TABLE OF CONTENTS

MESSAGE FROM THE CHIEF DIVERSITY & INCLUSION OFFICER ...............................................................................................1

EXECUTIVE SUMMARY............................................................................................................................................................3

OVERVIEW.............................................................................................................................................................................5

BUSINESS DIVERSITY & INCLUSION

Minority-Owned and Women-Owned Business Utilization..............................................................................................9

 Trends in Minority-Owned Business Utilization .........................................................................................................10

 Trends in Women-Owned Business Utilization ..........................................................................................................11

 Trends in MWOB Small Business Utilization ..............................................................................................................12

 MWOB Participation in Specific Acquisition Categories..............................................................................................13

Good Faith Effort Mandate...........................................................................................................................................16

Financial Agent Authority ..............................................................................................................................................17

INITIATIVES & ACCOMPLISHMENTS

Capacity Building..........................................................................................................................................................19

 Bank Mentor Protégé Program..................................................................................................................................19

 Industry Outreach .....................................................................................................................................................19

 Historically Black Colleges and Universities Contracting.............................................................................................22

Economic Empowerment .............................................................................................................................................22

 Community Development Financial Institutions Fund................................................................................................22

 Small Business Lending Fund ...................................................................................................................................23

Accountability......................................................................................................................................................................23

Challenges ..........................................................................................................................................................................24

Fiscal Year 2020 Plans .........................................................................................................................................................24

WORKFORCE DIVERSITY & INCLUSION

Workforce Demography ...............................................................................................................................................27

 Racial, Ethnic and Gender Profiles.............................................................................................................................27

 Benchmark Comparisons..........................................................................................................................................28

 Senior Management .................................................................................................................................................29

 All Grade Groupings..................................................................................................................................................30

 Hiring and Attrition ...................................................................................................................................................31

 Mission Critical Occupations Trends by Race/Ethnicity and Gender...........................................................................33

 Student Employment ................................................................................................................................................35

Workplace Inclusion .....................................................................................................................................................37

 New IQ Inclusion Quotient ........................................................................................................................................37

 Best Places to Work Ranking......................................................................................................................................37

INITIATIVES ACCOMPLISHMENTS

Organizational Transformation .....................................................................................................................................39

 Quantitative and Qualitative Analysis.........................................................................................................................39

 Inclusive Diversity Awareness and Training................................................................................................................39

Community Empowerment ...........................................................................................................................................41

 Outreach...................................................................................................................................................................41

 Financial Literacy.......................................................................................................................................................41

Accountability......................................................................................................................................................................42

Challenges...........................................................................................................................................................................43

Fiscal Year 2020 Plans..........................................................................................................................................................45

APPENDIX

List of Abbreviations......................................................................................................................................................46
& 
‘Diversity and Inclusion’ has emerged as a discipline over the past fifty or so years. But, I 

contend that the origin of these values in this country can be traced back to the founding 

of this nation and the ideal of “E Pluribus Unum” inscribed on the Great Seal of the United 

States. That Latin phrase, which translates to “From many, one”, encapsulates what we 

have come to mean as ‘diversity and inclusion.’ So, in the spirit of E Pluribus Unum, this 

ninth Office of Minority and Women Inclusion Annual Report to Congress details statistical 

data, accomplishments, and challenges in workforce and business diversity and inclusion 

throughout Treasury’s headquarters in fiscal year 2019. For example:

9 We maintained an upward trajectory. The percentage and dollar amounts of contract obligations 

with minority-owned and women-owned businesses were among the highest ever. 

9 We supported community financial institutions. OMWI and the Bureau of Fiscal Services Office 

of Revenue Collections expanded an unprecedented Bank Mentor-Protégé Program 

between large banks and small financial institutions, including minority-owned banks. 

9 We reached diverse businesses. The Office of Small Disadvantaged Business Utilization hosted a series of vendor outreach sessions 

reaching over 3,400 small, minority-owned, and women-owned businesses as prospective contractors, including Historically 

Black Colleges and Universities. 

9 We invested in underserved communities. Millions of dollars supported community investment through the Community 

Development Financial Institutions Fund and the Small Business Lending Fund. 

9 We opened minds. Through training offered by OMWI and the Treasury Executive Institute, a broad array of opportunities to 

promote competencies in inclusive diversity was accessible to all Treasury employees. 

9 We advanced financial literacy. The Office of Consumer Policy coordinated the issuance of two reports on financial literacy reform 

and best practices for financial literacy and education in higher education. 

9 We achieved benchmarks. The overall workforce in Treasury’s headquarters is racially diverse, with Black and Asian employees 

represented at or above nearly all of the relevant benchmarks. 

9 We inspired tomorrow’s leaders. OMWI hosted 12 talented minority students in the Treasury Scholars Program, increasing the 

diversity among all interns by 18 percent in Treasury’s headquarters.

Much progress has been made, but much work remains. We can achieve more and we will. Through the efforts of the OMWI team 

to methodically quantify and qualify our progress against benchmarks and aspirations, we know where gaps exist, barriers reside, 

and challenges remain. We also know that leadership commitment, accountability measures, and strategic action are the formula for 

advancing positive changes toward inclusive diversity. 

As Americans, we live in one of the most multi-ethnic, multi-racial, and culturally diverse nations in the world. As this report 

shows, we take seriously our obligation to ensure that those who do the work of Treasury, as either employees or contractors, are 

representative of the beneficiaries of our work – the American people. 

MESSAGE FROM THE

CHIEF DIVERSITY &

INCLUSION OFFICER 

Lorraine Cole Lorraine Cole, Ph.D. 

Chief Diversity and Inclusion Officer

Office of Minority and Women Inclusion

U.S. Department of the Treasury 

Departmental Offices

Lorraine Cole, Ph.D.

Chief Diversity and Inclusion Officer

Office of Minority and Women Inclusion

FY2019 Annual Report to Congress 1
2019

24

44 36

 October 1, 2018 – September 30, 2019

BY THE NUMBERS

PERCENTAGE OF WOMEN PERMANENT 

EMPLOYEES AT THE SENIOR EXECUTIVE 

SERVICE (SES) LEVEL

PERCENTAGE OF 

WOMEN PERMANENT 

EMPLOYEES

 TOTAL AMOUNT OF CONTRACT 

DOLLARS OBLIGATED WITH 

MINORITY-OWNED BUSINESSES

PERCENTAGE OF 

RACIAL/ETHNIC MINORITY

 PERMANENT EMPLOYEES

23.1

PERCENTAGE OF CONTRACT

OBLIGATIONS WITH 

WOMEN-OWNED BUSINESSES

25

PERCENTAGE OF CONTRACT 

OBLIGATIONS WITH 

MINORITY-OWNED BUSINESSES FEVS

 FAIRNESS 

SCORE

FEVS INCLUSION

QUOTIENT SCORE

PERCENTAGE OF MINORITY PERMANENT EMPLOYEES AT THE SENIOR EXECUTIVE SERVICE (SES) LEVEL

TOTAL AMOUNT OF CONTRACT DOLLARS OBLIGATED WITH WOMEN-OWNED BUSINESSES

1,760

63.49

54.75

$82,150,086

TOTAL NUMBER OF 

PERMANENT EMPLOYEES

FY
 EXECUTIVE 

SUMMARY

BUSINESS DIVERSITY. Despite the absence of mandated contracting goals 

for other than small businesses, Treasury Departmental Offices’ commitment to 

minority-owned and women-owned business (MWOB) utilization has remained 

strong. In FY 2019, Treasury Departmental Offices’ total procurement contracts 

for goods and services represented $329 million in obligations (with 1,754 

contract actions), with over one-third (34 percent) of contract dollars totaling 

$112 million going to either minority-owned or women-owned businesses. A 

total of $82 million, or 25 percent of total contract obligations, was awarded to 

minority-owned businesses. A total of $76 million, or 23 percent of total contract 

obligations, was awarded to women-owned businesses of all sizes. Among the small business categories, contract obligations to 

small disadvantaged businesses represented 6 percent of all Departmental Offices contracts; and contract obligations to womenowned small businesses represented 17 percent – both above the 5 percent statutory goal.

Since OMWI first began tracking MWOB contracting in 2011, there has been an almost steady upward trajectory in MWOB 

utilization. The percentage and dollar amounts of minority-owned business and women-owned business contract obligations by 

Treasury Departmental Offices were among the highest ever in FY19. These achievements were accomplished without mandated 

goals as incentives for other than specific small business categories. With such strong performance in the utilization of minorityowned and women-owned businesses in FY 2019, it is difficult to propose or predict challenges.

However, with the implementation of category management strategies as a recent directive for the government-wide acquisition 

community, there remains the potential for a negative impact on contracting with minority-owned and women-owned businesses 

as an unintended consequence, particularly in specific industries where such businesses are not abundantly present. Therefore, 

even though no particular challenge in this regard was noted in FY 2019 for the second consecutive, this is an area where continued 

monitoring will be important.

The Office of Minority and Women Inclusion (OMWI) The Office of Minority and Women Inclusion (OMWI) 

in the Department of the Treasury Departmental Offices was established by the Dodd-Frank Wall Street Reform and 

Consumer Protection Act (Dodd-Frank Act) § 342 (P.L. 111-203) and is responsible for all matters relating to diversity 

in management, employment, and Treasury’s business activities in Departmental Offices, excluding the enforcement of 

statutes, regulations, or executive orders pertaining to civil rights. This ninth report is submitted to Congress pursuant to 

the Dodd-Frank Act regarding the actions taken by Treasury and the OMWI during Fiscal Year (FY) 2019. 

FY2019 Annual Report to Congress 3
WORKFORCE DIVERSITY. In FY 2019, the Treasury Departmental Offices permanent workforce of 1,760 

represented about 2 percent of the total Treasury-wide workforce. More than one-third (36%) of Treasury 

Departmental Offices permanent employees across all grade levels are racial or ethnic minorities. Blacks 

represent the largest of the minority groups at 20 percent. Asians and Hispanics comprise 10 percent and 

5 percent, respectively. Native Hawaiian or Other Pacific Islanders, American Indian or Alaska Natives, and 

those who identify themselves as Two or More Races each represent less than 1 percent of the total Treasury 

Departmental Offices permanent workforce. Within senior management positions, minorities represent 

18 percent of the permanent GS-15 level, and 14 percent of the permanent senior executive service (SES) 

positions. With regard to gender representation within Treasury Departmental Offices, 44 percent are women 

and 56 percent are men. Within senior management positions, women comprise 41 percent of the permanent 

GS-15 level and 24 percent of the permanent SES positions. 

Treasury Departmental Offices is committed to adopting leading edge strategies to maintain accountability, 

transform the workplace culture, analyze data, and conduct outreach as we aim to secure a high performing 

workforce drawn from a diverse pool of candidates. The biggest challenges to implementing the workforce 

diversity provisions of Dodd-Frank Act § 342 have been hiring restrictions, retention rates, identifying and 

mitigating underlying root causes for underrepresentation in specific racial/ethnic and gender categories, and 

perceptions of the workplace culture. 

First, throughout FY 2018, there was a personnel cap imposed for Treasury Departmental Offices, which maintained 

staffing at specified levels and, thus, constrained hiring and prospects to further impact workforce diversity in 

FY 2019. The hiring rates in FY 2019 were comparable (only +/– 1 percent). Over a period of 5 years, Hispanic 

employees have been hired at an average of 6 percent and attrition rates remain unchanged at 5 percent. Among 

minority groups, Hispanic employees at Treasury Departmental Offices are represented at a lower rate compared to 

the Treasury workforce and the federal government workforce (12 percent, 9 percent, respectively).

Second, hiring constraints were compounded by retention rates. Black employees left at a significantly higher 

rate in FY 2019 than the preceding four years at Treasury Departmental Offices. In FY2019, the separation rate 

was the highest for Black employees which was 6 percent greater (23 percent) than FY 2018. Although the 

separation rate of minorities (36 percent) was slightly higher than the hiring rate of minorities (34 percent); 

it is important to note the significant change from one year to the next. The hire rate of minorities increased 

from FY 2018 to FY 2019 by 9 percent improving the ratio of separation to hire rate of minorities.

Third, the continuing challenge is to identify and mitigate the root causes and systemic barriers to the 

employment and advancement of women and racial/ethnic minority groups in specific areas of the workforce. 

There is an overall underrepresentation of Hispanics in the workforce below nearly all benchmarks, in 

senior management and senior executive positions, and in mission critical occupations. Similarly, there 

is an underrepresentation of women, Blacks, and Asians in senior executive positions, at specific senior 

management levels, and in certain mission critical occupations. 

Fourth, employee perceptions of fairness (54.75 in FY 2019 and 53.28 in FY 2018) have been consistently 

below the acceptable score of 65 percent on the inclusion quotient of the annual Federal Employee Viewpoint 

Survey (FEVS). On rankings across the federal government of Best Places to Work, Treasury Departmental 

Offices ranked in the third quartile (312 out of 420) among federal agency subcomponents on this quotient; 

ranked in the third quartile (308 out of 414) on the subcategory of “support for diversity”; and ranked in the 

third quartile (259 out of 413) on the subcategory of “effective leadership: fairness.”

4 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
U.S. DEPARTMENT OF THE TREASURY 

Mission

Maintain a strong economy and create economic and job opportunities by promoting conditions that enable economic growth and 

stability at home and abroad; strengthen national security by combating threats and protecting the integrity of the financial system; 

and manage the U.S. government’s finances and resources effectively.

GOALS

Boost U.S. Economic Growth 

Enhance National Security 

Achieve Operational Excellence

Promote Financial Stability 

Transform Government-wide 

Financial Stewardship

1

2

3

4

5

This ninth annual report is submitted to Congress pursuant to the Dodd-Frank Wall Street Reform and Consumer Protection Act of 

2010 (Dodd-Frank Act) § 342 (P.L. 111-203) regarding the actions taken by Treasury and the Office of Minority and Women Inclusion, 

Departmental Offices (OMWI) during Fiscal Year (FY) 2019.1

1. Refer to https://legcounsel.house.gov/Comps/Dodd-Frank%20Wall%20Street%20Reform%20and%20Consumer%20Protection%20Act.pdf. For the purposes of this report and 

consistent with Dodd Frank Act § 342 (g) (3), the standards employed by the Office of Personnel Management (OPM), and the Equal Employment Opportunity Commission (EEOC), 

the definition used for the term “minority” is: Hispanic or Latino; Black or African American; Asian; Native Hawaiian or Other Pacific Islander; and American Indian or Alaska Native.

OVERVIEW

FY2019 Annual Report to Congress 5
U.S. DEPARTMENT OF THE TREASURY

Throughout its rich history, Treasury’s core mission has not changed. With nearly 100,000 employees in its ranks, Treasury is still 

the steward of the U.S. economy – taking in revenue, paying bills, and, when appropriate, borrowing and investing public funds. In 

more recent years, Treasury’s role has expanded to being a leader in safeguarding and growing the nation’s economy. 

Treasury is organized into the Departmental Offices (i.e., Treasury’s headquarters), seven operating bureaus, and three inspectors 

general. The Departmental Offices are primarily responsible for policy formulation, while the bureaus are primarily the operating 

units of the organization. Internally, the Departmental Offices are responsible for overall management of Treasury.

