FY17

ANNUAL REPORT

TO CONGRESS

OMWI

Office of Minority and Women Inclusion 

DEPARTMENT OF THE TREASURY

	 	 	 	 	

	 	 	 	

		

	 	 	

 

	 	

	 	 	

	 	 	 		

 

 

	 	 	 	 		

TABLE OF CONTENTS 

MESSAGE FROM THE 

CHIEF DIVERSITY & INCLUSION OFFICER................................................................................................1 

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

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

BUSINESS DIVERSITY & INCLUSION .....................................................................9 

Minority Owned and Women Owned Business Utilization 

Trends in Minority Owned Business Utilization 

Trends in Women Owned Business Utilization 

Trends in MWOB Small Business Utilization 

MWOB Participation in SpecificAcquisition Categories

Good Faith Effort Mandate

Initiatives & Accomplishments ..................................................................................................................19 

Outreach 

Accountability 

Challenges

WORKFORCE DIVERSITY & INCLUSION .....................................................................23 

Workforce Demography

Racial/Ethnicand Gender Profiles

Benchmark Comparisons 

Senior Management	

All Grade Groupings	

Hiringand Attrition

Mission Critical Occupations 

Student Employment 

New IQ Inclusion Index 

Initiatives & Accomplishments ..................................................................................................................33 

Accountability 

Outreach 

Quantitative and Qualitative Analysis 

Inclusive DiversityAwarenessand Training

Economic Empowerment 

Challenges

CONCLUSIONS AND FISCAL YEAR 2018 PLANS .........................................................43 

Business Diversity and Inclusion 

Workforce Diversity and Inclusion 
& 
The values of diversity and inclusion have been fundamental priorities within the Treasury 

Departmental Officers (headquarters). We take seriously our collective commitment to

create a workplace in which inclusive diversity becomes embedded within its cultural 

fabric.Everyemployeeisencouraged to usethese basicvaluesin their dailyworkto further

build and sustain an inclusive workplace environment. Furthermore, it is expected that

the characteristics embodied in these values will be visible, intentional, and continual in

all that we do every day. We know that such behaviors hold the promise of increased

productivity, creativity,and innovation in our serviceto theAmerican people.

The OMWI Annual Report FY17 isthe seventh annualreporttoCongressthatdescribestheways

we have implemented the mandates of the Dodd-Frank Wall Street Reform and Consumer 

Protection Act (Dodd-FrankAct)§ 342 (P.L. 111-203). Thisreport is our opportunityto tout

thesuccesses toward continuously improving diversityand inclusion throughout Treasury

Departmental Offices. Our commitment to diversity is apparent through the various

displays of demographic representation across our workforce. But, beyond demography,

this report describes our efforts toward optimal interpersonal interactions between co-workers to leverage the full

range of perspectives of our diverse workforce. For instance, we have trained managers and supervisors to be

personallyaccountableto identifyand confront unintentional bias. Through performancecommitments,employeesat

all levels are expected to demonstrate fairness, open mindedness, cooperation, supportiveness, and empowerment.

Wealso haveefforts to identifyand overcome barriers that may inhibit full participation in our workplace.

Thisreportalso profiles oursuccessestoward ensuringfair utilization ofminority-owned andwomen-owned businesses

in our business activities to the maximum extent possible. FY 2017 was an exceptionally strong year of contracting

with minority-owned and women-owned businesses without regard to size, but particularly with small disadvantaged

businesses (which arelargely minority owned)and small women-owned businesses.

AsAmericans, welivein one of the most multi-ethnic, multi-racial,and culturally diverse nations in the world. Treasury

can tout many successes in the fair utilization of minority and women owned businesses, inclusive diversity in the

workplace,as wellastheeconomicempowerment of individualsand businessentities. But, bythesametoken, westill

have much more work to do. As this report shows, wearecontinuously striving to ensurethat those who do the work

of Treasuryand those who arethe beneficiaries of our work, representevery face ofAmerica.

MESSAGE FROM THE 

CHIEF DIVERSITY & 

INCLUSION OFFICER 

Lorraine Cole, Ph.D. 

Chief Diversityand Inclusion Officer

Office of Minorityand Women Inclusion

Departmental Offices

U.S. Department of theTreasury

Lorraine Cole, Ph.D. 

