, race, or 

ethnicity. For example, an applicant can provide gender but not race. As a result, the sum across 

demographic categories is not the same. The responses are collected and kept separately from the 

actual application for employment. The data come to SEC on a predetermined schedule. 

In order for a job to appear in the applicant flow dataset, it must (1) have been recruited 

via USA Staffing, and (2) have completed the recruitment process regardless of whether a 

selection was made or when that particular job was closed. The audit date determines the 

inclusion of a job in the dataset. Further, the data comes to SEC in two separate data files: a 

monthly file and a quarterly file. The monthly file provides data by certificate type including 

(category rating, competitive, competitive merit promotion, non-traditional, and merit referral 

list). Non-traditional certificates include non-competitive hiring. A candidate for employment 

may appear on multiple certificates, and therefore, he or she is double counted. On a quarterly 

basis, SEC receives a vacancy-based data file that provides distinct counts of applications. The 

analysis in this report is produced using the quarterly file with audit dates in fiscal year 2015. In 

addition, the data is correlated against the monthly file to obtain geographic data. At the end of 

this fiscal year, SEC’s dataset included complete data profiles for FY 2014 and FY 2015. Only 

partial data is available for FY 2013. 

Applicants are not obligated to a complete the Demographic Information on Applicants 

form, and as result, applicant flow data contains only demographic information from applicants 

who chose to self-identify demographic characteristics. It is not possible to determine whether 

applicants who did not complete the Demographic Information form have the same 

characteristics as those who self-identified. Accordingly, caution must be used when drawing 

conclusions about selection rates that are based on a percentage of the total applicant pool. 

Nevertheless, the applicant flow data has some utility in that it provides demographic 

information about applicants who applied for SEC vacancies as well as an indication of how 

those applicants progressed in the selection process. 

32 
 

 

 

 

 

Figure A-1 provides the survey (Demographic Information on Applicants form) response 

rate as well as the underlying computational statistics. The voluntary survey response rate, along 

with all other measures, decreased in FY 2015 when compared to FY 2014. In FY 2015, the SEC 

used USA Staffing to recruit for 444 jobs with 353 jobs leading to one or more selections. The 

SEC received 40,735 unique applications for employment and 46.5 percent of applicants elected 

to provide some type of demographic information. 

Figure A-1: Applicant Flow Survey Response Rate FY 2014 – FY 2015 

All Jobs No Selection Made Selection(s) Made 

FY 2014 

Total Jobs 548 160 388 

Total Applicants 61,835 18,558 43,277 

Total Demographic Provided 29,212 9,294 19,918 

Survey Response 47.2% 

FY 2015 

Total Jobs 444 91 353 

Total Applicants 40,735 8,980 31,755 

Total Demographic Provided 18,938 4,191 14,747 

Survey Response 46.5% 

Source: OPM’s USA Staffing Quarterly Data File. 

 Applicant flow data based on responses from applicants completing the survey provides 

some indication of the effectiveness of SEC’s outreach efforts. As shown in Figure A-2, nearly 

all minority groups had higher application rates relative to their CLF availability with the 

exception of Native Hawaiian or Other Pacific Islander. Women applied at a lower rate 

compared to their overall availability. (See Figure A-7 for a comparison of selection rates for 

selected SEC occupations to availability in the CLF.) 

Figure A-2: Applied vs. Availability FY 2015 

Men Women White Black Hispanic Asian NHPI AIAN TOM 

CLF Availability 51.9% 48.1% 72.4% 12.0% 10.0% 3.9% 1.1% 0.1% 0.5% 

Applied 57.8% 42.2% 36.3% 33.0% 15.4% 12.3% 0.1% 1.0% 1.8% 

0.0% 

10.0% 

20.0% 

30.0% 

40.0% 

50.0% 

60.0% 

70.0% 

80.0% 

Source: OPM’s USA Staffing Quarterly Data File; CLF data from Census. NHPI = Native Hawaiian/Pacific Islander; 

AIAN = American Indian/Alaska Native; and TOM = Two or More Races. 

33 
 

 

 

 

 

 

Analysis of application rates and gender distribution suggests that groups with high 

representations in lower grades tend to apply to lower graded jobs, as depicted in Figure A-3. For 

instance, the application rates for women start a downward trend at SK-11, when compared to 

men. At SK-09, nearly two thirds of applicants are women. At SK-17, the percentage of women 

applicant decreased to 29 percent. 