Treasury Departmental Offices (Headquarters)

• Domestic Finance works to preserve confidence in the U.S. Treasury market, 

effectively manage federal fiscal operations, strengthen financial institutions and 

markets, promote access to credit, and improve financial access and education in 

service of America’s long-term economic strength and stability. 

• Economic Policy reports on current and prospective economic developments 

and assists in the determination of appropriate economic policies. 

• The Office of General Counsel provides legal and policy advice to the 

Secretary and other senior Departmental officials. 

• International Affairs protects and supports U.S. economic prosperity 

and national security by working to help ensure the most favorable external 

environment for sustained jobs and economic growth in the United States.

• Legislative Affairs develops strategies to implement legislative initiatives, 

communicates Treasury’s positions to the Congress, and keeps the Department 

informed of Congressional objectives, concerns, activities, and interests. 

• Management is responsible for managing the Department’s financial resources 

and overseeing Treasury-wide programs, including human capital, information 

technology, acquisition, and diversity issues. 

• Public Affairs develops and implements communications strategy for the Department and advises officials within the 

Department and its bureaus how best to communicate issues and priorities of public interest.

• Tax Policy develops and implements tax policies and programs, reviews regulations and rulings to administer the Internal 

Revenue Code, negotiates tax treaties, and provides economic and legal policy analysis for domestic and international tax policy 

decisions. Tax Policy also provides revenue estimates for the President’s Budget.

• Terrorism and Financial Intelligence marshals the Department’s intelligence and enforcement functions with the twin 

aims of safeguarding the financial system against illicit use and combating rogue nations, terrorist facilitators, weapons of mass 

destruction (WMD) proliferators, money launderers, drug kingpins, and other national security threats. The office is responsible 

for the review and analysis of domestic economic issues and developments in the financial markets.

• The Treasurer of the United States has direct oversight of the U.S. Mint and Fort Knox and is a key liaison with the Federal 

Reserve. Additionally, the Treasurer oversees the Office of Consumer Policy at Treasury and serves as a senior advisor to the 

Secretary on community development and engagement.

The Office of Domestic Finance

The Office of Economic Policy 

The Office of General Counsel

The Office of 

International Affairs 

The Office of Legislative Affairs

The Office of Management 

The Office of Public Affairs 

The Office of Tax Policy 

The Office of Terrorism 

and Financial Intelligence 

The Treasurer 

of the United States 

6 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
OFFICE OF MINORITY & WOMEN INCLUSION 

PRIMARY DUTIES

The Office of Minority and Women Inclusion (OMWI) was established on January 21, 2011 in accordance 

with the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (Dodd-Frank) § 342 (P.L. 111-203). The express 

statutory authority of OMWI covers Treasury Departmental Offices. For Treasury Departmental Offices, OMWI is responsible 

for all matters relating to diversity in management, employment, and business activities, excluding the enforcement of statutes, 

regulations, or executive orders pertaining to civil rights. OMWI is required to develop standards for equal employment opportunity 

and the racial, ethnic, and gender diversity of the workforce. OMWI 

is also required to take steps to seek diversity, in a manner consistent 

with applicable law, in the workforce of Treasury Departmental 

Offices at all levels of the organization, but particularly within senior 

management. In addition to workforce diversity, OMWI is charged 

with seeking increased participation of minority-owned and womenowned businesses in the programs and contracts of the agency. 

OMWI is responsible for establishing procedures to determine if 

agency contractors and their subcontractors have made good faith 

efforts to include minorities and women in their workforce.2 

The Chief Diversity and Inclusion Officer for Treasury Departmental 

Offices is the Director of OMWI and serves as the chief strategist to 

the Treasury Secretary and chief advisor to the Assistant Secretary for 

Management of efforts pertaining to workforce and business diversity 

and inclusion. The OMWI Director directly reports to Assistant 

Secretary for Management on a day-to-day basis and has a dotted 

reporting line to the Secretary of the Treasury. Throughout 2019 and 

in accordance with Dodd Frank § 342, Lorraine Cole, Chief Diversity 

and Inclusion Officer, held meetings with Treasury Secretary Steven 

T. Mnuchin and the Deputy Secretary to provide briefings on relevant 

aspects of workforce and business diversity and inclusion, consult on 

new initiatives, and recommend leadership action, as necessary. 

Develop standards for diversity of the 

workforce and senior management 

Support recruitment/advancement 

efforts toward workforce diversity at all 

levels 

Develop standards for increased 

minority-owned and women-owned 

business contracts

Develop standards for technical 

assistance to businesses 

Develop procedures for contracting that 

considers the diversity of the applicant 

Develop standards to determine whether 

contractors and subcontractors are 

making a good-faith effort to include 

minorities and women in their workforce

Submit an annual report to Congress 

Conduct data analysis and produce 

internal reports

Provide advice and advocacy

2. It should be noted that Treasury Departmental Offices is not a financial regulatory agency. Thus, the requirement in the Dodd-Frank Act § 342 to assess the diversity policies and 

practices of entities regulated by the agency is not applicable to the Treasury Departmental Offices OMWI.

FY2019 Annual Report to Congress 7
“...the ideal of 

“E Pluribus Unum” 

inscribed on the 

Great Seal of the 

United States..., 

which translates to 

“From many, one”, 

encapsulates what 

we have come to 

mean as ‘diversity 

and inclusion’.”

Lorraine Cole, 

Chief Diversity and Inclusion Officer

8 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
BUSINESS DIVERSITY 

& INCLUSION 

MINORITY-OWNED AND WOMEN-OWNED BUSINESS UTILIZATION

Of the twenty agencies and federal reserve banks with an OMWI, Treasury Departmental Offices is one of the few required to adhere 

to the Federal Acquisition Regulation (FAR) for the procurement of goods and services. The FAR requires a full and open competitive 

process for federal procurements, with some exceptions for small business set-asides under specific circumstances. Additionally, 

it is important to note that, due to legal restrictions pertaining to civil rights, no specific goals can be established for contracting 

with minority- owned businesses regardless of size or women-owned businesses, with the exception of certain small business 

parameters.

Treasury-wide, the total (appropriated and non-appropriated) contract procurement decreased from $4.8 billion in FY 2018 to $4.6 

billion in FY 2019. Within Treasury Departmental Offices, procurement for products and services increased from a total of $313 million 

in FY 2018 (with 1,746 contract actions) to $329 million in FY 2019 (with 1,754 contract actions). Despite the absence of mandated 

contracting goals for other than small businesses, the commitment to minority-owned and women-owned business utilization within 

Treasury Departmental Offices remained strong in FY 2019, with 34 percent of contract dollars totaling $112 million going to either 

minority-owned or women-owned businesses (MWOB). Specifically, $76 million (23 percent) of contract obligated award dollars 

went to women-owned businesses and $82 million (25 percent) went to minority-owned businesses (dollar amounts awarded to 

minority women-owned businesses are included within each category). (Refer to Table 1) This level of contracting with minorityowned businesses declined slightly from FY 2018 levels while the FY 2019 percentage of women-owned business contract obligations 

increased slightly from that in FY 2018. Both remain among the highest percentages since OMWI began reporting in 2011. 

Table 1

FY 2019 Treasury Departmental Offices 

Contract Obligations by Demographic Groups, Total Awards, and Percentages of Awards*

Category Total Awards in Dollars Percentage of Awards

All Departmental Offices Awards $329,258,644 100.0%

Neither Minority-owned nor Women-owned $216,815,876 65.8%

Minority-owned or Women-owned3 $112,442,768 34.2%

Woman-owned $75,996,188 23.1%

Minority-owned4 $82,150,087 25.0%

 Asian American5 $50,011,805 14.7%

 Black American $17,353,172 5.1%

 Hispanic American $15,316,871 4.5%

 Native American $1,937,971 0.6%

 Other Minority6 $2,072,078 0.6%

*Contracting dollar amounts are based on Federal Procurement Data System (FPDS-ng) data extracted March 16, 2020 for FY19 using the following filters:

Awarding Agency Name: 20 Department of the Treasury | Awarding Sub Agency Name: 2001 Departmental Offices, 2050 Internal Revenue Services

Funding Agency Name: 20 Department of Treasury | Funding Sub Agency Name: 2001 Departmental Offices

3. The total amount of awards to minority women-owned businesses was $45,703,507. However, awards to businesses that are both minority- and women-owned are counted 

within Federal Procurement Data System (FPDS-ng) in all applicable individual minority- and women-owned individual categories. Therefore, to ensure there was no duplicate 

counting of overlapping categories of race/ethnicity and gender, the total dollars and percentages have been reduced to adjust for the $45,703,507.

4. The sum of the award dollars to businesses within the minority-owned sub-categories does not equal the total minority-owned award amount because several awards under the 

minority categories were not identified in the reporting system as minority-owned businesses.

5. “Asian American” includes both Subcontinent Asian (Asian-Indian) American-owned businesses and Asian Pacific American-owned businesses.

6. “Other minority” means those businesses designating “minority-owned” in the System for Award Management, but not designating Asian American, Black American, Hispanic 

American, or Native American.

FY2019 Annual Report to Congress 9
TRENDS IN MINORITY-OWNED 

BUSINESS UTILIZATION

In FY 2019, utilization of minority-owned 

businesses overall within Treasury 

Departmental Offices has decreased relative 

to total spending compared to FY 2018 ($87 

million or 28 percent). A total of $82.2 

million or 25 percent of the total in contract 

obligations were awarded to minority-owned 

businesses (Figure 1). 

Contract obligations to minority-owned 

businesses by specific racial and ethnic 

designation of the ownership for the five 

most recent consecutive years are listed in 

Table 2. 7

Table 2

Treasury Departmental Offices 

Overall Contract Obligations by Specific Racial or Ethnic Minority Group*, FY 2015-2019

Category FY 2019 FY 2018 FY 2017 FY 2016 FY 2015

Minority-owned 

Businesses 

$82 million

(25%)

$87 million

(28%)

$72 million

(24%)

$59 million

(18%)

$43 million

(17%)

Black-owned $17 million $16 million $14 million $14 million $14 million

Hispanic-owned $15 million $14 million $16 million $10 million $5 million

Asian-owned $50 million $51million $42 million $24 million $22 million

American Indian-owned $1 million $7 million $1 million $1 million $ 4 million

Non-minority 

Businesses

$247 million

(75%)

$226 million

(72%)

$230 million

(76%)

$274 million

(83%)

$ 205 million

(83%)

* Contracting dollar amounts are based on Federal Procurement Data System (FPDS-ng) data extracted March 16, 2020 for FY19; dollars and percentages are rounded.

Minority-owned

$82.2M

Non-minority Owned

$247.1M

75%

25%

Figure 1

FY 2019 Treasury Departmental Offices 

Overall Contract Obligations by Minority Status*

 *Percentages have been 

rounded to whole numbers

____________________ 

7. Some businesses have self-identified in more than one category; their contract amounts are reflected within all categories indicated.

10 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
TRENDS IN WOMEN-OWNED 

BUSINESS UTILIZATION

In FY 2019, there was a slight increase in the contracts awarded to 

women-owned businesses within Treasury Departmental Offices 

compared to FY 2018 ($70 million or 22 percent). In FY 2019, a 

total of $76 million or 23 percent of the total contract obligations 

were awarded to women-owned businesses, including minority 

women (Figure 2). 

Contract obligations to women-owned businesses, including 

minority status, for the five most recent consecutive years are listed 

in Table 3. Percentage and dollar amounts of contract obligations 

with minority-owned businesses increased in FY 2019 (23 percent 

and $76 million) compared to FY 2018 (22 percent and $70 million), 

remaining among the highest across the five-year period. It is also 

noteworthy that, for the third consecutive year, the percentage and 

dollar amounts of contract obligations with minority women-owned 

business (14 percent and $46 million) exceeded that with nonminority women-owned businesses (9 percent and $30 million). 

Table 3

Treasury Departmental Offices 

Overall Contract Obligations by Gender-specific Business*, FY 2015-2019

Category FY 2019 FY 2018 FY 2017 FY 2016 FY 2015

Women-owned 

Businesses

$76 million

(23%)

$70 million 

(22%)

$76 million 

(25%)

$57 million 

(17%)

$31 million 

(12%)

Minority Women $46 million 

(14%)

$42 million

(13%)

$42 million

 (14%)

$15 million 

(4%)

$13 million

(5%)

Non-minority Women $30 million

(9%)

$29 million

(9%)

$34 million

(11%)

$42 million

(13%)

$18 million

(7%)

Non-women-owned 

Businesses

$253 million

(77%)

$243 million

(78%)

$226 million

(75%)

$276 million

(83%)

$220 million

(88%)

* Contracting dollar amounts are based on Federal Procurement Data System (FPDS-ng) data extracted March 16, 2020 for FY19; Dollars and percentages are rounded.

Since OMWI first began tracking MWOB contracting in 2011, there has been an upward trajectory in MWOB utilization with a notable 

increase in the past two years. In FY 2018, the percentage and dollar amounts of minority-owned business contract obligations by Treasury 

Departmental Offices was the highest ever and among the highest in contract obligations with women-owned businesses (Figure 3).

Figure 3

Treasury Departmental Offices MWOB Contracting Trends Overall Percentages of Contract Obligations by Year, FY 2011-2019.

77%

14%

9%

Non-women

Owned $253.3M

Minority Women

 $45.7M

Non-minority 

Women 

$30.3M

 *Percentages have been 

rounded to whole numbers

Figure 2

FY 2019 Treasury Departmental Offices 

Overall Contract Obligations by Gender Categories*

FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19

10

12

15

21

12

17

24 23 23

20

19 18 18 17

18

25 Minority Owned % Women Owned % 28

25

FY2019 Annual Report to Congress 11
TRENDS IN MWOB SMALL 

BUSINESS UTILIZATION

The vast majority of minority-owned businesses 

and women-owned businesses (MWOB) in the 

United States are small businesses with 98 percent 

of all MWOBs earning revenue under $1 million, 

according to the most recently available census 

data. Consistent with the Dodd-Frank Act § 342 

mandate to focus on minority-owned and womenowned businesses, there are statutory goals 

set by the Small Business Administration (SBA) 

for small disadvantaged businesses (which are 

largely minority-owned) and women-owned small 

businesses. 

In FY 2019, contract obligations to small businesses 

by Treasury Departmental Offices comprised 50 

percent of the value of contracts awarded, exceeding 

the 38.5 percent statutory goal. Contract obligations 

to small disadvantaged businesses represented 6.3 

percent, exceeding the 5 percent statutory goal; similarly, contract 

obligations to women-owned small businesses represented 16.7 

percent, more than triple the 5 percent statutory goal. (Table 4 and Figure 4)

Contract obligations to small minority-owned and women-owned businesses 

(MWOB) for the five most recent consecutive years are listed in Table 4.

Table 4

Treasury Departmental Offices 

Overall Contract Obligations to Small MWOB*, FY 2015-2019

Category FY 2019 FY2018 FY 2017 FY 2016 FY 2015

Total Contract Obligations 

(regardless of size) $329 million $313 million $301 million $333 million $250 million

Overall Small Businesses 

Contract Obligations

$163 million 

(49%)

$154 million 

(49%)

$135 million 

(45%)

$134 million 

(40%)

$135 million 

(54%)

Small Disadvantaged 

Businesses (SDB)**

$21 million

(6%)***

$69 million 

(22%)

$36 million

(12%)

$42 million

(13%)

$32 million 

(13%)

Women-owned Small 

Businesses

$55 million

(17%)

$47 million 

(15%)

$70 million

(23%)

$51 million 

(15%)

$25 million 

(10%)

 *Contracting dollar amounts are based on Federal Procurement Data System (FPDS-ng) data extracted March 16, 2020 for FY19; Dollars and percentages are rounded.