Chief Diversityand Inclusion Officer

Office of Minorityand Women

Inclusion 

fy2017 Annual Report to Congress

	 	 		 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 		 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 		 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 		

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 		 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 		 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 			

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 		 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 		 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 		 	 	 	 	 	 	 	

	 	 	 	 	 		 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 			

	 	 	 	

	 	 	 	 	

	 	 	 	 	

	 	 	 	

	 	 	 	 	

1 
2017

28

44 37

 October 1 to September 30 

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

25

PERCENTAGE OF CONTRACTS 

OBLIGATIONS WITH 

WOMEN-OWNED BUSINESSES

24

PERCENTAGE OF CONTRACTS 

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

1,866

64.6

55.4

$71,838,546

TOTAL NUMBER OF 

PERMANENT EMPLOYEES

FY
The Office of Minority and Women Inclusion (OMWI) in the Department of the Treasury Departmental 

Offices wasestablished bythe Dodd-FrankWallStreet Reformand Consumer Protection Act (Dodd-FrankAct)§ 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 seventh annual report is submitted to Congress pursuant to the Dodd-Frank Act regarding the actions

taken by Treasuryand the OMWI during Fiscal Year (FY) 2017.

fy2017 Annual Report to Congress

 

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 		 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 		 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 		 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 		 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 		

EXECUTIVE 

SUMMARY 

BUSINESS DIVERSITY: Despite a reduction in the overall Treasury 

Departmental Offices procurement budget and the absence of mandated

contracting goals for other than small businesses, the commitment to

minorityand women owned business utilization has remained strong. In FY

2017,Treasury Departmental Offices’ total procurement contracts forgoods

and services represented $301 million in obligations (with 2,373 contract

actions), with over one-third (35 percent) of contract dollars totaling $106

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

total of $72 million, or 24 percent of total contracts, wasawarded to minority-owned businesses. Atotal of $76 million,

or 25 percent, was awarded to women-owned businesses of all sizes. Among the small business categories, contract

obligationsto small disadvantaged businessesrepresented 12 percent ofall Departmental Officescontracts;and contract

obligations to women-owned small businesses represented 23 percent – both wellabovethe 5 percent statutory goal.

The percentages of minority-owned and women-owned business contract obligations by Treasury Departmental Offices

were the highest since OMWI began reporting in FY 2011. With such strong performance in the utilization of minorityowned and women-owned businesses in FY 2017, it is difficult to propose or predict challenges. However, Treasury will

continueto operate under budgetary constraints for procurementand otherareas for theforeseeablefuture. So, there

is always the potential that such constraints would have an impact on contracting with minority-owned and womenowned businesses that may not beabundantly present in specific industries.

3 
WORKFORCE DIVERSITY: In FY 2017, the Treasury Departmental

Offices permanent workforce of 1,894 represented about 2 percent of

the	total	Treasury-wide	workforce.	Approximately	one-third	(37	percent)

of	Treasury	Departmental	Offices	permanent	employees	across	all	grade

levels	are	racial	or	ethnic	minorities.	Blacks	represent	the	largest	of	the

minority	groups	at	21	percent.	Asians	and	Hispanics	comprise	9	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 17 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,	45	percent	 are	women	 and	55

percent	are	men.	Within	senior	management	positions,	women	comprise	41	percent	of	the	permanent	GS-15	level	and	27

percent	of	the	permanent	SES	positions.

Treasury	Departmental	Offices	is	committed	to	adopting	leading	edge	strategies	to	secure	a	high	performing	workforce

drawn	from	a	diverse	pool	of	candidates.	The	most	pressing	challenges	to	implementing	the	workforce	diversity	provisions

of	Dodd-Frank	Act	§	342	have	been	hiring	constraints,	retention	rates,	underrepresentation	in	specific	racial/ethnic	and

gender	categories,	and	perceptions	of	the	workplace	culture.