Figure A-3: Applications by Gender and SK Grades FY 2015 

3 4 5 7 9 11 12 13 14 15 16 17 

Men 56.0% 58.2% 46.9% 39.8% 37.4% 62.1% 52.6% 60.5% 63.1% 66.4% 65.2% 71.0% 

Women 44.0% 41.8% 53.1% 60.2% 62.6% 37.9% 47.4% 39.5% 36.9% 33.6% 34.8% 29.0% 

0.0% 

10.0% 

20.0% 

30.0% 

40.0% 

50.0% 

60.0% 

70.0% 

80.0% 

Source: OPM’s USA Staffing Quarterly Data File. 

Illustrated in Figure A-4 is the distribution of applications by race and ethnicity by SK 

grades. The application rates for Black or African American and Hispanic or Latino job seekers 

tend to be higher at the lower grades 

Figure A-4: Applications by Race, Ethnicity, and SK Grades FY 2015 

White Black Hispanic Asian NHPI AIAN TOM Total 

SK-03 54.1% 16.2% 17.6% 10.8% 0.0% 0.0% 1.4% 100.0% 

SK-04 16.7% 47.0% 13.6% 19.7% 0.0% 1.5% 1.5% 100.0% 

SK-05 34.7% 42.9% 11.2% 8.2% 0.0% 2.0% 1.0% 100.0% 

SK-07 12.4% 68.6% 14.0% 5.0% 0.0% 0.0% 0.0% 100.0% 

SK-09 20.2% 53.1% 17.0% 6.8% 0.1% 0.3% 2.4% 100.0% 

SK-11 31.4% 35.3% 19.2% 10.7% 0.2% 0.8% 2.5% 100.0% 

SK-12 31.5% 39.2% 16.1% 10.2% 0.1% 0.6% 2.2% 100.0% 

SK-13 40.6% 27.3% 14.8% 14.5% 0.2% 1.1% 1.4% 100.0% 

SK-14 37.9% 27.9% 13.8% 17.6% 0.1% 1.2% 1.6% 100.0% 

SK-15 40.2% 29.8% 15.7% 11.4% 0.1% 1.4% 1.4% 100.0% 

SK-16 49.9% 18.1% 14.9% 14.2% 0.1% 1.7% 1.3% 100.0% 

SK-17 45.0% 20.4% 16.5% 13.9% 0.3% 1.9% 2.1% 100.0% 

Source: OPM’s USA Staffing Quarterly Data File. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska 

Native; and TOM = Two or More Races. 

34 
 

 

 

 

Figure A-5 shows how the applicant flow selection rate for each demographic group 

compared to the SEC average. 

Figure A-5: Selection Rates by Gender, Race, and Ethnicity FY 2015 

2.5% 

SEC 

Average 

1.6% 

0.0% 

0.5% 

1.0% 

1.5% 

2.0% 

Men Women White Black Hispanic Asian NHPI AIAN TOM 

Selection Rate 1.5% 1.7% 2.3% 0.7% 1.1% 2.3% 0.0% 0.5% 0.9% 

Source: OPM’s USA Staffing Quarterly Data File. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska 

Native; and TOM = Two or More Races. 

Figure A-6 provides available data on each recruitment step for mission critical 

occupations. 