 **SDB is used in this context as a proxy for minority-owned businesses; contracting includes overlap between categories. 

***Small Disadvantaged Businesses (SDB) includes both Self-Certified Small Disadvantaged Businesses and -Small Business Administration (SBA) Certified Small Disadvantaged Businesses.

8. The combined total of awards to either women-owned small businesses or small disadvantaged businesses was $73,508,805. This includes awards totaling $2,447,858 to 

individual businesses that have overlapping classifications as both women-owned small business and disadvantaged small business. However, when calculating total contract 

obligation dollars and percentages for “Other” businesses, the overall contract obligations total ($329,258,644) was reduced by $71,060,947 (rather than $73,508,805) to eliminate 

duplicate counting of businesses with overlapping classifications. To accurately portray the real value of awards to women-owned small businesses and small disadvantaged 

businesses, Figure 4 includes the $2,447,858 overlap between classifications in both the “Woman-owned Small Businesses” and “Small Disadvantaged Businesses” contract 

obligation classifications. For this reason, the total dollar amount does not equal $329 million and the total percentage does not equal 100% in Figure 4.

78%

 6%

17%

Other

$258M

Small Disadvantaged 

Businesses

$21M 

Women-owned 

Small Businesses 

$55M

 *Percentages have been 

rounded to whole numbers

Figure 4

FY 2019 Treasury Departmental Offices 

Small MWOB Contract Obligations * 8

12 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
MWOB PARTICIPATION IN SPECIFIC ACQUISITION CATEGORIES

In FY 2019, 95 percent of all Treasury Departmental Offices contracts tendered were for services (i.e., not including products), 

representing $311 million in spending. 34 percent of Departmental Offices service contract obligated award dollars were awarded 

to minority-owned or women-owned businesses: 23 percent of service contract obligated award dollars went to women-owned 

businesses and 25 percent of service contract obligated award dollars went to minority-owned businesses. 

The North American Industry Classification System (NAICS) is used by the United States, Canada, and Mexico to classify businesses 

by industry. Each business is classified into a six-digit NAICS code number based on the majority of activity at the business. Within 

Treasury Departmental Offices, approximately 77 percent of contract award dollars are made in seven NAICS code categories and 

minority or women-owned business utilization is highest among five of those categories. The highest utilization of minority- or 

women-owned businesses is in “Custom Computing Programming Service” (NAICS 541511), for $28 million (91% of the category 

obligations) (Table 5).

FY2019 Annual Report to Congress 13
Total Departmental Office Annual 

Obligated Dollars $329,258,644 

and processed 1,754 actions

NAICS Codes and Descriptions

541519 517110 541512

Other Computer 

Related Services

Wired 

Telecommunications 

Carriers

Computer Systems 

Design Services 

Unique Vendor Count 62 1 22

Award Category $ % $ % $ %

Total DO Awards in NAICS 87,438,808 26.6 63,187,441 18.5 32,973,108 10.0

Minority-owned or 

Women-owned9 21,025,023 24.0 0 0 21,635,596 65.6

 • Women-owned 17,389,304 19.9 0 0 6,294,664 19.1

 • Minority-owned 4,797,830 5.5 0 0 21,490,596 65.2

Asian American 3,955,609 4.5 0 0 17,744,536 53.8

Black American 138,603 0.2 0 0 2,063,603 6.3

Hispanic American 9,801 0.0 0 0 3,884,917 11.8

Native American -547,702 -0.6 0 0 0 0.0

Other Minority 189,716 0.2 0 0 0 0.0

Neither Minority-owned 

nor Women-owned 66,413,784 76.0 63,187,441 100 11,337,512 34.4

 *Contracting dollar amounts are based on Federal Procurement Data System (FPDS-ng) data extracted March 16, 2020 for FY19.

**Percentages are greater than100% or less than 0% due to funding that is deobligated from contracts. 

Table 5 

FY 2019 Treasury Departmental Offices (DO) Awards by Demographic Groups

in Dollars and Percentage of Dollar Awards in the DO Top Seven NAICS Codes*

9. Awards to businesses that are both minority- and women-owned are counted within the Federal Procurement Data System (FPDS-ng) in all applicable individual minorityand women-owned individual categories. To ensure there was no duplicate counting of overlapping categories of race/ethnicity and gender, the total dollars and percentages 

have been reduced.

14 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
541511 541611 928120 493110

Custom Computer 

Programming Services

Administrative 

Management and 

General Management 

Consulting Services

International Affairs General Warehousing 

and Storage

13 33 202 1

$ % $ % $ % $ %

30,411,746 9.24 14,681,567 4.4 14,450,029 4.2 11,020,362 3.2

27,625,386 90.8 6,458,848 44.0 2,393,572 16.6 0 0.0

26,521,585 87.2 457,110 3.1 2,047,252 14.2 0 0.0

19,219,925 63.2 6,081,693 41.4 568,836 3.9 0 0.0

19,156,026 63.0 5,046,656 34.4 -65,243 -0.5 0 0.0

0 0.0 409,646 2.8 -4,051 0.0 0 0.0

63,899 0.2 789,924 5.4 611,571 4.2 0 0.0

0 0.0 0 0.0 26,560 0.2 0 0.0

0 0.0 0 0.0 0 0.0 0 0.0

2,786,360 9.2 8,222,719 56.0 12,056,457 83.4 11,020,362 100.0

 NAICS Codes and Descriptions

FY2019 Annual Report to Congress 15
GOOD FAITH EFFORT MANDATE

The contracts provision in the Dodd-Frank Act § 342 requires OMWI agencies to establish a procedure to evaluate whether an 

agency contractor has failed to make a good faith effort to include minorities and women in their workforce. In accordance with the 

mandate regarding the diversity of the contractor’s workforce, the Treasury Departmental Offices OMWI, in collaboration with other 

OMWI agencies, developed language for inclusion in Departmental Offices service contracts in excess of $150,000. The final rule was 

published in the Federal Register on March 20, 2014 10 and, subsequently, this clause has been included in applicable contracts. 

The Department of Labor (DOL) Office of Federal Contract Compliance Programs (OFCCP) conducts diversity-related reviews on 

a subset of contractors across the federal government, including good faith effort assessments of contractor workforce diversity. 

Treasury determined that reliance on OFCCP’s good faith effort assessments and findings would reduce overlapping reviews and 

leverage OFCCP’s expertise. Utilizing OFCCP evaluation and investigation data, OMWI has developed and implemented a procedure 

to determine whether applicable Departmental Offices contractors have failed to make a good faith effort to include minorities and 

women in their workforce.

From OFCCP’s assessments, OMWI uses OFCCP’s binary (yes/no) findings of the five categories used to establish “good faith effort”: 

1) hiring, 2) recruitment, 3) systemic discrimination, 4) salary, and 5) other. A vendor would fail to demonstrate a good faith effort 

to achieve workforce diversity if there is a violation found in one or more of these categories: 

• Hiring – failure to actively monitor the demographic data of new hires and make an unbiased hiring decision

• Recruitment – failure to conduct appropriate outreach and recruitment activities that avoid excluding any specific group

• Systemic Discrimination – systematic discrimination against any group

• Salary – indication that any a group has been unfairly compensated

• Other – a violation that does not fall into one of the categories listed above.

If no violations are found in any of the areas assessed by OFFCCP, including the good faith effort categories, the contractor will 

receive a Notice of Compliance to denote compliance with all regulations. If the evaluated vendor is found to have one or more 

violations, OFCCP may enter into an agreement with the contractor to remedy the violation within a set period of time, typically 

6 months. Otherwise, OFCCP may issue a Consent Decree with the vendor by reaching a settlement with no admission of guilt. 

Alternatively, OFCCP may enter a financial arrangement with the vendor to rectify identified violations. In the case that a Treasury 

Departmental Offices contractor evaluated by OFCCP does not receive a Notice of Compliance, OMWI will accept as final the specific 

remedy conferred by OFCCP.

In addition to its regular review of federal contractors based on random sampling, OFCCP will conduct individual investigations in 

response to a specific allegation of discrimination by a federal contractor that is reported to OFCCP. A vendor would be found in 

violation if there was indication of discrimination based on color, national origin (Hispanic), race (American Indian/Alaskan, Asian/

Pacific, Black), religion, sex (female, male), veteran, disability, or “other.” In the case that a Treasury Departmental Offices contractor 

is investigated by OFCCP, OMWI will accept as final the specific remedy conferred by OFCCP.

Treasury Departmental Offices had 238 contracts in FY 2019 that met the requirements for a good faith effort review. Of those 

contracts, there were 149 unique Treasury Departmental Offices contractors. Thirteen percent (20) of these contractors had 

undergone either OFCCP comprehensive compliance evaluations or OFCCP investigations for discrimination in response to a specific 

allegation within the past 5 years. 

The comprehensive OFCCP compliance evaluation included 12 percent (18) of the 149 contractors. These 18 contractors represented 

43 percent of the FY 2019 contract dollars obligated by Treasury Departmental Offices for vendors with contracts that met the 

threshold for good faith effort reviews ($132 million out of $307 million in vendors with GFE-eligible contracts). OFCCP evaluations 

for violations in the five categories showed that 83 percent (15 contractors) received a Notice of Compliance. Of the three 

11. Refer to http://www.gpo.gov/fdsys/pkg/FR-2014-03-20/html/2014-05846.html.

16 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
contractors that did not receive a Notice of Compliance, one was cited for a Recruitment violation ($4 million in contracts) and two 

were cited for an Other violation ($2 million in contracts). OFCCP ultimately conferred conciliation agreements as the remedy for 

these violations. 

OFCCP conducted investigations for eight reported allegations of discrimination, five percent of the 149 contractors ($73 million 

in total contracts), The reported allegations against the eight contractors included discrimination against one or more of the 

following: Hispanic, Black, religiously-affiliated, female, male, veteran, disabled employees, or a reported allegation cited as “other 

discrimination.” The outcomes of these investigations resulted in no violations being confirmed.

FINANCIAL AGENT AUTHORITY

In addition to the procurement of goods and services through processes governed by the Federal Acquisition Regulation (FAR), 

Treasury also has financial agent authority (FAA). Unique to the Treasury and granted by the National Bank Acts of 1863 and 1864, 

the FAA allows Treasury to designate financial institutions to provide certain services on the government’s behalf. These firms act 

on behalf of the government during the performance of their duties under an agent-principal relationship with Treasury. Financial 

agents also have the fiduciary obligation to protect the interests of the United States.

During the height of the financial crisis that began in 2008, Treasury made greater use of its FAA authority in the management of 

the Troubled Asset Recovery Program (TARP), engaging external broker-dealers and asset managers, including minority-owned and 

women-owned financial services firms. With the conclusion of the TARP program, FAA opportunities are now limited.

FY2019 Annual Report to Congress 17
“The collective 

network of 

America's 

banks, large 

and small, 

is a national 

strength that 

is critical to 

our functioning 

economy....”

Steven T. Mnuchin, 

Secretary of the Treasury

18 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
INITIATIVES & 

ACCOMPLISHMENTS 

CAPACITY BUILDING 

Treasury’s Bank Mentor-Protégé Program. In FY 2018, OMWI and the Bureau of Fiscal Services Office of Collections 

collaborated to launch a new program to facilitate the inclusion of a broader segment of the financial institution community to serve 

as Treasury financial agents. Several large banks perform revenue collections and deposits activities as financial agents on behalf of 

Treasury. This program has sought that these large financial agent banks establish mentor-protégé agreements with small financial 

institutions (with assets under $2 billion) in order to provide technical assistance to the participating protégé institutions to build 

their capacity to serve as conduits for financial agent work. This first-of-its-kind program was officially launched in August 2018 when 

the first financial agent mentor-protégé agreement was signed. 

Beyond the potential service to Treasury as Financial Agents, small community banks, including minority-owned banks are critical to 

our financial network and essential to our functioning economy. For generations, small community banks, including minority-owned 

banks, have been crucial to the economic vitality of low- to moderate-income communities. Such banks align their services based on 

their longstanding relationships with their customers and specialized knowledge of their community. For local communities, access 

to credit, loans, deposit services, financial expertise, and even bank jobs are essential to daily life and economic stability. 

Minority-own banks were disproportionately impacted by the 2008 financial crisis. Leading up to 2008, the number of minority 

depository institutions increased from 164 to 215 before declining to 149 by year-end 2018. Since 2008, the number of Black-owned 

banks decreased by more than half, leaving the total number of Black-owned banks to just 22 (of the 148 total minority owned 

banks)11. Although the number of Native-American, Hispanic-American, and Asian-American owned banks increased during the 

same period, minority banks overall were about 21⁄2 times more likely to fail than all other banks. 12 

In order to ensure these institutions remain viable, Treasury Secretary Mnuchin requested an expansion of the mentor-protégé 

program beyond the original focus of only financial agent work involving existing Treasury financial agent banks. The expanded 

programmatic aim is for approximately 20 percent of all minority-owned banks (30 banks) to become protégés and 20 of the 

nation’s largest banks to become mentors with 1 to 2 protégés each. In September 2019, Secretary Mnuchin wrote letters to the 

CEOs of the 26 largest commercial banks to ask their consideration in participating in the program.

By the end of FY 2019, there were 8 banks participating in the program and among them five established mentor-protégé 

relationships. Three are three large mentor banks and five are small protégé banks. Treasury continues to engage with institutions in 

order to expand the reach of the program. 

Congress has also recognized the importance of the Bank Mentor-Protégé Program as a mechanism for broadening the capacity 

of small and community banks, and in particular minority banks, including the benefit of having committed mentor institutions 

providing technical and service capability. OMWI and Treasury will continue to work with Congress on advancing the important 

goals of increasing opportunities for these institutions, to expand networks within the financial-services industry, and to facilitate 

the inclusion of a broader range of financial institutions in Treasury business opportunities. As Secretary Mnuchin has stated, the 

collective network of America's banks, large and small, is a national strength that is critical to our functioning economy.

Industry Outreach. For a second consecutive year, Secretary Mnuchin hosted an event that brought together African American 

business leaders designed as an opportunity for informal conversations and networking among the group and with the Secretary. 

Participants included national and international corporations in various industries, minority-owned community banks, professional 

associations in the financial industry, community organizations and foundations, and economics departments in historically Black 

colleges and universities.

11. Federal Depository Institutions (3rd Quarter 2019) Minority Depository Institutions List https://www.fdic.gov/regulations/resources/minority/mdi.html

12. Federal Deposit Insurance Corporation (2019) 2019 Minority Depository Institutions: Structure, Performance, and Social Impact. 

FY2019 Annual Report to Congress 19
Treasury effectively engaged with small minority-owned and women-owned businesses through substantial outreach efforts. 