First,	during	FY	2017	there	was	a	hiring	freeze	that	limited	hiring	during	the	last	three	quarters	of	the	fiscal	year,	constraining

prospects to further impact workforce diversity. Second, hiring constraints were confounded by retention rates. The

percentage	 of women	 who separated	(40 percent) from Treasury was greater than the	 percentage hired (37 percent),

resulting	in	a	negative	net	attrition	(-3	percent).	The	separation	rate	of	minorities	(36	percent)	was	the	highest	in	five	years

and	the	hiring	rate	of	minorities	(36	percent)	was	considerably	lower	than	the	prior	year	(42	percent).	Third,	there	is	an

overall	underrepresentation	of	Hispanics	in	the	workforce	below	all	benchmarks	and	in	 senior	management	and	 senior

executive	positions.	Similarly,	there	is	an	underrepresentation	of	women,	Blacks,	and	Asians	in	senior	executive	positions

and	at	specific	senior	management	levels.	Fourth,	employee	perceptions	of	fairness	(55.40	in	FY	2017)	have	been	consistently

below	the	acceptable	score	of	65	percent	on	the	inclusion	quotient	of	the	annual	Federal	Employee	Viewpoint	Survey	(FEVS).
U.S. DEPARTMENT OF THE TREASURY 

Mission

Maintain astrongeconomyand createeconomicand job opportunities by promoting conditions thatenableeconomic

growth and stabilityat homeand abroad; strengthen national security by combating threatsand protecting theintegrity of

the financial system;and managethe U.S. government’s financesand resourceseffectively.

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 seventh annual report is submitted to Congress pursuant to the Dodd-Frank WallStreet Reform and Consumer

Protection Act of 2010 (Dodd-FrankAct) § 342 (P.L. 111-203) regarding theactions taken by Treasuryand the Office of

Minorityand Women Inclusion, Departmental Offices (OMWI) during Fiscal Year (FY) 2017.1 

1. For the purposes of this reportand consistent with Dodd FrankAct § 342 (g) (3), thestandardsemployed by the Office of Personnel Management (OPM),and theEqual

Employment Opportunity Commission (EEOC), the definition used for theterm “minority” is: Hispanic or Latino; Black orAfrican American;Asian; Native Hawaiian or Other Pacific

Islander;and American Indian orAlaska Native.

OVERVIEW 

fy2017 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	(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 Financeworks	to	preserve	confidence	in	the	U.S.	Treasury	market, Treasury Departmental Offices effectively	manage	federal	fiscal	operations,	strengthen	financial	institutions	and

The	Office	of	Domestic	Finance markets,	promote	access	to	credit,	and	improve	financial	access	and	education

in	service	of	America’s	long-term	economic	strength	and	stability.	 The	Office	of	Economic	Policy

The	Office	of	General	Counsel Economic Policy reports on current and prospective economic developments 

The	Office	of	International	Affairs and	assists	in	the	determination	of	appropriate	economic	policies.

The	Office	of	Legislative	Affairs The Office of General Counsel provides	legal	and	policy	advice	to	the The	Office	of	Management Secretary	and	other	senior	Departmental	officials.

The	Office	of	Public	Affairs

International Affairs protects and supports U.S. economic prosperity The	Office	of	Tax	Policy and national	 security	 by	 working	 to help	 ensure	 the	most	 favorable	 external The	Office	of	Terrorism	and	 environment	for	sustained	jobs	and	economic	growth	in	the	United	States.

Financial	Intelligence

Legislative Affairs develops	strategies	to	implement	legislative	initiatives, The Treasurer of 

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

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 Intelligencemarshals	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 chairs	the	Advanced	Counterfeit	Deterrence	Steering	Committee	and	is	a

key	liaison	with	the	Federal	Reserve.		In	addition,	the	Treasurer	serves	as	a	senior	advisor	to	the	Secretary	in	the	areas	of

community	development	and	public	engagement.

• Develop standards for diversity of the 

workforce	and	senior	management

• 	Support	recruitment/advancement	efforts

toward workforce diversity at all levels 

• Develop standards for increased minorityowned 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 

OFFICE OF MINORITY & 

WOMEN INCLUSION 

PRIMARY DUTIES 

The Office of Minority and Women Inclusion

was	established	on	January	21,	2011	in	accordance	with	the

Dodd-Frank Wall Street Reform and Consumer Protection 

Act of 2010 (Dodd-Frank Act) § 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

women-owned	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

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.
These levels of 

contracting with 

minority and 

women owned 

businesses are 

the highest since 

OMWI began 

reporting in 

FY 2011. 
BUSINESS DIVERSITY 

& INCLUSION 

MINORITY OWNED AND WOMEN OWNED BUSINESS UTILIZATION

Of thetwentyagenciesand federal reserve banks with an OMWI,Treasury Departmental Offices is one of thefew required to adhere

to theFederalAcquisition Regulation (FAR) for the procurement ofgoodsand services.TheFAR requiresafulland open competitive

process for federal procurements, with someexceptions for small business setasides under specific circumstances.Additionally, it is

important to notethat, dueto legal restrictions pertainingto civil rights, no specificgoals can beestablished for contracting with minorityowned businesses regardless of size or women-owned businesses, with theexception of certain small business parameters.