Figure A-6: Mission Critical Occupations by Recruitment Steps FY 2015 

Men Women White Black Hispanic Asian NHPI AIAN TOM 

0905 General Attorney 

Applied 60.6% 39.4% 50.3% 19.8% 13.9% 13.3% 0.1% 1.4% 1.1% 

Qualified 60.5% 39.5% 51.9% 18.7% 13.5% 13.3% 0.1% 1.4% 1.1% 

Referred 59.2% 40.8% 52.0% 18.3% 13.3% 14.0% 0.2% 1.1% 1.2% 

Selected 50.0% 50.0% 61.0% 12.2% 4.9% 19.5% 0.0% 0.0% 2.4% 

0510 Accounting 

Applied 57.2% 42.8% 35.9% 25.7% 17.0% 19.1% 0.2% 0.7% 1.4% 

Qualified 56.2% 43.8% 36.0% 25.2% 15.2% 20.9% 0.2% 0.7% 1.7% 

Referred 59.9% 40.1% 41.4% 21.8% 11.7% 23.8% 0.0% 0.0% 1.3% 

Selected 48.1% 51.9% 40.7% 3.7% 18.5% 37.0% 0.0% 0.0% 0.0% 

1831 Securities Compliance Examining 

Applied 65.4% 34.6% 45.1% 21.9% 21.2% 8.9% 0.3% 0.7% 1.8% 

Qualified 65.1% 34.9% 46.3% 20.5% 21.1% 9.7% 0.3% 0.6% 1.4% 

Referred 68.1% 31.9% 52.8% 16.0% 18.4% 11.7% 0.0% 0.6% 6.7% 

Selected 65.4% 34.6% 61.5% 7.7% 11.5% 19.2% 0.0% 0.0% 0.0% 

0110 Economist 

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

Qualified 70.2% 29.8% 50.3% 19.3% 9.3% 19.3% 0.6% 0.0% 1.2% 

Referred 69.6% 30.4% 45.7% 13.0% 10.9% 30.4% 0.0% 0.0% 0.0% 

Selected 55.6% 44.4% 44.4% 0.0% 11.1% 44.4% 0.0% 0.0% 0.0% 

Source: OPM’s USA Staffing Quarterly Data File. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native; and 

TOM = Two or More Races. 

35 
 

Figure A-7: Applications by Selected Occupation, Gender, Race, and Ethnicity Compared to CLF
 

FY 2015
 

Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2015 Total Applications 57.8% 42.2% 36.3% 33.0% 15.4% 12.3% 0.1% 1.0% 1.8% 