Treasury employs multiple strategies and communication channels to reach candidate vendors, including:

• Posting requests for proposals on the Federal Business Opportunities website at www.fbo.gov

• Conducting multiple vendor outreach sessions throughout the year

• Providing resources on the Treasury Office of Small and Disadvantaged Business Utilization website at www.treasury.gov/osdbu

and on the OMWI homepage of www.treasury.gov

• Extending the use of techniques proven effective in engaging the small business community to the broader industry audience, 

including minority-owned and women-owned firms

• Reviewing vendor engagement strategy as part of acquisition planning for high-impact acquisitions 

• Conducting strategic reviews of targeted acquisitions to ensure that acquisition planning includes adequate and appropriate 

industry outreach and communications consistent with law, regulation, and Treasury policy. 

When OMWI was first established in 2011, Treasury’s small business efforts were conducted within the OMWI organizational 

structure. After legislative changes pertaining to the reporting structure of Offices of Small Disadvantaged Business Utilization 

(OSDBU) across government, Treasury’s small business program became a separate OSDBU in FY 2015, but has remained closely 

aligned with OMWI. Throughout FY 2019, the Treasury OSDBU hosted four vendor outreach sessions, which included specialized 

sessions exclusively for 1) subcontracting and mentor-protégé opportunities with Treasury prime contractors, 2) women-owned 

small businesses, 3) historically underutilized business zones (HUBZone) and service-disabled veteran-owned businesses, and 

4) vendors interested in information technology opportunities. Participation in these sessions increased by nearly one-third in 

FY 2019 compared to FY 2018.Approximately 3,429 vendors registered to participate in these sessions (2,315 in 2018), including 

1,684 representing minority-owned businesses (729 in FY 2018) and 1,003 representing women-owned businesses (868 in 2018). 

Participating vendors received individual counseling from Treasury procurement specialists from the individual bureaus to learn 

about upcoming opportunities and doing business with Treasury. 

In December 2018, the Treasury OSDBU and General Service Administration took the lead in hosting the ChallengeHER program, 

a national training initiative designed to train women-owned small business owners on the best practices for working as federal 

contractors, and the unique federal programs available to them. In response to Executive Order 13157, “Increasing Opportunities for 

Women-owned Small Businesses,” this event was conducted in partnership with the U.S. Small Business Administration (SBA), Women 

Impacting Public Policy (WIPP), and American Express OPEN.  Treasury provided free workshops, mentoring, and direct access to 

Treasury and 26 other Federal agency partners, educating over 700 women-owned small businesses. Workshops included: The 

Future of Women-owned Small Business (WOSB) in Federal Contracting; Working with Agencies and Primes; and Leveraging Your WOSB 

Certification. There was also a business matchmaking session with over 253 small businesses that met with Treasury, federal agency 

partners, Treasury prime contractors, and national and local resource partners.  

In May 2019, the Treasury OSDBU supported the Montgomery County Chamber of Commerce GovConNet Conference. This signature 

event hosts over 1,000 regional and federal business and government leaders. It provided small businesses with an interactive overview 

of “How to Do Business with Treasury.” It served as a capacity building program, primarily focused on educating small businesses on the 

category management and best-in-class contracting vehicles, acquisition life cycle and business matchmaking.  Content of some of the 

breakout sessions included: success strategies for 8(a) graduating firms, new rules pertaining to mentors and protégés, limitations on 

subcontracting, creating strong capabilities statements, and set-asides for GSA schedules contracting.

20 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
Treasury also participated in several small business outreach events sponsored by SBA, other federal agencies, local government, 

members of Congress, and external organizations that represent SMWOB, serving as panelists, speakers, facilitators, planning 

committee members, and exhibitors. Those events are listed below:

• National Women’s Business Council (NWBC) – Washington, DC

• 2019 National HBCU Week Conference – Washington, DC

• Mid-Tier Advocacy Association – Huntsville, AL

• Women’s Chamber of Commerce & Catalyst Group – Huntsville, AL

• Elite SDVOSB Conference – New York, NY

• Women’s Power Conference – Bethesda, MD

• U.S. Department of Transportation Small Business

• Information Technology Industry Day – Washington, DC 

• U.S. Department of State Annual Large Prime Subcontracting

• Training/Small Business Networking Session – Fairfax, VA

• Women’s Business Enterprise National Council Conference (WBENC) – Baltimore, MD 

• Women Impacting Public Policy Leadership Summit – Washington, DC

• 2019 HUBZone Small Business Summit – Atlanta, GA

• SAIC – Reston, VA

• Pathway for Growth Procurement Conference – Rockville, MD 

• OMWI: Leading the Way to Cultural Transformation Symposium – Washington, DC 

• (Supplier Diversity Sessions) – Washington, DC

• Prime Contractors Vendor Outreach Session – Washington, DC 

• Maryland PTAC HUBZone Connections – College Park, MD

• Government Procurement Conference – Washington, DC

• NIH HBCU Industry Day – Bethesda, MD 

• Small Business Vendor Outreach Session – Washington, DC

• Procuring Opportunity Meet & Greet at Morgan State University (HBCU) – Baltimore, MD

• ChallengeHer General Services Administration – Washington, DC

• U.S. Women’s Chamber of Commerce Conference – Arlington, VA

• VETS 2 Training – New Carrollton, MD

• All Small Businesses Vendor Outreach Session – Washington, DC

• National Minority Supplier Development Council – Austin, TX

• National HUBZone Council – Chantilly, VA

• The Institute for Federal Leadership in Diversity & Inclusion – Bethesda, MD 

FY2019 Annual Report to Congress 21
Historically Black Colleges and Universities Contracting. Treasury, led by the Office of Small and Disadvantaged 

Business Utilization (OSDBU), participates on the White House Initiative for Historically Black Colleges and Universities Working 

Group to address matters related implementing Executive Order 13779, “White House Initiative to Promote Excellence and Innovation at 

Historically Black Colleges and Universities.” As part of this network activity, OSDBU delivered a presentation entitled, “The Unveiling of 

Transformational Federal Government Procurement Initiative” that presented the concept of establishing a contracting vehicle that 

would be inclusive of Historically Black Colleges and Universities (HBCU) contracting. 

The U.S. General Services Administration (GSA) Schedule Contract is one of the most widely used government contract vehicles 

because it streamlines the government procurement process and can be used by any federal agency. The federal government 

spends over $30 billion annually through GSA Schedule contracts. In FY 2019, the Treasury, via OSDBU, collaborated with the GSA 

in support of including HBCUs on GSA IT-70, a “Best in Class” contracting vehicle for information technology services. Through this 

collaboration, Treasury was instrumental in getting three HBCUs (Alabama A&M University, Oakwood University and Fayetteville 

University) included under this contract vehicle for the first time and eligible for consideration for IT contracts. Because this contract 

vehicle can be leveraged government-wide, many different agencies across the federal government can now consider contracting 

with these HBCUs and, at the same time, address their “Best in Class” contracting goals.

ECONOMIC EMPOWERMENT

In addition to supporting the minority-owned and women-owned businesses through federal contracting, Treasury takes a 

leadership role in supporting economic development in underserved communities through funding programs designed to support 

community investment and access to capital for small businesses. 

Community Development Financial Institutions Fund. Access to affordable financial products and services is a staple 

of economically sound communities. Yet, one quarter of American households are unbanked (6.5 percent) or underbanked (18.7 

percent) and rely on more costly financial products and services outside of the banking system. 13 In recent years, the lack of access 

to capital investment for small businesses and other community development projects has led to increased need for alternative and 

reliable sources of financing. Mission-driven organizations called Community Development Financial Institutions (CDFIs) fill these 

gaps by offering affordable financial products and services that meet the unique needs of economically underserved communities. 

Through awards and training, Treasury’s Community Development Financial Institutions Program (CDFI Program) invests in and 

builds the capacity of CDFIs, empowering them to grow, achieve organizational sustainability, and contribute to the revitalization of 

their communities.

Since its creation in 1994, the CDFI Fund has awarded more than $2.4 billion in Financial Assistance and Technical Assistance 

awards through the CDFI Program, including the Healthy Food Financing Initiative-Financial Assistance and Disability Funds-Financial 

Assistance awards. In FY 2019, 321 organizations received more than $182 million in awards, consisting of 261 Financial Assistance 

and 60 Technical Assistance awards. Recipients of the awards included 200 loan funds, 73 credit unions, 43 depository institutions/

holding companies, and 5 venture capital funds. 

The Consolidated Appropriations Act for Fiscal Year 2019 required that 10 percent of the funds awarded by the CDFI Fund under the 

appropriation “shall be used for awards that support investments that serve populations living in Persistent Poverty Counties (PPCs). 

PPCs are defined as counties where 20 percent or more of the population has lived in poverty over the past 30 years. These counties 

can be found in the United States in both rural and urban areas. For the FY 2019 round, 125 organizations received $18.2 million 

in awards specifically for investments in PPCs, which is in addition to the work that CDFIs already do in PPCs. Historically, past CDFI 

Program awardees made 17 percent of their loans and investments in PPCs.

3. https://www.fdic.gov/householdsurvey/2017/2017report.pdf

22 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
Small Business Lending Fund. Established by the Small Business Jobs Act of 2010 (the Act), the Small Business Lending Fund 

(SBLF) is a fund specifically dedicated to provide capital to qualified community banks and community development loan funds 

(CDLFs) in order to encourage small business lending. The purpose of the SBLF is to encourage community-based banks and small 

businesses to work together, help create jobs, and promote economic growth in communities across the nation. The Act defines 

“small business lending” as business loans that are (i) $10 million or less to businesses with $50 million or less in revenue, and (ii) 

included in one of the following categories: 

• Commercial and industrial loans 

• Owner-occupied nonfarm, nonresidential real estate loans

• Loans to finance agricultural production and other loans to farmers

• Loans secured by farmland

Treasury invested over $4.0 billion in 332 institutions through the SBLF program. These amounts include investments of $3.9 billion 

in 281 community banks and $104 million in 51 development loan funds. Collectively, these institutions operate in over 3,000 

locations across 47 states and the District of Columbia. Through the end of June 2019 (the third quarter of FY 2019), institutions 

participating in SBLF have made important progress in increasing their small business lending, helping to support small businesses 

and local economies across the nation. Since the program's inception, the total increase in small business lending reported by 

current and former SBLF participants is $19.0 billion over the 2010 baseline of approximately $35 billion.

Increases in small business lending are widespread among remaining SBLF participants. Through June 2019, all currently 

participating community banks and 30 of the 34 CDLFs (or 88 percent) have increased their small business lending. In addition, 34 

of the 41 current SBLF participants (or 83 percent) have increased their small business lending by 10 percent or more.

Treasury does not collect racial/ethnic or gender information on the SBLF participant’s borrowers. However, in a survey of SBLF 

participants for the year ended June 30, 2014 (the most recent available), 92 percent of participants reported engaging in outreach 

or advertising activities targeting women, veteran, or minority communities. In total, 83 percent of SBLF participants reported that 

they are members of, or participate in, community organizations and/or trade associations that target women, veteran, or minority 

communities; 59 percent reported using paid advertisement or notices in print, radio, or electronic media to target women, veteran, 

or minority communities; and, 52 percent indicated that they distributed marketing materials targeting women, veteran, or minority 

communities. In total, participants reported expenditures of $15.4 million associated with small business-related outreach activities 

and allocated approximately $5.0 million (32 percent) to activities targeting women, veteran, or minority communities.

ACCOUNTABILITY 

Leadership Monitoring. OMWI develops detailed weekly reports of MWOB contracting for the senior leadership and staff. 

Each bureau’s small business and MWOB contracting performance also is reported to the senior leadership in performance review 

sessions with Bureau Heads. The Senior Procurement Executive uses monthly Treasury Acquisition Council meetings with Bureau 

Chief Procurement Officers to review and discuss the status of Treasury’s overall small business contracting performance against its 

goals, and examine the MWOB contracting rate. 

Performance Elements. The performance criteria for the Chief Procurement Officers in each Treasury bureau include elements 

pertaining to the achievement of small business contracting goals and the fair utilization of minority and women-owned businesses, 

without regard to size. At minimum, Chief Procurement Officers are required to demonstrate the following: 

Small Business Goals. Actively promote and support early market research and acquisition planning activities to foster 

business strategies that maximize small business contracting opportunities and small business set asides with overall 

small business, small disadvantaged business, service disabled veteran owned small business, women-owned small 

business and HUBZone Small business—when the research and planning indicate that the small business community is 

capable of performing the work at a reasonable cost or price. 

FY2019 Annual Report to Congress 23
Minority-owned and Women-owned Business (MWOB) Utilization. Actively support efforts to ensure 

fair inclusion and utilization of minority-owned and women-owned businesses, without regard to size, in contracting 

opportunities to the maximum extent possible. Develop and implement strategies for diversification of the vendor base, 

including early acquisition planning, regular procurement forecasting, strategic market research, and outreach. 

Recognition. OMWI, in collaboration with the Office of Small Disadvantaged Business Utilization, holds an annual awards 

recognition program for outstanding performance in Small, Minority-owned, and Women-owned Businesses (SMWOB) contracting, 

which provides an additional achievement incentive to the acquisition community. Awards include recognition to bureaus that 

achieve the highest percentages of contract obligations with minority-owned and women-owned businesses. For FY 2019, the two 

leading bureaus with total procurement spending of $100 million or more expended 30 percent of their contracting dollars with 

minority-owned businesses in the amount of $41 million (Office of the Comptroller of the Currency) and 35 percent with womenowned businesses in the amount of $71 million (Bureau of Fiscal Services). Two other bureaus with total procurement spending 

under $100 million expended 54 percent of their contracting dollars with minority-owned businesses in the amount of $20 million 

(Alcohol and Tobacco Tax and Trade Bureau) and 59 percent with women-owned businesses in the amount of $505 thousand 

(Office of the Inspector General for TARP). 

Because of the limited nature of goods and services purchased by the U.S. Mint (Mint) and the Bureau of Engraving and Printing 

(BEP), which mint coins and print currency, the percentage of contract obligations expended with minority and women owned 

business is relatively small. However, it should be noted that the dollar amounts expended by the Mint and BEP are substantial. 

In FY 2019, MWOB contact obligations by the Mint and BEP totaled $36 million and $41 million, respectively. 

CHALLENGES 

Since OMWI first began tracking MWOB contracting in 2011, there has been an upward trajectory in MWOB utilization within 

Treasury Departmental Offices, In FY 2019, the percentage and dollar amounts of minority-owned business contract obligations and 

women-owned business contract obligations were among the highest ever. During FY 2019, these results were achieved without 

mandated goals (other than for specific small business categories). 

Category management strategies have been employed by the government-wide acquisition community to streamline and manage 

entire categories of spending across government as a single enterprise. The purpose of category management is to better leverage 

the government’s buying power, reduce unnecessary contract duplication, increase efficiency, and deliver more value and savings. 

Safeguards have been put in place to promote small business utilization within the context of category management. For example, 

small business utilization is one of the five key performance indicators of the category management initiative, and each of the ten 

Common Spend Category strategic plans must include small business utilization. No safeguards are mandated with regard to the 

utilization of MWOB businesses (other than specific small business categories). As a result, there were concerns about the potential 

for more limited use of MWOB businesses resulting from the creation of new acquisition vehicles, such as “Best in Class” contract 

vehicles for mandatory sourcing to specified pools of businesses that contain only a small number of MWOB vendors. However, after 

the implementation of category management strategies, there has been no appreciable changes recorded in MWOB utilization since 

FY 2018, the first year of implementation. OMWI will continue monitoring for possible changes resulting from category management 

of MWOB utilization.