National CLF 51.9% 48.1% 72.4% 12.0% 10.0% 3.9% 0.1% 1.1% 0.5% 

0905 General Attorney 60.6% 39.4% 50.3% 19.8% 13.9% 13.3% 0.1% 1.4% 1.1% 

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

0510 Accounting 57.2% 42.8% 35.9% 25.7% 17.0% 19.1% 0.2% 0.7% 1.4% 

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

2210 Information Technology Management 78.5% 21.5% 34.6% 24.4% 13.5% 24.1% 0.1% 1.9% 1.4% 

Occupational CLF 70.4% 29.6% 73.1% 11.1% 7.6% 6.7% 0.2% 0.8% 0.6% 

0301 Miscellaneous Administration and Program 36.7% 63.3% 70.9% 12.5% 8.7% 6.2% 0.1% 1.0% 0.6% 

Occupational CLF 36.7% 63.3% 70.9% 12.5% 8.7% 6.2% 0.1% 1.0% 0.6% 

1831 Securities Compliance Examining 65.4% 34.6% 45.1% 21.9% 21.2% 8.9% 0.3% 0.7% 1.8% 

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

0343 Management and Program Analysis 50.4% 49.6% 25.7% 47.0% 16.2% 7.7% 0.0% 0.6% 2.9% 

Occupational CLF 58.4% 41.6% 81.6% 6.8% 4.6% 5.8% 0.1% 0.6% 0.5% 

0110 Economist 69.9% 30.1% 46.3% 17.8% 11.4% 21.9% 0.3% 1.6% 0.6% 

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

0950 Paralegal Specialist 34.3% 65.7% 33.7% 42.6% 13.6% 6.8% 0.0% 0.7% 2.5% 

Occupational CLF 16.1% 83.9% 75.2% 9.5% 10.5% 3.4% 0.1% 0.7% 0.6% 

0201 Human Resources Management 48.8% 51.2% 28.5% 52.2% 12.4% 3.6% 0.4% 0.8% 2.0% 

Occupational CLF 39.7% 60.3% 74.6% 10.4% 9.5% 4.2% 0.1% 0.7% 0.5% 

1102 Contracting 53.9% 46.1% 28.0% 44.7% 15.5% 8.2% 0.3% 0.9% 2.4% 

Occupational CLF 46.2% 53.8% 80.0% 8.5% 7.1% 3.1% 0.1% 0.8% 0.4% 

0501 Financial Administration and Program 54.2% 45.8% 27.6% 38.6% 18.0% 13.5% 0.2% 0.6% 1.6% 

Occupational CLF 43.7% 56.3% 71.1% 12.3% 9.8% 4.9% 0.1% 1.2% 0.5% 

1160 Financial Analysis 66.2% 33.8% 37.1% 26.7% 14.0% 21.0% 0.2% 0.4% 0.6% 

Occupational CLF 67.1% 32.9% 76.0% 7.5% 5.1% 10.5% 0.1% 0.3% 0.5% 

0318 Secretary 19.0% 81.0% 21.8% 38.6% 29.1% 7.3% 0.0% 0.5% 2.7% 

Occupational CLF 4.0% 96.0% 77.8% 9.2% 9.1% 2.3% 0.1% 1.0% 0.5% 

0340 Program Management 71.8% 28.2% 41.1% 32.4% 16.2% 7.9% 0.2% 1.2% 1.0% 

Occupational CLF 36.7% 63.3% 70.9% 12.5% 8.7% 6.2% 0.1% 1.0% 0.6% 

1501 Archivist 72.1% 27.9% 39.5% 20.4% 11.3% 26.3% 0.0% 0.5% 1.9% 

Occupational CLF 52.7% 47.3% 75.9% 7.3% 4.9% 10.1% 0.3% 0.8% 0.7% 

0080 Security Specialist 83.3% 16.7% 44.2% 32.3% 15.1% 3.5% 0.0% 1.9% 3.0% 

Occupational CLF 36.7% 63.3% 70.9% 12.5% 8.7% 6.2% 0.1% 1.0% 0.6% 

0203 Human Resources Assistant 26.7% 73.3% 15.1% 68.6% 8.4% 4.3% 0.0% 1.0% 2.7% 

Occupational CLF 17.2% 82.8% 63.0% 18.8% 12.8% 3.4% 0.1% 1.4% 0.5% 

0399 Admin & Office Support Student (STEP) 52.9% 47.1% 35.7% 35.7% 13.9% 12.2% 0.0% 1.3% 1.3% 

Occupational CLF 24.5% 75.5% 70.0% 14.3% 10.1% 3.6% 0.2% 1.2% 0.6% 

2003 Supply Program Management 70.9% 29.1% 22.9% 52.4% 19.4% 3.5% 0.0% 0.4% 1.3% 

Occupational CLF 65.2% 34.8% 69.8% 15.8% 8.1% 4.0% 0.4% 1.2% 0.6% 

0511 Auditing 59.5% 40.5% 28.1% 41.1% 15.1% 10.8% 0.0% 1.6% 3.2% 

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

0560 Budget Analyst 39.0% 61.0% 27.4% 47.8% 11.5% 10.2% 0.0% 0.6% 2.5% 

Occupational CLF 36.5% 63.5% 68.0% 16.1% 6.7% 7.0% 0.2% 1.1% 0.9% 

1811 Criminal Investigating 79.6% 20.4% 48.3% 17.0% 21.8% 8.2% 0.0% 2.0% 2.7% 

Occupational CLF 76.3% 23.7% 73.1% 11.8% 11.2% 2.1% 0.1% 1.1% 0.5% 

1035 Public Affairs 45.8% 54.2% 47.8% 34.5% 14.2% 1.8% 0.0% 0.0% 1.8% 

Occupational CLF 35.7% 64.3% 81.2% 7.8% 6.5% 3.3% 0.1% 0.7% 0.5% 

1082 Writing and Editing 41.2% 58.8% 55.4% 20.5% 14.3% 5.4% 0.0% 1.8% 2.7% 

Occupational CLF 43.1% 56.9% 86.8% 5.3% 3.5% 2.9% 0.0% 1.1% 0.4% 

1530 Statistician 75.4% 24.6% 44.3% 34.4% 4.9% 13.1% 0.0% 3.3% 0.0% 

Occupational CLF 52.7% 47.3% 75.9% 7.3% 4.9% 10.1% 0.3% 0.8% 0.7% 

Source: OPM’s USA Staffing Quarterly Data File; CLF data from Census. NHPI = Native Hawaiian/Pacific Islander; AIAN = 

American Indian/Alaska Native; and TOM = Two or More Races. Some occupations are excluded due to sample size. 

36 
 

Appendix B: Diversity Partners
 

Name 

Hispanic Association of Colleges and Universities (HACU) 

National Society of Hispanic MBA’s (NSHMBA) 

National Society of Hispanic MBA’s (NSHMBA-DC) 

White House Initiative on HBCU’s 

Association of Latino Professionals in Finance and Accounting (ALPFA) 

D.C. Diverse Partners Network, Inc. (DDPN) 

Hispanic Bar Association of the District of Columbia (HBA-DC) 

Hispanic National Bar Association (HNBA) 

National Association of Asian MBAs (Ascend NAAMBA) 

National Association of Black Accountants (NABA) 

National Association of Black Accountants (NABA) – DC 

National Bar Association (NBA) 

National Bar Association Greater Washington Area Chapter (GWAC) 

National Black MBA Association, DC Chapter (NBMBAA) 

Ascend (ASCEND) 

South Asian Bar Association of Washington, DC (SABA-DC) 

Thurgood Marshall College Fund (TMCF) 

37 
 

Appendix C: FY 2015 Outreach Events
 

Event Name Date 

University of Miami - Fall 2014 Career Fair October 1, 2014 

Corporate Counsel Women of Color Annual Career Strategies Conference October 10, 2014 

National Association of Women MBAs 2014 Conference and Career Fair October 11, 2014 

George Washington University – The Chinese Finance Association Presentation October 16, 2014 

Thurgood Marshall College Fund Webinar - Careers that Count October 16, 2014 

Florida International University, Center for the Humanities in an Urban Environment 

Presentation 

October 21, 2104 

Florida International University Rulemaking for Women Lawyers Presentation November 3, 2014 

National Asian Pacific American Bar Association Annual Convention November 6, 2014 

2014 Ascend National Association of Asian MBAs Conference and Career Fair November 7, 2014 

Thurgood Marshall College Fund 2014 Leadership Institute November 10, 2014 

National Association of Black Accountants - Women of NABA Brunch November 15, 2014 

San Diego Initiative November 17, 2014 

Toigo Women in Leadership Groundbreakers Summit December 11, 2014 

American Bar Association Legal Career Development Expo January 15, 2015 

University of South Carolina – Black Law Students Association and Women in Law Association 

Presentation 

January 28, 2015 

Florida International University School of Law Public Interest Fair January 29, 2015 

Women's Bar Association of DC - Acing the Application Presentation February 3, 2015 

Association of Latino Professionals for America (ALPFA) Presentation February 5, 2015 

Thurgood Marshall College Fund Webinar - Internships - OHR February 5, 2015 

National Association of Securities Professionals Mentors Luncheon and Career Symposium February 6, 2015 

The League of United Latin American Citizens National Legislative Conference February 11, 2015 

Santa Clara Law 11th Annual Diversity Gala February 12, 2015 

Nova Southeastern University School of Law Public Interest Fair February 19, 2015 

Washington Bar Association of DC 12th Annual Career Fair February 21, 2015 

Wellesley College Career Fair February 25, 2015 

Wayne State University Career Fair February 25, 2015 

University of Michigan Career Fair February 25, 2015 

National Bar Association 28th Annual Corporate Counsel Conference February 26, 2015 

Delta Sigma Theta/Torch of Wisdom Foundation Presentation February 26, 2015 

Alabama State University Presentation February 27, 2015 

Georgetown Aspiring Minority Business Leaders and Entrepreneurs Diversity Dialogue 

Conference 

February 27, 2015 

Saint Mary's College of California, An Interview with Women in Federal Public Service March 4, 2015 

Professional Diversity Network, St. Louis Diversity Career Fair March 10, 2015 

Hispanic National Bar Association 6th Annual Corporate Counsel Conference March 18, 2015 

Thurgood Marshall College Fund Webinar - Internships - Accountants March 25, 2015 

Women in Technology International Virtual Career Fair March 25, 2015 

SEC Student Shadowing Program March 26, 2015 

National Society for Hispanic Professionals LatPro Diversity Job Fair - New York April 1, 2015 

Hispanic Bar Association of DC Career Fair April 2, 2015 

Harvard Latino Law, Policy, and Business Conference April 3, 2015 

38 
Event Name Date 

Federal Bar Association Indian Law Conference April 9, 2015 

Native American Finance Officers Association Conference April 20, 2015 

Trinity University Career Week: Resume Clinic Employer Expo Design Your Career Path April 23, 2015 