FISCAL YEAR 2020 PLANS

The commitment to MWOB contracting within Treasury Departmental Offices has remained strong. In FY 2019, more than one-third 

(34 percent) of contract dollars totaling $112 million went to either minority-owned or women-owned businesses. These percentage 

and dollar amounts were among the highest ever for minority-owned and women-owned business contract obligations by Treasury 

Departmental Offices. 

Although there are no goals for MWOB contracting, the congressionally mandated small business goals can serve as useful 

benchmarks to gauge performance. The Treasury Departmental Offices MWOB contracting performance of 49 percent exceeds the 

24 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
benchmarked goal for contracting with small businesses as mandated for Treasury in FY 2019. Similarly, contracting with minorityowned businesses was at 25 percent in FY 2019, which is well above the benchmarked 5 percent goal as mandated for contracting 

with small disadvantaged businesses (and are largely minority-owned). Further, contracting with women-owned businesses was 23 

percent in FY 2019, which greatly exceeds the benchmarked 5 percent goal as mandated for contracting with small women-owned 

businesses. It is also important to note that MWOB contracting is not limited to less prominent business categories. There is strong 

MWOB representation among contracts in five of the Treasury Departmental Offices top seven industry codes. 

OMWI will strive to support efforts that will not only maintain but continually improve this performance. Specific efforts that will be 

undertaken in FY 2020 include the following: 

Accountability. OMWI will continue to monitor and develop regular reports on the utilization of minority and women-owned 

businesses by each of the Bureaus. Such reports will provide a record tracking progress for use by the acquisition community 

and leadership, including the quarterly performance reviews conducted by senior leadership. Additionally, OMWI will continue 

to explore the use of new metrics and benchmarks to increase understanding of possible barriers and aspirational standards for 

business diversity and inclusion. 

MWOB Utilization. For nine consecutive years, utilization of minority- and women-owned businesses of all sizes by Treasury 

Departmental Offices has been well above government benchmark standards. In addition, Treasury Departmental Offices has 

met or exceeded aggressive goals in contracting with small disadvantaged businesses and women-owned small businesses. In FY 

2020, Treasury will strive to maintain its strength in MWOB utilization and small business goal attainment by continuing to employ 

the strategies that have proven successful for Treasury since FY 2011. This has included targeted outreach, leadership oversight 

and accountability, new policies when necessary, regular monitoring and reporting, new tools and resources for the acquisition 

community, and regular intra-agency communication. 

Financial Agent Authority (Non-FAR). Treasury will continue to build relationships and actively engage with stakeholder 

groups that represent minority-owned and women-owned financial institutions and minority and women professionals. This open 

dialogue and engagement will support diverse participation in future program opportunities that may arise under the Treasury 

financial agent authority. Treasury will continue to ensure that requests for proposals or other solicitation processes for financial 

agent opportunities are fair and will encourage meaningful participation of minority-owned and woman-owned businesses either as 

financial agents or contractors to financial agents. 

In FY 2020, OMWI and the Bureau will continue its collaborative work to expand the Bank Mentor-Protégé Program between large 

and small banks. The long-term programmatic aim is for approximately 20 percent of all minority-owned banks (30 banks) to 

become protégés and 20 of the largest banks to become mentors with 1 to 2 protégés each. 

Outreach: OMWI is committed to conducting robust and effective outreach to minority-owned and women-owned small 

businesses. In addition to public posting on the Federal Business Opportunities web-site, Treasury will continue to conduct regular 

vendor outreach sessions and presentations at conferences and events conducted by industry organizations and federal agencies. 

FY2019 Annual Report to Congress 25
“We aspire to 

have a workplace 

environment 

within Treasury 

where all people 

feel their unique 

talents, ideas, 

perspectives, and 

contributions are 

valued, respected 

and fully utilized.”

Steven T. Mnuchin, 

Secretary of the Treasury

26 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
WORKFORCE DIVERSITY 

& INCLUSION 

WORKFORCE DEMOGRAPHY 

All Treasury Departmental Offices employees play important roles in the fulfillment of the overall Treasury mission. All employees 

bring perspectives to their work that are influenced by their backgrounds, culture, and experiences. From analyses of the racial, 

ethnic, and gender diversity within Treasury Departmental Offices, OMWI has developed workforce profiles, trends, benchmark 

comparisons, hiring and attrition rates, pipeline profiles, and demographic differentiation at upper and senior levels and in missioncritical occupations in FY 2019.14

 However, just as importantly, OMWI has compiled survey results and benchmark comparisons 

of employee perceptions of the Treasury Departmental Offices workplace environment relative to inclusion. This comprehensive 

examination informs the recommendations for the work of OMWI going forward. 

RACE, ETHNIC AND GENDER PROFILES

The total Treasury-wide workforce across all bureaus and the Departmental Offices in FY 2019 was 90,319 permanent employees 

(compared to 91,179 in FY 2018). The Treasury Departmental Offices permanent workforce represents about 2 percent of the total 

Treasury-wide workforce. As of the close of FY 2019, Treasury Departmental Offices had 1,760 permanent employees, a decrease of 

28 (-2 percent net change) from FY 2018 (1,788). Permanent employees comprised 95 percent and temporary employees (including 

non-career employees) comprised 5 percent of the total DO workforce.

More than a third (36 percent) of Treasury Departmental Offices permanent employees across all grade levels are racial or ethnic minorities. 

The percentage of minorities decreased by one percent from FY 2018 to FY 2019. Black representation changed in FY 2019 compared to the 

prior year. Blacks decreased from 22 percent in FY 2018 to 20 percent in FY 2019 (-2% net change). Asian representation increased from 9 

percent in FY 2018 to 10 percent in FY 2019 and Hispanic representation remained constant at 5 percent. (Figure 5)

14. Analyses do not include the racial ethnic categories, Native Hawaiian or Other Pacific Islanders, American Indian or Alaskan Natives, or Two or More Races because the 

representation of each of these groups is zero to less than one percent of the total Departmental Offices permanent workforce. 

Other

White Black

Asian

Hispanic

 *Percentages have been rounded to whole numbers

64% 20%

10%

1%

5%

Figure 5

FY 2019 Treasury Departmental Offices 

Permanent Workforce by Race/Ethnicity

FY2019 Annual Report to Congress 27
BENCHMARK COMPARISONS

To assess the relative status of the diversity profile of Treasury Departmental Offices, the Treasury Departmental Offices workforce was 

compared with the federal government-wide workforce (FWF), Treasury-wide workforce (TWF), Civilian Labor Force (CLF), and the 

Relevant Civilian Labor Force for Departmental Offices (DO/RCLF) by race/ethnicity and gender participation.14 Table 6 depicts the 

comparison of the Treasury Departmental Offices total permanent workforce for FY 2018 with the demography of these benchmarks. 

The percentages of employees by gender in Treasury Departmental 

Offices in FY 2019 remained unchanged compared to the FY 2018 

representation of women and men. The representation of women 

and men were 44 percent and 56 percent, respectively. (Figure 

6)To assess the relative status of the diversity profile of Treasury 

Departmental Offices, the Treasury Departmental Offices workforce 

was compared with the federal government-wide workforce (FWF), 

Treasury-wide workforce (TWF), Civilian Labor Force (CLF), and the 

Relevant Civilian Labor Force for Departmental Offices (DO/RCLF) 

by race/ethnicity and gender participation.15 Table 6 depicts the 

comparison of the Treasury Departmental Offices total permanent 

workforce for FY 2019 with the demography of these benchmarks

Table 6

FY 2019 Treasury Departmental Officers (DO) Permanent 

Workforce Demography Compared to Federal 

Government, Treasury-Wide, Civilian Labor Force, and Relevant 

Civilian Labor Force Demography* 

Demographic 

Groups Treasury DO**

Federal 

Government 

Workforce 

(FWF)***

Treasury-wide 

Workforce 

(TWF)

Civilian 

Labor Force 

(CLF)

Relevant 

Civilian Labor 

Force (DO/

RCLF)

Men 56% 57% 38% 52% 55%

Women 44% 43% 62% 48% 45%

Hispanic Men 3% 5% 4% 5% 3%

Hispanic Women 2% 4% 8% 5% 3%

White Men 39% 39% 24% 38% 44%

White Women 24% 25% 29% 34% 33%

Black Men 8% 8% 7% 5% 4%

Black Women 13% 11% 20% 7% 5%

Asian Men 6% 4% 3% 2% 3%

Asian Women 4% 3% 4% 2% 3%

 * Percentages have been rounded to whole numbers.

 ** Table 6 does not include the racial ethnic categories, Native Hawaiian or Other Pacific Islanders, American Indian or Alaskan Natives, or Two or More Races that combined total 

approximately one percent of the total Departmental Offices permanent workforce.

*** Federal Workforce data is derived from the OPM Federal Employment Reports, Executive Branch Employment by Gender and Race/National Origin, September 2006-September 

2017 (https://www.opm.gov/policy-data-oversight/data-analysis-documentation/federal-employment-reports/reports-publications/executive-branch-employment-by-genderand-racenational-origin/)

15. For the purpose of this analysis, Relevant Civilian Labor Force (RCLF) refers to the Civilian Labor Force (CLF) data that are directly comparable to the main occupations in Treasury 

Departmental Offices.

Men

56% 44%

Women

 *Percentages have been rounded to whole numbers

Figure 6

FY 2018 Treasury Departmental Offices

Total Permanent Workforce by Gender

28 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
Across the four benchmarks (FWF, TWF, CLF, DO/RCLF), the Treasury Departmental Offices representation of women overall is lower 

with the exception of the FWF. But, the representation of White women is lower across all the four benchmarks. The representation 

of White men is equal to the FWF, greater than the TWF, slightly higher than the CLF, and below the DO/RCLF.

Across the four benchmarks (FWF, TWF, CLF, DO/RCLF), the Treasury Departmental Offices representation of women overall is 

lower with the exception of the FWF. But, the representation of White women is lower across all of the four benchmarks. The 

representation of White men is equal to the FWF, greater than the TWF, slightly higher than the CLF, and below the DO/RCLF.

Among minority groups, the representation of Hispanic men is lower compared to the FWF, TWF, CLF, and equal to the DO/RCLF. 

The representation of Hispanic women is lower compared to each of the four benchmarks, in particular, a 6 percent lower difference 

(2 percent) when compared to the TWF (8 percent). The representation of Black men is equal to or higher than each of the four 

benchmarks; and the representation of Black women is higher across three of the four benchmarks, with the exception being the 

TWF. (However, it is noteworthy that the representation of Black women in the Treasury-wide workforce is considerably higher at 20 

percent.) The representation of both Asian men and Asian women is higher than each of the four benchmarks.

SENIOR AND EXECUTIVE MANAGEMENT

Consistent with the EEOC definition of senior management as Federal General Schedule (GS)-15 and above, the Treasury 

Departmental Offices’ focus has been oversight and monitoring of recruitment/outreach, hiring, advancement, and attrition in 

GS-15 and Senior Executive Service (SES) positions. Treasury Departmental Offices also tracked and monitored the racial/ethnic 

and gender representation of the GS-13-14 grade level workforce, which can serve as the pipeline for senior management. 

Although there are no specific goals for demographic representation by race/ethnicity and gender, comparison to the total Treasury 

Departmental Offices permanent workforce representation provides a general benchmark for the relative inclusion by group at 

upper and senior management levels (Table 7).

Table 7

FY 2019 Treasury Departmental Offices (DO) Permanent Workforce by 

Upper Management Grade Groupings Compared to the Total Treasury DO Workforce*

Demographic 

Groups

Treasury 

DO

Treasury 

DO 

SES

Treasury 

DO

GS-15

Treasury 

DO

GS-14

Treasury 

DO 

GS-13

Treasury DO 

GS-12 & 

below

Men 56% 76% 59% 55% 53% 42%

Women 44% 24% 41% 45% 47% 58%

Hispanic 5% 2% 3% 4% 7% 6%

White 63% 86% 82% 63% 55% 40%

Black 21% 6% 7% 19% 25% 45%

Asian 10% 6% 7% 14% 11% 7%

Other 0% 0% 1% 1% 2% 1%

*Percentages have been rounded to whole numbers

Permanent Positions. For FY 2019, the representation of each minority group and women in permanent GS-15 and SES level 

positions are below the representation within the total Treasury Departmental Offices permanent workforce. There is no civilian 

labor force data comparable to SES level positions.

Minorities represent 36 percent of the total Treasury Departmental Offices permanent workforce, but represent only 18 percent of 

the GS-15 level positions and 14 percent of the SES level positions. There is greater minority representation in positions below the 

GS-15 level, i.e., 38 percent the GS-14 level, 47 percent at the GS-13 level (47 percent), and at GS-12-below levels (54 percent). For 

each minority group, underrepresentation compared to their respective total workforce benchmarks exists for Black employees in 

GS-14, GS-15, and SES positions, Asian employees in GS-15 and SES positions, and Hispanics at the GS-15 and SES positions. 

FY2019 Annual Report to Congress 29
Women represent 44 percent of the total Treasury Departmental Offices permanent workforce, but represented only 41 percent of the 

GS-15 level positions and 25 percent of the SES positions. The representation of women at the GS-15 level increased by 2 percent in 

FY 2019 (41 percent) compared to FY 2018 (39 percent); but decreased at the SES level by 3 percent in FY 2019 (24 percent) compared 

to FY 2018 (27 percent). The representation of women in positions below GS-15 exceeds their overall representation in the total 

workforce, i.e., 45 percent at the GS-14 levels, 47 percent at the GS-13 levels, and 58 percent at GS-12-below levels. 

This lower representation of minorities and women at senior and executive levels and higher representation in positions below GS15 have been consistent trends since OMWI began annual reporting in 2011. 

Presidentially Appointed Positions. In FY 2019, three women were among the highest ranking Presidentially-appointed 

positions in Treasury Departmental Offices, the Treasurer of the United States, the Undersecretary of the Office of Terrorism and 

Financial Intelligence, and the Assistant Secretary for Public Affairs. Appointed positions are not included by the Equal Employment 

Opportunity Commission in calculations of the permanent workforce census. 

ALL GRADE GROUPINGS

A comparison of the representation by gender and minority group status across all grade groups within the Treasury Departmental 

Offices Permanent Workforce shows the greatest number of women and minority employees are in GS-12 and lower positions, at 58 

percent and 60 percent respectively (Figures 7 and 8).

Figure 7

Fy 2019 Departmental Offices Permanent Workforce Grade

Comparison by Gender 

Figure 8

Fy 2019 Treasury Departmental Offices Permanent Workforce Grade 

omparison by Minority Status

58%

42%

GS 12 & below GS-13 – 15

Men

Women

SES

44%

56%

24%

76%

0%

80%

60%

40%

20%

White

Minorities

60%

40%

GS 12 & below GS-13 – 15 SES

32%

68%

14%

86%

80%

100%

60%

40%

20%

0%

30 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
HIRING AND ATTRITION 

Hiring. The hiring rates for gender and ethnic groups within the permanent workforce were compared over a five year period (FY 

2015 through FY 2019). Compared to the average hiring rates for each respective group in the preceding four years (FY 2015 through 

2018), hiring rates in FY 2019 were comparable (only +/– 1 percent). However, the greatest one year increase in hiring between FY 

2018 and FY 2019 was for Black (+3 percent) and Asian (+6 percent) employees. (Table 8)

Table 8

Treasury Departmental Offices

New Hire Trends of Permanent Workforce by Percentage of Employees Hired*

FY 2015-FY 2019

Fiscal year Men Women Hispanic White Black Asians 

% of total new hires % of total new hires

2015 56% 44% 6% 63% 16% 15%

2016 53% 47% 7% 58% 20% 12%

2017 63% 37% 7% 64% 15% 13%

2018 58% 42% 5% 75% 11% 7%

2019 57% 43% 6% 66% 14% 13%

*Percentages have been rounded to whole numbers

Attrition. TThe attrition rates among gender and ethnic groups within the permanent workforce were compared over a five year 

period (FY 2015 through FY 2019). Compared to the average attrition rates for each respective group in the preceding four years 

(FY 2015 through FY 2018), attrition was higher in FY 2019 for Black employees and men; lower for women, White, and Asian 

employees; and unchanged for Hispanic employees. 