Thurgood Marshall College Fund Webinar - Securities Compliance Examiners May 5, 2015 

Spelman College Women of Color Leadership Conference May 13, 2015 

National Society for Hispanic Professionals LatPro Diversity Job Fair - Denver May 14, 2015 

United Negro College Fund Student Gateway to Leadership Program May 27, 2015 

National Association of Black Accountants 2015 NABA National Convention & Expo June 10, 2015 

NYRO Accountants, Attorneys, and Examiners Open House Networking and Information 

Session 

June 10, 2015 

North American South Asian Bar Association 2015 Annual Conference June 11, 2015 

National Association of Securities Professionals Annual Pension and Financial Services 

Conference 

June 15, 2015 

Minority Corporate Counsel Association Creating Pathways to Diversity Conference June 25, 2015 

National Association for the Advancement of Colored People 106th Annual NAACP Convention July 11, 2015 

National Bar Association Annual Convention July 19, 2015 

National Urban League 2015 National Urban League Conference July 29, 2015 

National LGBT Bar Association Lavender Law Conference and Career Fair August 5, 2015 

Pan-Asian Leaders (ASCEND) National Conference August 29, 2015 

SEC Disability Invitational Hiring Event September 1, 2015 

Hispanic National Bar Association Annual Convention September 2, 2015 

Savannah State University "Evening with Business Professionals" September 3, 2015 

2015 NSHMBA DC Annual Career Management Program September 11, 2015 

Hawaii Outreach Initiative September 15, 2015 

Congressional Black Caucus "Expanding Access to Investment Capital at CBC Week Tech. 

Festival" 

September 16, 2015 

National Black MBA Association Annual Conference and Expo September 22, 2015 

Corporate Counsel Women of Color Career Strategies Conference September 23, 2015 

Professional Diversity Network, Dallas Diversity Career Fair September 24, 2015 

Howard University School of Law Brown Bag - SEC Student Internships September 29, 2015 

Source: Office of Minorities and Women Inclusion 

39 
Appendix D: Composition of Occupations byGender,
 

Race, and Ethnicity
 

Job Series Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2015 Total Workforce 54.1% 45.9% 66.5% 16.3% 5.0% 11.3% 0.1% 0.4% 0.4% 

National CLF 51.9% 48.1% 72.4% 12.0% 10.0% 3.9% 0.1% 1.1% 0.5% 

0905 General Attorney 56.9% 43.1% 79.4% 7.0% 3.8% 9.3% 0.1% 0.3% 0.2% 

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

0510 Accounting 57.4% 42.6% 71.7% 8.5% 6.1% 13.2% 0.0% 0.3% 0.2% 

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

2210 Information Technology Management 73.5% 26.5% 44.4% 24.0% 7.2% 21.5% 0.4% 1.8% 0.7% 

Occupational CLF 70.4% 29.6% 73.1% 11.1% 7.6% 6.7% 0.2% 0.8% 0.6% 

0301 Miscellaneous Administration and Program 26.4% 73.6% 35.5% 50.0% 7.9% 4.5% 0.8% 0.0% 1.2% 

Occupational CLF 36.7% 63.3% 70.9% 12.5% 8.7% 6.2% 0.1% 1.0% 0.6% 

1831 Securities Compliance Examining 71.6% 28.4% 70.3% 8.1% 5.0% 16.2% 0.0% 0.0% 0.5% 

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

0343 Management and Program Analysis 31.3% 68.8% 43.0% 44.5% 4.7% 4.7% 0.0% 0.8% 2.3% 

Occupational CLF 50.4% 49.6% 25.7% 47.0% 16.2% 7.7% 0.0% 0.6% 2.9% 

0110 Economist 65.2% 34.8% 66.1% 2.7% 3.6% 26.8% 0.0% 0.9% 0.0% 

Occupational CLF 69.9% 30.1% 46.3% 17.8% 11.4% 21.9% 0.3% 1.6% 0.6% 

0950 Paralegal Specialist 13.3% 86.7% 48.9% 32.2% 8.9% 7.8% 0.0% 1.1% 1.1% 

Occupational CLF 16.1% 83.9% 75.2% 9.5% 10.5% 3.4% 0.1% 0.7% 0.6% 

0201 Human Resources Management 25.0% 75.0% 39.3% 48.2% 5.4% 5.4% 0.0% 1.8% 0.0% 

Occupational CLF 39.7% 60.3% 74.6% 10.4% 9.5% 4.2% 0.1% 0.7% 0.5% 

1102 Contracting 48.1% 51.9% 42.3% 36.5% 7.7% 9.6% 0.0% 1.9% 1.9% 

Occupational CLF 46.2% 53.8% 80.0% 8.5% 7.1% 3.1% 0.1% 0.8% 0.4% 

0303 Miscellaneous Clerk and Assistant 40.0% 60.0% 25.0% 72.5% 0.0% 2.5% 0.0% 0.0% 0.0% 

Occupational CLF 24.5% 75.5% 70.0% 14.3% 10.1% 3.6% 0.2% 1.2% 0.6% 

0501 Financial Administration and Program 23.1% 76.9% 33.3% 56.4% 5.1% 5.1% 0.0% 0.0% 0.0% 

Occupational CLF 43.7% 56.3% 71.1% 12.3% 9.8% 4.9% 0.1% 1.2% 0.5% 

1160 Financial Analysis 76.9% 23.1% 56.4% 12.8% 2.6% 28.2% 0.0% 0.0% 0.0% 

Occupational CLF 67.1% 32.9% 76.0% 7.5% 5.1% 10.5% 0.1% 0.3% 0.5% 

0318 Secretary 2.6% 97.4% 21.1% 63.2% 7.9% 7.9% 0.0% 0.0% 0.0% 

Occupational CLF 4.0% 96.0% 77.8% 9.2% 9.1% 2.3% 0.1% 1.0% 0.5% 

0340 Program Management 58.3% 41.7% 91.7% 4.2% 4.2% 0.0% 0.0% 0.0% 0.0% 

Occupational CLF 36.7% 63.3% 70.9% 12.5% 8.7% 6.2% 0.1% 1.0% 0.6% 

1801 General Insp. Invest. and Comp. 66.7% 33.3% 52.4% 28.6% 4.8% 9.5% 0.0% 0.0% 4.8% 

Occupational CLF 53.6% 46.4% 73.2% 11.1% 8.7% 5.0% 0.2% 1.1% 0.6% 

0986 Legal Assistant 15.8% 84.2% 15.8% 68.4% 10.5% 5.3% 0.0% 0.0% 0.0% 

Occupational CLF 25.9% 74.1% 74.9% 10.1% 9.4% 3.9% 0.1% 1.2% 0.5% 

1001 General Arts and Information 11.1% 88.9% 50.0% 33.3% 5.6% 11.1% 0.0% 0.0% 0.0% 

Occupational CLF 55.0% 45.0% 84.4% 3.3% 6.0% 4.3% 0.1% 1.4% 0.5% 

0511 Auditing 66.7% 33.3% 60.0% 20.0% 6.7% 13.3% 0.0% 0.0% 0.0% 

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

0080 Security Specialist 53.3% 46.7% 53.3% 46.7% 0.0% 0.0% 0.0% 0.0% 0.0% 

Occupational CLF 36.7% 63.3% 70.9% 12.5% 8.7% 6.2% 0.1% 1.0% 0.6% 

0399 Admin & Office Support Student Trainee (STEP) 57.1% 42.9% 28.6% 35.7% 14.3% 14.3% 0.0% 0.0% 7.1% 

Occupational CLF 24.5% 75.5% 70.0% 14.3% 10.1% 3.6% 0.2% 1.2% 0.6% 

1811 Criminal Investigating 69.2% 30.8% 61.5% 23.1% 7.7% 7.7% 0.0% 0.0% 0.0% 

Occupational CLF 76.3% 23.7% 73.1% 11.8% 11.2% 2.1% 0.1% 1.1% 0.5% 

0203 Human Resources Assistant 9.1% 90.9% 9.1% 90.9% 0.0% 0.0% 0.0% 0.0% 0.0% 

Occupational CLF 17.2% 82.8% 63.0% 18.8% 12.8% 3.4% 0.1% 1.4% 0.5% 

0904 Law Clerk 63.6% 36.4% 63.6% 18.2% 0.0% 18.2% 0.0% 0.0% 0.0% 

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

0560 Budget Analyst 55.6% 44.4% 44.4% 55.6% 0.0% 0.0% 0.0% 0.0% 0.0% 

Occupational CLF 36.5% 63.5% 68.0% 16.1% 6.7% 7.0% 0.2% 1.1% 0.9% 

40 
 

 