The attrition rate was the highest for Black employees, which was 6 percent greater (23 percent) compared to the average over the 

preceding four years (17 percent). The attrition rate for men was 58 percent, compared to the average over the preceding four years 

(55 percent). For women, White, and Asian employees, the attrition rates were 42 percent, 64 percent, and 8 percent in FY 2019, 

compared to the averages over the preceding four years (45 percent, 67 percent, and 11 percent, respectively). The attrition rates for 

Hispanic employees remains unchanged at 5 percent, compared to the average of 5 percent over the preceding four years. (Table 9).

Table 9

Treasury Departmental Offices Attrition Analysis:

Percentage Breakout by Gender and Race/Ethnicity*

Fiscal year Men Women Hispanic White Black Asians 

% of total leaving % of total leaving

2015 49% 51% 3% 70% 16% 10%

2016 56% 44% 2% 68% 18% 12%

2017 60% 40% 7% 64% 16% 12%

2018 56% 44% 7% 64% 17% 10%

2019 58% 42% 5% 64% 23% 8%

*Percentages have been rounded to whole numbers

FY2019 Annual Report to Congress 31
Attrition by Type. In FY 2019, there was an attrition of 224 employees (compared to 225 employees in FY 2018). Of the four 

categories of attrition, all groups were more likely to resign or transfer in FY 2019, representing 81 percent of the attrition of the 

Treasury Departmental Offices workforce (Table 10).

Table 10

FY 2019 Treasury Departmental Offices 

Attrition by Type and Demographic Group 

Demographic 

Group Resignations Retirements Transfers Deaths Total # Total #

Men 62 27 42 2 133 59%

Women 39 14 38 0 91 41%

Hispanics 5 2 5 0 12 5%

Whites 76 23 44 1 144 64%

Blacks 11 15 23 1 50 22%

Asians 9 1 7 0 17 8%

Other 0 0 1 0 1 0%

Total Attrition 101 41 80 2

224 100%

Percentages 45% 18% 36% 1%

*Percentages have been rounded to whole numbers

Among all groups, White employees separated most from resignations than from retirement or transfers representing 64 percent 

of their attrition. Overall, attrition by race/ethnicity and gender was generally proportionate to their overall representation within 

the Treasury Departmental Offices workforce. Whites accounted for 64 percent of (144) total attrition and minorities accounted for 

approximately 36 percent of total attrition (80).

Net Attrition of Minority Employees. Change in overall minority representation due to the combination of hires and 

separation rates were compared across the past five fiscal years (FY 2015 through 2019), resulting in net gains of 7 percent, 10 

percent, 0 percent and a net attrition of -11 percent, and -2 percent in the respective years. In FY 2019, there was an 8 percent 

increase in hiring and a 1 percent decrease in separation of minorities compared to FY 2018. The net attrition of minorities in FY 

2019 was -2. (Table 11)

Table 11

Treasury Departmental Offices 

Net Attrition or Gain of Minority Employees*

FY 2015-FY 2019

Workforce Demographics 2015 2016 2017 2018 2019

Rate of Hire 37% 42% 36% 25% 33%

Rate of Separation 30% 32% 36% 36% 35%

Net Attrition or Gain 7% 10% 0% -11% -2%

*Percentages have been rounded to whole numbers

Net Attrition Women Employees. Changes in the representation among women employees due to the combination of hires 

and separation rates were compared across the past five fiscal years (FY 2015 through FY 2019), resulting in net attrition rates of -7 

percent, -3 percent, -2 percent in FY 2015, 2017, and 2018 respectively; and net gains of 3 percent and 1 percent in FY 2016 and 

32 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
FY 2019, respectively. In FY 2019, there was a 1 percent increase in hiring and a 2 percent decrease in separation of women 

compared to FY 2018, resulting in a net gain of 1 percent. (Table 12)

Table 12

Treasury Departmental Offices

Net Attrition or Gain of Women Employees

FY 2015-FY 2019

Workforce Demographics 2015 2016 2017 2018 2019

Rate of Hire 44% 47% 37% 42% 43%

Rate of Separation 51% 44% 40% 44% 42%

Net Attrition or Gain -7% 3% -3% -2% 1%

*Percentages have been rounded to whole numbers

MISSION CRITICAL OCCUPATIONS TRENDS BY RACE/ETHNICITY AND GENDER

Within Treasury Departmental Offices (DO), there are five occupational series that are regarded as critical to supporting the mission 

and vision of Treasury. They are: Economist, General Attorney, Financial Analyst, Information Technology Specialist, and Intelligence 

Analyst. In this section, comparisons are made between the participation rates of the racial/ethnic and gender representations 

within each of these occupations in Treasury Departmental Offices permanent workforce from FY 2015 through FY 2019, compared 

to Occupational Civilian Labor Force (OCLF) data.16

a. Economist: Trends within the Economist (GS-0110) occupational series reveal a consistently lower representation of Hispanics and 

Blacks when compared to their OCLF across the five year period from FY 2015 through FY 2019. It also is striking to note that in this 

occupation no Hispanic women were hired in the last five years and no Black women were hired in the last two years. (Table 13)

Table 13

Treasury Departmental Offices 

Economist Series Trends: Percent Employment by Race/Ethnicity and Gender

FY 2015-FY 2019

Fiscal 

Year

% Hispanic % White % Black % Asian % Total M W M W M W M W

FY 2015 2.02 0 56.06 29.29 1.01 0.51 7.58 3.54 100

FY 2016 2.46 0 58.62 25.12 0.99 0.49 8.89 3.45 100

FY 2017 1.97 0 57.64 26.11 0.99 0.49 6.4 6.4 100

FY 2018 1.68 0 57.54 27.37 1.12 0 5.59 6.7 100

FY 2019 2.05 0 58.97 25.64 0.51 0 4.62 7.69 100

OCLF 3.34 1.85 55.78 25.2 2.84 2.66 4.46 3.02 100

Key: Highlighted cell denotes that the percentage is below the OCLF;M-Men, W-Women.

b. General Attorney: In the General Attorney (GS-0905) occupational series, trends reveal that men continue to represent below their 

respective OCLF rates during a five year period from FY 2014 through FY 2018, with the exception of Asian men. Overall, all female groups 

and Asian males are represented at or above their respective OCLF rates (Table 14).

16. The OCLF, derived from the census, is the benchmark for the segments of society for the applicant pool. It includes those who are employed or seeking employment within that 

specific occupation who are 18 years of age or older, excluding the military and taking citizenship into consideration.

FY2019 Annual Report to Congress 33
Table 14

Treasury Departmental Offices 

General Attorney Series Trends: Percent Employment by Race/Ethnicity and Gender

FY 2015-FY 2019

Fiscal 

Year

% Hispanic % White % Black % Asian % Total M W M W M W M W

FY 2015 0.93 1.85 52.78 32.41 0.93 2.78 1.85 5.56 100

FY 2016 0.87 2.61 50.43 33.91 1.74 2.61 1.74 4.36 100

FY 2017 0.93 2.8 55.14 31.78 0.93 2.8 1.87 1.87 100

FY 2018 0.91 2.73 54.55 30 0.91 2.73 2.73 3.64 100

FY 2019 0.95 2.86 41.9 39.05 1.9 3.81 3.81 3.81 100

OCLF 2.52 1.85 59.68 26.68 2.13 2.6 1.82 1.74 100

Key: Highlighted cell denotes that the percentage is below the OCLF;M-Men, W-Women.

c. Information Technology (IT) Specialist: In the IT Specialist (GS-2210) occupational series, trends reveal that representation 

of Hispanics and Whites have been substantially below the OCLF rate across the five year period from FY 2015 through FY 2019, while 

Blacks and Asians have been represented consistently well above the OCLF rate in that same time period. (Table 15)

Table 15

Treasury Departmental Offices 

Information Technology Specialist Series Trends: Percent Employment by Race/Ethnicity and Gender

FY 2015-FY 2019

Fiscal 

Year

% Hispanic % White % Black % Asian % Total M W M W M W M W

FY 2015 2.17 0.87 43.04 11.74 14.78 6.96 13.91 4.78 100

FY 2016 3.32 1.87 36.9 12.55 13.28 7.01 16.97 5.54 100

FY 2017 3.19 1.42 36.52 11.7 12.41 6.74 18.09 6.74 100

FY 2018 3.07 1.53 40.23 11.11 11.88 6.13 17.24 5.75 100

FY 2019 2.1 1.26 39.08 10.5 13.03 7.56 16.39 7.14 100

OCLF 5.39 2.17 52.21 20.89 6.61 4.5 5.14 1.55 100

Key: Highlighted cell denotes that the percentage is below the OCLF;M-Men, W-Women.

d. Financial Analyst: Trends within the Financial Analyst (GS-1160) occupational series across a five year period from FY 2014 

through FY 2018 reveal a consistently lower than expected participation rate for Hispanics women, White men, and Asian men 

and women when compared to their OCLF participation rate. (Table 16)

Table 16

Treasury Departmental Offices 

Financial Analyst Series Trends: Percent Employment by Race/Ethnicity and Gender

FY 2015-FY 2019

Fiscal 

Year

% Hispanic % White % Black % Asian % Total

M W M W M W M W

FY 2015 3.7 0 48.15 25.93 3.7 9.26 1.85 5.56 100

FY 2016 3.39 0 40.68 27.12 6.78 15.25 1.69 3.39 100

FY 2017 3.33 0 40 23.33 10 13.33 3.33 3.33 100

FY 2018 1.89 0 33.96 24.53 9.43 18.87 3.77 5.66 100

FY 2019 1.67 0 38.33 31.67 5 11.67 1.67 6.67 100

OCLF 3.1 1.97 53.98 22.01 3.55 3.96 6.14 4.4 100

Key: Highlighted cell denotes that the percentage is below the OCLF;M-Men, W-Women.

34 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
e. Intelligence Analyst. Trends within the Intelligence Analyst (GS-0132) occupational series across a five year period from 

FY 2015 through FY 2019 reveal a consistently lower representation of Hispanic women, White women, Black men, and Asian 

women. However, in FY 2019 Hispanic men, White men, Black women, and Asian men were above the respective OCLF 

representation. (Table 17)

Table 17

Treasury Departmental Offices 

Intelligence Analyst Series Trends: Percent Employment by Race/Ethnicity and Gender

FY 2015-FY 2019

Fiscal 

Year

% Hispanic % White % Black % Asian % Total

M W M W M W M W

FY 2015 0.93 0.93 63.89 25.93 0 2.78 2.78 2.78 100

FY 2016 2.43 2.22 39.23 24.82 7.44 13.89 5.7 3.22 100

FY 2017 2.08 0 60.42 26.04 2.08 3.13 3.13 1.04 100

FY 2018 2.94 1.96 53.92 27.45 2.94 5.88 3.92 0 100

FY 2019 4.55 1.52 55.3 22.73 3.79 6.82 3.03 1.52 100

OCLF 2.81 3.36 38.77 40.68 4.16 4.59 1.52 2.3 100

Key: Highlighted cell denotes that the percentage is below the OCLF;M-Men, W-Women.

STUDENT EMPLOYMENT 

Internship and fellowship programs offer an excellent opportunity for Treasury Departmental Offices hiring officials to assess 

the qualifications and performance of promising students who may prove to be candidates for future positions. Treasury 

Departmental Offices offers three opportunities for student internships: an unpaid student volunteer internship program, the 

Pathways Program that provides paid internships, and a long-standing outreach effort to recruit diverse groups of students for 

paid internships through partnerships with minority-serving organizations and academic institutions. This latter effort is known 

as the Treasury Scholars Program, aiming to further expand the diversity of highly qualified candidates interested in internships 

in the Treasury Departmental Offices. 

It should be emphasized that interns in the volunteer program are unpaid and Treasury Scholars internships are paid through a 

contractual arrangement with minority student serving organizations. However, the number of students supported by the Treasury 

Scholars Program is largely dependent on available program funding, which can vary considerably from year to year. Also, due to 

hiring restrictions imposed within Treasury in FY 2019, there were no students participating in the Pathways program, which are paid 

internships through Treasury’s personnel budget.

In FY 2019, there were 190 student interns who served in Treasury Departmental Offices: 14 percent Asian (27), 12 percent Black 

(23), 8 percent Hispanic (15), 1 percent Native American (1), and 65 percent White (124). The greatest proportion of all of the 190 

total student interns in Treasury Departmental Offices came through the volunteer program. Thirty and a half percent (54) of the 

177 volunteer program students were racial or ethnic minority students: 13.5 percent (24) Asian, 9.6 percent Black (17), 7 percent 

(13) Hispanic, while 69.5 percent were White (123). Ninety two percent (12) of the 13 Treasury Scholars program students were 

racial or ethnic minority students: 23 percent (3) Asian, 46 percent Black (6), 15 percent (2) Hispanic, while 8 percent was White 

(1). Students came from leading colleges and universities, including Historically Black Universities (Howard University, Alabama A&M 

University, and Bowie State University) and a Hispanic Serving Institution (International American University of Puerto Rico, Arecibo). 

The Treasury Scholars program accounted for 18 percent (12 of 66) of the placements of minority interns in FY 2019. (Table 18)

FY2019 Annual Report to Congress 35
Table 18 

FY 2019 Treasury Departmental Offices

Student Employment

Student 

Programs Asian Black Hispanic AmericanIndian

Total 

Minority White Total

# % # % # % # % # % # %

Volunteer

fall, spring & 

summer

24 13.5% 17 9.6% 13 7% 0 0 54 30.5% 123 69.5% 177

Treasury 

Scholars

summer only

3 23% 6 46% 2 15% 1 8% 12 92% 1 8% 13

# and % 27 14% 23 12% 15 8% 1 1% 66 35% 124 65% 190

*Includes one student in fall 2019, one student in spring 2019, and 4 students in the summer 2019 only. 

Over the past four years, Treasury has hosted a total of 293 minority students in the volunteer student program (240) and the Treasury 

Scholars program (53) combined. (Table 19 and Table 20) The Treasury Scholars program has been important in increasing the diversity 

of the overall number of student interns each year in Treasury Departmental Offices. On average over the past four years, 18% of the 

total number of minority interns has been directly attributable to the Treasury Scholars program. As much as 21% of the total number of 

minority interns was attributable to the Treasury Scholars program in a single year (14 of 66 minority students in FY 2018).