Appendix D (Cont’d) 

Job Series Men Women White Black Hispanic Asian NHPI AIAN TOM 

1701 General Education and Training 44.4% 55.6% 88.9% 11.1% 0.0% 0.0% 0.0% 0.0% 0.0% 

Occupational CLF 62.5% 37.5% 79.5% 8.0% 7.1% 4.1% 0.1% 0.5% 0.7% 

1802 Compliance Inspection and Support 25.0% 75.0% 62.5% 25.0% 12.5% 0.0% 0.0% 0.0% 0.0% 

Occupational CLF 43.1% 56.9% 86.8% 5.3% 3.5% 2.9% 0.0% 1.1% 0.4% 

1515 Operations Research Analyst 50.0% 50.0% 50.0% 16.7% 0.0% 33.3% 0.0% 0.0% 0.0% 

Occupational CLF 51.4% 48.6% 74.4% 11.8% 6.4% 6.3% 0.2% 0.5% 0.5% 

1082 Writing and Editing 33.3% 66.7% 83.3% 0.0% 0.0% 16.7% 0.0% 0.0% 0.0% 

Occupational CLF 43.1% 56.9% 86.8% 5.3% 3.5% 2.9% 0.0% 1.1% 0.4% 

Source: FPPS retrieved on November 9, 2015. CLF data from Census retrieved on January 4, 2016. NHPI = Native Hawaiian/Pacific 

Islander; AIAN = American Indian/Alaska Native, and TOM = Two or More Races. Mission Critical Occupations highlighted in red. Some 

occupations are excluded due to PII. 

41 
 

 

 

 

 

Appendix E: Supervisors and Managers Diversity
 

FY 2012 – FY 2015
 

SK-15 Supervisors and Managers 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 253 171 82 186 27 11 26 1 2 0 

100.0% 67.6% 32.4% 73.5% 10.7% 4.3% 10.3% 0.4% 0.8% 0.0% 

FY 2013 268 179 89 193 31 10 31 1 1 1 

100.0% 66.8% 33.2% 72.0% 11.6% 3.7% 11.6% 0.4% 0.4% 0.4% 

FY 2014 298 200 98 211 37 12 34 1 2 1 

100.0% 67.1% 32.9% 70.8% 12.4% 4.0% 11.4% 0.3% 0.7% 0.3% 

FY 2015 318 211 107 225 38 12 38 1 4 1 

100.0% 66.4% 33.6% 70.8% 11.9% 3.8% 11.9% 0.3% 1.3% 0.3% 

Percent Change 25.7% 23.4% 30.5% 21.0% 40.7% 9.1% 46.2% 0.0% 100.0% 0.0% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native, and 

TOM = Two or More Races. 

SK-17 Supervisors and Managers 

Total Men Women White Black Hispanic Asian NHPI AIAN TOM 

FY 2012 349 209 140 297 21 11 19 1 0 0 

1 0.599 0.401 0.851 0.06 0.032 0.054 0.003 0 0 

FY 2013 343 200 143 277 25 15 23 1 2 0 

100% 58.30% 41.70% 80.80% 7.30% 4.40% 6.70% 0.30% 0.60% 0.00% 

FY 2014 358 205 153 294 24 15 23 1 1 0 

100% 57.30% 42.70% 82.10% 6.70% 4.20% 6.40% 0.30% 0.30% 0.00% 

FY 2015 370 214 156 301 27 16 24 1 1 0 

100.0% 57.8% 42.2% 81.4% 7.3% 4.3% 6.5% 0.3% 0.3% 0.0% 

Percent Change 6.0% 2.4% 11.4% 1.3% 28.6% 45.5% 26.3% 0.0% 0.0% 0.0% 

Source: FPPS retrieved on November 9, 2015. NHPI = Native Hawaiian/Pacific Islander; AIAN = American Indian/Alaska Native, and 

TOM = Two or More Races. 

42