Table 19 

FY 2016-2019 Treasury Departmental Offices

Volunteer Student Employment

Student 

Programs Asian Black Hispanic AmericanIndian

Total 

Minority White Overall Total

# % # % # % # % # % # %

FY 2016 45 18% 22 9% 13 5% 0 0 80 33% 165 67% 245

FY 2017 20 10% 24 12% 8 4% 0 0 52 26% 143 74% 195

FY 2018 30 15% 13 6.5% 10 5% 1 0.5% 54 27% 144 73% 198

FY 2019 24 13.5% 17 9.6% 13 7% 0 0 54 30.5% 123 69.5% 177

Table 20 

FY 2016-2019 Treasury Departmental Offices

Treasury Scholars Program

Student 

Programs Asian Black Hispanic AmericanIndian

Total 

Minority White Overall Total

# % # % # % # % # % # %

FY 2016 1 6% 11 61% 5 27% 0 0 17 94% 1 6% 18

FY 2017 1 7% 10 72% 3 21% 0 0 14 100% 0 0 14

FY 2018 1 9% 5 45.5% 5* 45.5% 0 0 10* 100% 0 0 10

FY 2019 3 23% 6 46% 2 15% 1 8% 12 92% 1 8% 13

*In FY 2018, one Treasury Scholars student self-identified as both Black and Hispanic and, therefore, counted in both category columns. However, in the total minority and overall 

total columns, the student was accounted for only once. New IQ Inclusion Quotient

36 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
WORKPLACE INCLUSION

INCLUSION QUOTIENT INDEX 

The Federal Employee Viewpoint Survey (FEVS) is a government-wide tool that measures employee perceptions of whether, and 

to what extent, conditions characterizing successful organizations are present in their agencies. Survey results provide valuable 

insight into the challenges agency leaders face in ensuring the federal government has an effective civilian workforce and 

employees’ perception about their workplace experience. The Office of Personnel Management (OPM) recently developed the 

Inclusive Environment Assessment, consisting of a subset of 20 questions derived from a rigorous statistical factor analysis. These 20 

questions clustered around five factors that are associated with management behaviors: fairness, open mindedness, cooperation, 

supportiveness, and empowerment. Scores can be derived for each of these factors to comprise the Inclusion Quotient Index. 

The most recent survey was administered by the OPM from April through June 2019. Overall scores below 65 percent on the New IQ 

Index are regarded as areas of challenge. Treasury Departmental Offices has an overall Diversity and Inclusion Index score of 63.49 

percent in FY 2019, a 1.61 percent increase from the score of 61.84 percent in FY 2018. By comparison, the overall New IQ Index scores 

Treasury-wide and government-wide are 62.93 percent and 62.07, respectively. 

For the specific factors associated with inclusion, Treasury Departmental Offices’ FY 2019 scores on four of the five factors of inclusion 

are higher than those in FY 2018, however, below the 65 percent that Office of Personnel Management regards as minimally acceptable 

(Table 21). The highest factor increase was empowerment from the score of 56.61 percent in FY 2018 to 61.21 percent in FY 2019, a 

4.60 percent increase.

Table 21

FY 2019 Treasury Departmental Offices (DO)

Comparison to Government-wide, Treasury-wide, and DO FY 2018 Scores on the Inclusion Quotient Index

Inclusion 

Factors Gov Treasury DO FY 2018

DO 

FY 2019

Fairness 49.45% 51.59% 53.28% 54.75%

Open-mindedness 61.29% 61.81% 60.34% 60.48%

Cooperation 59.46% 61.35% 57.86% 60.31%

Supportiveness 79.05% 81.37% 81.12% 80.70%

Empowerment 61.11% 58.54% 56.61% 61.21%

Average 62.07% 62.93% 61.84% 63.49%

BEST PLACES TO WORK RANKING

The annual Best Places to Work in the Federal Government17 rankings, produced by the nonprofit, nonpartisan Partnerships 

for Public Service, measures employee engagement government-wide as well as at individual departments, agencies, and 

subcomponents. The rankings provide a means of holding leaders accountable for the health of their organizations, shining the 

spotlight on agencies that are successfully engaging employees as well as on those that are falling short. The 2019 Best Places to 

Work findings demonstrate that collectively the federal government has a lot of work remaining to support and strengthen the 

federal workforce. The report is available by several categories. It provides deep insight into the dynamics of the workforce, and 

opportunities to identify our most critical challenges and focus on transformation.

17. https://bestplacestowork.org/rankings/overall/sub

FY2019 Annual Report to Congress 37
In the overall rankings of the Best Places to Work employee engagement score, Treasury Departmental Offices is third quartile (312 out 

of 420) among federal agency subcomponents. This category is calculated based on responses to three different questions in the FEVS:

Q. 40 - I recommend my organization as a good place to work

Q. 69 - Considering everything, how satisfied are you with your job?

Q. 71 - Considering everything, how satisfied are you with your organization?

The 2019 employee engagement score of 57.9 represents a 2.5 point increase from 2018, suggesting Treasury Departmental Offices 

management practices and initiatives are helping to promote greater employee engagement. However, management understands 

these initiatives must continue to see effective change. 

The Best Places to Work subcategory “Support for Diversity” measures the extent to which employees believe that actions and 

policies of leadership and management promote and respect diversity. In this category, Treasury Departmental Offices is ranked in 

the third quartile (308 out of 414) among federal agency subcomponents, dropping 1.2 points to a rating of 58.1 percent from 2018. 

The “Effective Leadership: Fairness” subcategory measures the extent to which employees believe disputes are resolved fairly in their 

work units, whether employees believe arbitrary action and personal favoritism are tolerated, and if employees feel comfortable 

reporting illegal activity without fear of reprisal. In this subcategory, Treasury Departmental Offices is ranked in the third quartile 

(259 of 413) among federal agency subcomponents, dropping 0.3 points to a rating of 57.1 percent from 2018 (Table 20).

Table 22

Treasury Departmental Offices 

Best Places to Work Agency Rankings and Score

FY 2019 and FY 2018

Treasury Departmental Offices

Rank Quartile 2019 Score 2018 Score Change

Best Places to Work

312 of 420 3rd 57.9 55.4 2.5

Support for Diversity

308 of 414 3rd 56.9 58.1 -1.2

Effective Leadership: Fairness

259 of 413 3rd 56.8 57.1 -0.3

38 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
INITIATIVES & 

ACCOMPLISHMENTS

ORGANIZATIONAL TRANSFORMATION

QUANTITATIVE AND QUALITATIVE ANALYSIS

Diversity in the Hiring Process. OMWI conducts an applicant flow analysis to determine the percentage of minority and 

women candidates participating at various stages of the hiring process. OMWI examines the aggregated flow of all applicants, the 

qualified applicants, the best qualified applicants and selections, men versus women, and minority versus non-minority applicants. 

The purpose of this monitoring is to identify disparities at each hiring stage.

Representational Diversity. OMWI conducts quantitative “deep dive” analysis of the workforce demography of the major policy 

and program offices that includes:

• Overall representation by race, gender, disability and veteran status 

• Representation in the major occupations

• Demography of direct hires

• Demography of applicants

• Perceptions of the workplace environment

• Exit surveys and the reasons for leaving

• Performance ratings by race and gender.

OMWI briefs offices about the results of the analysis. OMWI then works with each of the program and policy offices to review any 

disparities in representation and areas of concern pertaining to workplace culture to determine the potential sources of problem 

areas and strategies to address them. 

Inclusion Index. The Office of Personnel Management developed the Inclusive Environment Assessment (New IQ) index for 

use by federal agencies to assess factors within the workplace that are closely associated an inclusive environment. Using the New 

IQ index, OMWI began providing policy and program offices within Treasury Departmental Offices with a qualitative measure of 

employee perceptions of their workplace environment. So, in addition to providing data on representational diversity, OMWI also 

provides an assessment of the extent to which the workplace culture is perceived as inclusive. 

INCLUSIVE DIVERSITY AWARENESS AND TRAINING 

The & Council. In FY 2017, OMWI established an employee resource group within Treasury Departmental Offices, called The & 

Council, to advance and leverage diversity within the organization’s culture and workforce by increasing workforce engagement, 

performance, diversity, and inclusion. The & Council, a single entity that focuses on the interests of various groups, serves as an 

innovative alternative to the traditional model of having separate Special Emphasis Program Managers for each of the different 

special emphasis groups. Members of The & Council serve as an idea factory to infuse cultural intelligence into the workplace on 

diversity and inclusion. Membership in The & Council is voluntary and consists of Treasury Departmental Offices employees at all 

levels who bring a broad range of perspectives to shape inclusive diversity efforts, representing a microcosm of the workforce: 

White; Black; Hispanic; Asian/Pacific Islander; American Indian; Alaska Native; women; lesbian, gay, bisexual and transgender; 

persons with disabilities; age 40+; and early career employees. 

FY2019 Annual Report to Congress 39
The & Council consists of an Executive Committee and subcommittees. The & Council agreed by consensus on its framework and four 

areas of work: 1) cultural transformation efforts to create a more inclusive work environment; 2) critical conversations to promote 

important but often difficult dialogues; 3) career advancement recommendations to mitigate demographic hierarchical distinctions 

or disparities; and 4) civil rights and equal opportunity issues to identify barriers to representational diversity and fairness. 

Multi-tiered Diversity and Inclusion Training. Since FY 2013, OMWI has sponsored several training sessions on diversity 

and inclusion, with a focus on unconscious bias. These have been for senior leaders, managers and supervisors, as well as all other 

employees. The aim of this training is cultural transformation of the workplace by creating a cadre of like-minded diversity and 

inclusion champions who can serve as catalysts for change, leading development of improved management behaviors with the goal 

a more inclusive workplace environment. 

Dr. Steve Robbins, an internationally recognized diversity and inclusion consultant, has been engaged by OMWI for four years to 

provide intensive training in the neuroscience of unconscious bias. In total, he has conducted 11 sessions for approximately 550 

Treasury Departmental Offices participants. In FY 2019, OMWI continued an 18 month-long online video series created by Dr. 

Robbins that makes much of his training content available in an on-demand form to all Treasury employees in short segments. Titled 

Inclusion Insights, a new episode in this year-long video series is posted to the Treasury intranet every other week. Earlier episodes 

remain archived and available for reviewing. With the announcement of each new episode, discussion questions are provided and 

managers are encouraged to incorporate them in their staff meetings. 

OMWI staff strive to design programming that frames issues of diversity and inclusion in compelling, relatable, and transformative 

ways. In FY 2019, OMWI hosted a theatrical performance entitled, Incognito, a one-actor play by Michael Fosberg that explores 

the meaning of racial identity on a personal level. This innovative approach to a very difficult subject set the stage for an open 

and meaningful discussion among the audience members immediately following the performance. OMWI also collaborated with 

the Office of the Treasurer to conduct a panel discussion to commemorate Hispanic Heritage Month. To ensure that staff who are 

responsible for diversity, equal employment opportunity and supplier diversity keep abreast of leading edge knowledge in these 

areas, the Offices of Minority and Women Inclusion across all eight financial services agencies collaborated on a multi-session 

symposium for the combined staff. 

In FY 2019, the Treasury Executive Institute (TEI) established a curriculum and hosted diversity and inclusion training sessions for 

Departmental Offices employees and managers at the GS-14 through SES levels. These sessions included the following seminars:

• Book Discussion: Servant Leadership in Hard Times

• Case Study: Satya Nadella at Microsoft: Instilling a Growth Mindset

• Coaching Skills in the Workplace: Becoming a Conflict Competent Leader (Book Discussion)

• Coaching Skills in the Workplace: The Human Equity Advantage: Beyond Diversity to Talent Optimization (Book Discussion)

• Coaching Skills in the Workplace: Managers as Mentors (Book Discussion)

• Coaching Skills in the Workplace: Mentoring Skills

• Delegating Smartly

• Developing Interpersonal Skills

• IDisc: A Workplace Communication and Teamwork Skill 

• Leading for Respect: How Supervisors and Managers Can Create Respectful Workplaces

• Mentoring Matters: Flash Mentoring

• The Fearless Organization: Creating Psychological Safety in the Workplace 

• Vital Smarts: Crucial Conversations On Demand Program: Tools for Talking When Stakes Are High

Finally, in commemoration of the federally designated heritage months, OMWI develops personal profiles of members of the 

Treasury staff who represent the specific cultural heritage celebrated. The profiles are featured on the Treasury intranet, and posted 

on the electronic bulletin boards throughout the various Treasury facilities.

40 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
COMMUNITY EMPOWERMENT

OUTREACH

Treasury Departmental Offices has had long standing partnerships with existing external internship programs that attract diverse and 

highly qualified students. OMWI established the Treasury Scholars Program in 2012 as a paid internship program in collaboration 

with organizations serving minority students, such as the National Association for Equal Opportunity in Higher Education, Hispanic 

Association of Colleges and Universities National Internship Program, the Washington Center, the International Leadership 

Foundation, the Congressional Hispanic Caucus Institute, and others. However, because of the recent increase in the number of 

new organizations with similar capabilities, it is no longer permissible to use sole source contracting with specific organizations. 

In FY 2015, OMWI issued a competitive solicitation for such organizations to become part of a five-year blanket purchase agreement 

for the Treasury Scholars Program. Three organizations responded to the solicitation: INROADS, the Hispanic Association of Colleges 

and Universities National Internship Program, and the Washington Center. In FY 2019, OMWI offered paid internships to 13 students 

via the Treasury Scholars Program. These students were placed in policy and program offices throughout Treasury Departmental 

Offices, including International Affairs, Office of the Treasurer, Office of Budget and Travel, and Office of the Chief Information Officer. 

Students came from leading colleges and universities, including Historically Black Universities (Howard University, Alabama A&M 

University, and Bowie State University) and a Hispanic Serving Institution (International American University of Puerto Rico, Arecibo). 

FINANCIAL LITERACY

The Secretary of the Treasury serves as Chair of the Financial Literacy and Education Commission (FLEC), comprising 23 federal 

government entities, created in 2003 to improve “the financial literacy and education of persons in the United States.” The Office of 

Consumer Policy provides expertise and support to the FLEC and leads the Treasury Department’s work to empower more Americans 

to create financially secure futures for themselves and for their families, with access to safe and affordable financial products and 

services and the right information and knowledge for making sound financial choices. 

In FY 2019, Treasury issued a report on Federal Financial Literacy Reform: Coordinating and Improving Financial Literacy Efforts.

18

 

The scope of the report addresses a number of issues and recommendations. Treasury’s recommendations in this report can be 

summarized in the following four categories: 

• A governance structure, as permitted by the FLEC’s enabling statue, for federal financial literacy efforts that articulates the proper 

role of government, and where possible, avoids duplicative activities, and leverages the work of nonprofit organizations, the 

private sector and state and local government. 

• Coordination of existing federal financial literacy and education programs and policy proposals for basic financial capability 

(including access to financial services, saving, and credit), retirement savings and investor education, housing counseling, 

postsecondary education, and military and their families. 

• Identification of best practices and potential metrics for evidence-based, effective financial education programs that will allow 

responsible agencies to consider elimination or modification of programs that do not lead to greater financial capability and 

changes in financial behavior.

• Identification of the future challenges and opportunities associated with technology and financial education. 

Additionally, in 2019 the FLEC released a report entitled Best Practices for Financial Literacy and Education at Institutions of Higher 

Education.

19

 The report provides recommendations for higher education institutions to deliver effective financial literacy education 

and resources to help students make informed decisions and avoid pitfalls associated with financing education. Best practices for 

evidence-based, effective financial education covered in the report include:  

18. https://home.treasury.gov/system/files/136/FFLRCoordinatingImprovingFinancialLiteracyEfforts.pdf

19. https://home.treasury.gov/system/files/136/Best-Practices-for-Financial-Literacy-and-Education-at-Institutions-of-Higher-Education2019.pdf

FY2019 Annual Report to Congress 41
• Providing clear, timely, and customized information to inform student borrowing

• Effectively engaging students in financial literacy and education

• Targeting different student populations by use of national, institutional, and individual data

• Communicating importance of graduation and major on repayment of student loans

• Preparing students to meet financial obligations upon graduation.

ACCOUNTABILITY

Leadership Commitment. Secretary Mnuchin was confirmed by the United States Senate on February 13, 2017 to serve as 

the 77th Secretary of the Treasury. Secretary Mnuchin issued a Diversity and Inclusion Commitment Statement on November 17, 

2017 that was disseminated to all Treasury employees and invited employees to display their own statement of commitment with 

a personalized Diversity and Inclusion Certificate. The Secretary issued this statement separately from the mandatory annual equal 

employment opportunity (EEO) policy statement, thus making a clear distinction between strategic diversity management and EEO 

compliance. In his statement, he set his expectations for the shared values of all Treasury employees, as follows: 

We are committed to diversity, inclusion, and dignity for all people. We value the many ways people are different, 

including their social identity, training, experiences, and interest. We aspire to have a workplace environment 

within Treasury where all people feel their unique talents, ideas, perspectives, and contributions are valued, 

respected and fully utilized

SES Performance Plans. To establish accountability relative to workforce diversity and inclusion, the Leading People 

performance element on which all SES level Treasury employees are evaluated includes the following criteria: 

Recruits, retains, and develops the talent needed to achieve a high quality, diverse workforce that reflects the nation, with 

the skills needed to accomplish organizational performance objectives while supporting workforce diversity, workplace 

inclusion, and equal employment policies and programs. 

Throughout Treasury, the Leading People performance element, which is one of the four Executive Core Qualifications for senior 

executives in the federal government, has twice the weight of the other three elements, i.e., Leading Change, Business Acumen, 

and Building Coalitions. This higher value accounts for the diversity component of the Leading People element in addition to other 

leadership characteristics. 

Supervisor and Employee Performance Plans. Diversity and Inclusion performance elements have been drafted for the 

performance plans of all managers, supervisors, and employees in Treasury Departmental Offices. The Diversity and Inclusion 

Critical Element will account for at least 10 percent of the total weight for employees and for supervisors. 

The Diversity and Inclusion element must at a minimum contain language that requires the supervisor/manager to: 

• Advance the goals of the Treasury Diversity and Inclusion Strategic Plan;

• Effectively and collaboratively work with employees, senior leaders, customers, peers, and stakeholders from diverse backgrounds;

• Regularly exhibit behaviors that demonstrate respect and professional courtesy towards others within the workplace, by maintaining 

fair and impartial delivery of programs, work products, and services; and,

• Consistently demonstrate respect for employees within the workplace and interact in a manner that demonstrates professional 

courtesy and does not include harassing or bullying behaviors.

The Diversity and Inclusion element must at a minimum contain language that requires all other employees to:

• Participate in creating and maintaining an inclusive work environment; and,

• Interact with peers, supervisors, customers and stakeholders from all backgrounds in a manner that demonstrates professional 

courtesy and does not include harassing or bullying behaviors toward any group of employees.

42 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
• These new performance elements are anticipated to be finalized before the end of FY 2020. 

• Interact with peers, supervisors, customers and stakeholders from all backgrounds in a manner that demonstrates professional 

courtesy and does not include harassing or bullying behaviors toward any group of employees.

These new performance elements are anticipated to be finalized before the end of FY 2019. 

Inclusive Diversity Strategic Plan for Fiscal Years FY 2017 – 2020. In FY 2017, the Office of Civil Rights and Diversity 

developed an Inclusive Diversity Strategic Plan. This plan requires Treasury Bureaus, including Departmental Offices, to establish 

a new implementation plan for carrying out the strategic objectives outlined. The Inclusive Diversity Strategic Plan provides a 

framework to ensure that:

• Recruitment policies are sufficiently broad to afford maximum flexibility and enable recruitment of well-qualified candidates from 

a wide variety of sources;

• Internal barriers do not impede the hiring, promotion, or retention of any candidate or employee because of his or her race, 

gender, national origin, age, color, religion, disability, sexual orientation, parental status, protected genetic information, or any 

other non-merit factor;

• The Department develops a culture of inclusiveness, where every employee is given the opportunity to contribute; and

• Managers and leaders are accountable for the success of this initiative.

Considering the agency strategic plan will end at the end of FY 2020, the OMWI, Office of Equal Employment Opportunity, and Office 

of Human Resources will partner in 2020 to establish the Treasury Departmental Offices new implementation plan that will hold the 

agency leadership accountable for results in diversity efforts, ensuring those efforts are not only aligned with mission needs, but are 

also effective, efficient, and merit-based.

CHALLENGES

Treasury Departmental Offices is committed to adopting leading edge strategies to secure a high performing workforce drawn from 

a diverse pool of candidates. The continuing challenges to implementing the workforce diversity provisions of Dodd-Frank Act § 342 

have been retaining Black employees, identifying and mitigating the root causes for underrepresentation of Hispanic employees 

in multiple areas, determining the systemic barriers to the employment and advancement of minorities and women in senior and 

executive level positions and specific mission critical occupations, and changing the workplace culture to one that is perceived as 

more inclusive by employees. 

Diversity: Overall, the Departmental Offices workforce is racially diverse with Black and Asian employees represented at or above 

nearly all relevant benchmarks. The one exception is the representation of Black women in the Departmental Offices, which is lower 

than the notably higher benchmark prevalence of Black women in the Treasury-wide workforce of 20 percent. With regard to ethnic 

diversity, Hispanic employee remain underrepresented (refer to description below). 

With regard to gender, the Treasury Departmental Offices representation of women overall is below three of the four benchmarks, 

with the exception being the federal workforce. But, the representation of White women is lower across all of the four benchmarks.

Hiring. Hiring restrictions were imposed in FY 2017 and FY 2018, limiting opportunity for Treasury Departmental Offices to hire 

and to impact workforce diversity. Subsequently, the hiring freeze was lifted in early 2019, but resulted in only small differences in 

the overall hiring rates of women and minority groups compared to the average hiring rates in the preceding four years (only +/– 1 

percent differences). For specific minority groups, there was a notable increase in hiring in FY 2019 compared to the prior year. 

Hiring of Black employees increased by 3 percent and Asian employees increased by 6 percent. 

Retention. Although the hiring of Black employees was 14 percent, which was an increase of 3 percent compared to the prior 

year, the separation rate was the highest for Black employees (23 percent) compared to other minority groups. Therefore, the net 

attrition rate for Black employees was also the highest of all minority groups at -9 percent. By contrast, there was a 5 percent net 

gain in the percentage of Asian employees when comparing hiring and separation rates in FY 2019.

FY2019 Annual Report to Congress 43
Hispanics. The low representation of Hispanic employees in Treasury Departmental Offices has been an apparent challenge 

in several areas. Among all minority groups, Hispanic employees are represented at the lowest percentage (5 percent). Hispanic 

representation in the workforce is also lower than all four relevant benchmarks (FWF, TWF, CLF, and DO/RCLF). Hispanic 

representation at senior management (GS14 and GS15) and senior executive (SES) levels is below their overall representation in 

the Departmental Offices workforce. Further, over the past five years, there has been a consistent underrepresentation of Hispanics 

compared to the Occupational Civilian Labor Force (OCLF) in 3 of the 5 mission critical occupations (with the exceptions of General 

Attorney for Hispanic women and Intelligence Analysts for Hispanic men). In FY 2019, Hispanic employees have been hired at rate of 

6 percent and an attrition rates of 5 percent, resulting in a net gain of 1 percent. Such small net gains in Hispanic employment have 

remained consistent over the past five years. 

Senior and Executive Management. In FY 2019, the representation of each minority group and women in permanent GS-15, and 

SES level positions are below their representation within the Treasury Departmental Offices permanent workforce. The representation of 

women at the GS-15 level increased by 2 percent in FY 2019 (41 percent) compared to FY 2018 (39 percent); but decreased by 3 percent 

at the SES level in FY 2019 (24 percent) compared to FY 2018 (27 percent). There is comparable underrepresentation of Black employees 

in GS-14, GS-15, and SES positions, Asian employees in GS-15 and SES positions, and Hispanics at the GS-15 and SES positions.

Mission Critical Occupations. There are five occupations that are considered mission critical: economist, attorney, financial 

analyst, information technology, intelligence analyst. Economists and financial analysts are the occupations that present the greatest 

challenges with race/ethnicity and gender diversity with representation below the occupational civilian labor force (OCLF). 

Among minority groups, Hispanics have the least representation in positions in all mission critical occupations, except the 

representation of Hispanic women in attorney positions. Black women and men are underrepresented as economists and financial 

analysts. Among women, White women are underrepresented in information technology and intelligence analysis.

On the other hand, Asians (men and/or women) are represented above the OCLF in positions across all mission critical occupations. 

Among women, all racial/ethnic groups are represented above their respective OCLF among attorneys. White women are also 

represented above the OCLF among economists and financial analysts; and Black women are also represented above the OCLF 

among information technology and intelligence analysts. 

Inclusion. The government-wide scores derived from the FEVS Inclusion Quotient Index show that perceptions of workplace 

inclusion have been a consistent challenge across most federal agencies. Treasury Departmental Offices has an overall Inclusion 

Quotient Index score of 63.49 percent in FY 2019, a 1.61 percent increase from the score of 61.84 percent in FY 2018. But, the FY 

2019 score is below the minimally acceptable score of 65 percent as established by the Office of Personnel Management (OPM). 

Additionally, Treasury Departmental Offices scores were below the minimally acceptable level on four of the five factors that 

comprise the overall inclusion score. The continuing challenge is to create a workplace environment that is perceived by employees 

as being more inclusive. Specifically, emphasis will be on mitigating underlying causes for low perceptions about fairness, open 

mindedness, cooperation, and empowerment in the workplace. OMWI will be exploring new tools and methods to better 

understand the sources of these perceptions and develop appropriate interventions, such as interim pulse surveys at the office level 

in addition to the annual government-wide employee survey. GS-15 level decreased by 2 percent compared to FY 2017 (41 percent); 

but remained unchanged in the SES level. There is comparable underrepresentation of Black employees in GS-14, GS-15, and SES 

positions and Asian employees in GS-15 and SES positions. 

Fourth, the government-wide scores derived from the OPM New IQ inclusion quotient tool show that workplace inclusion is 

challenging across federal agencies. Treasury Departmental Offices has an overall Diversity and Inclusion Index score of 61.84 

percent in FY 2018, a 2.82 percent decrease from the score of 64.66 percent in FY 2017. The FY 2018 score is 3.16 percent short 

of the 65 percent that the Office of Personnel Management regards as acceptable. The new challenge is to regain momentum 

in creating an overall workplace environment that is perceived by employees as being inclusive. Part of that challenge will be to 

mitigate underlying causes for perceptions about fairness, open mindedness, cooperation, and empowerment. OMWI will be 

exploring new tools and methods to better understand the sources of these perceptions and develop appropriate interventions, 

44 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
such as interim pulse surveys at the office level in addition to the annual government-wide employee survey.

FISCAL YEAR 2020 PLANS 

OMWI will continue to lead efforts to increase workplace diversity at the higher levels, i.e., GS-13 through GS-15 and SES, and in 

mission critical occupations. Programs will be continued to train employees with the goal of changing the workplace culture to one 

that is perceived as more inclusive, as measured by the Federal Employment Viewpoint Survey and Best Places to Work rankings. 

OMWI’s efforts toward greater workforce diversity and inclusion in FY 2020 will include the following:

Accountability. OMWI, in collaboration with the Office of Civil Rights and Diversity, will continue to monitor and develop regular 

reports on the racial/ethnic and gender demography of the workforce across Treasury Departmental Offices and within the major 

policy and program offices to identify areas of disparity. Such reports will provide ongoing tracking for use by the policy and program 

offices and leadership, including the quarterly performance reviews conducted by senior leadership. Additionally,

OMWI will continue to explore the use of new metrics and benchmarks to increase understanding of possible barriers and establish 

aspirational standards for workplace diversity and inclusion. In collaboration with the Treasury Human Capital Office and the Office 

of Civil Rights and Diversity, OMWI will support efforts to implement the specific performance elements for diversity and inclusion 

for supervisors, managers, and all other employees.

Workplace Culture. OMWI will continue to offer varied programs to promote a culture of inclusion within Treasury Departmental 

Offices, specifically focused for senior leadership, managers and supervisors, and all other employees. The aim is to produce an 

overall cultural transformation within Treasury Departmental Offices and to increase the number of employees throughout the policy 

and program offices who have common mindset and core knowledge regarding workplace inclusion.

Recruitment/Hiring/Outreach. OMWI will seek to use social media outreach efforts to increase the number of minority 

professionals who are made aware of all position announcements, particularly upper management, senior executive, and missioncritical positions in Treasury Departmental Offices. OMWI will continue to track the hiring rates of women and minority employees, 

to develop strategies to reverse negative trajectories and sustain or raise the neutral and positive trajectories. OMWI will work to 

identify and mitigate factors that may be the source of under-identification, hiring, and retention of Hispanics.

OMWI will continue to utilize its blanket purchase agreement contract vehicle to access recruitment services from organizations and 

institutions that serve minority students for internships to increase the diversity of interns within Treasury Departmental Offices and, 

thereby, offering opportunities to the American public. 

FY2019 Annual Report to Congress 45
APPENDIX

LIST OF ABBREVIATIONS

CDFI Community Development Financial Institutions Fund

CDFI Program Treasury's Community Development Financial Institutions Program 

CDLF Community development loan funds

CLF Civilian labor force

DO Departmental Offices

DO/RCLF Relevant civilian labor force for Departmental Offices

Dodd-Frank Act Dodd-Frank Wall Street Reform and Consumer Protection Act 

DOL Department of Labor

EEO Equal Employment Opportunity

FAA Financial Agent Authority

FAR Federal Acquisition Regulation

FEVS Federal Employee Viewpoint Survey

FLEC Financial Literacy and Education Commission 

FWF Federal government-wide work force

FY Fiscal Year

GSA General Services Administration

HBCU Historically Black Colleges and Universities

HUBZone Historically underutilized business zones 

MWOB Minority-owned and Women-owned Businesses

NAICS North American Industry Classification System

New IQ Inclusive Environment Assessment

OCLF Occupational civilian labor force

OFCCP Office of Federal Contract Compliance Programs 

OHR Office of Human Resources

OMWI Office of Minority and Women Inclusion 

OPM Office of Personnel Management

PPC Persistent poverty counties

SBLF Small Business Lending Fund 

SDB Small disadvantaged businesses

SMWOB Small, minority-owned, and women-owned businesses

TEI Treasury Executive Institute

the Act Small Business Jobs Act of 2010

TWF Treasury-wide work force

WOSB Women-owned small businesses 

46 OMWI • Office of Minority and Women Inclusion • Department of the Treasury
&