Treasury-wide, the total (appropriated and non-appropriated) contract procurement was decreased from $6.1 billion in FY

2016 to $5.2 billion in FY 2017. Within Treasury Departmental Offices, procurement for products and services was decreased

from a total of $332 million in FY 2016 (with 1,973 contract actions) to $301 million in FY 2017 (with 2,373 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 2017, with 35 percent of contract

dollars totaling $106 million going to either minority-owned or women-owned businesses (MWOB). Specifically, $76 million (25

percent) of contract obligated award dollars went to women-owned businesses and $72 million (24 percent) went to minorityowned businesses (dollar amounts to minority women-owned businesses are included within each category). These levels of

contracting with minority and women owned businesses are the highest since OMWI began reporting in FY 2011. [Table 1]

Table 1

Departmental Offices FY 2016 Contract Obligations by Demographic Groups, TotalAwardsand Percentages ofAwards*

Category Total Awards in Dollars Percentage of Awards

All Departmental Offices Awards $301,548,778 100.0% 

Minority-owned or women-owned3 $105,841,361 35.1%

 Woman-owned $75,841,065 25.2%

 Minority-owned4 $71,838,546 23.8% 

Asian American $42,147,492 14.0% 

Black American $13,873,408 4.6% 

Hispanic American $16,210,609 5.4% 

American Indian $1,016,465 0.3% 

Other minority5 $2,727,109 0.9% 

Neither Minority-owned nor Woman-owned $195,707,416 64.9% 

* Contracting dollaramountsare based on Federal Procurement DataSystem (FPDS-ng) dataextracted January 4, 2018 for FY17 using thefollowing filters:

Maj_agency_cat: 2000 Department of Treasury | Mod_agency: 2001 Departmental Offices, 2050 Internal RevenueServices | Maj_funding_agency_cat: 2000 Department of Treasury

Fundingrequestingagencyid: 2001 Departmental Offices ____________________

3. Thetotalamount ofawards to minority women-owned businesses was $41,838,250. However,awards to businesses thatare both minority- and women-owned arecounted within

Federal Procurement DataSystem (FPDS-ng) in allapplicableindividual minority- and women-owned individual categories. Therefore, to ensurethere was no duplicatecounting of

overlapping categories of race/ethnicityand gender, thetotal dollarsand percentages have been reduced to adjust for the $41,838,250

4. Thesum of theaward dollars to business within the minority-owned sub-categories does notequal thetotal minority-owned award amount becauseseveralawards under the

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

5. “Other minority” means those businesses designating “minority-owned” in theSystem forAward Management, but not designatingAsian American, BlackAmerican, Hispanic

American, or NativeAmerican.

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

		 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

		 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

		 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

9 
TRENDS IN MINORITY OWNED 

BUSINESS UTILIZATION

Utilization of minority-owned businesses 

overall within Treasury Departmental Offices

has increased relative to total spending. In

FY 2017, a total of almost $72 million or 24

percent of the total in contract obligations

were awarded to minority-owned businesses.

[Figure 1] This was the highest level compared

to the preceding four years.

Contract obligations to minority-owned

businesses by specific racial and ethnic

designation of the ownership are delineated in

Table 2.6

Table 2

Departmental Offices FY 2013–2017

Overall Contract Obligations bySpecific Racial/Ethnic Minority Group*

FY 2017 FY 2016 FY 2015 FY 2014 FY 2013 

Minority Owned 

Businesses $72 million (24%) $59 million (18%) $43 million (17%) $45 million (18%) $45 million (18%)

 Black-owned $14 million $14 million $14 million $16 million $15 million

 Hispanic-owned $16 million $10 million $5 million $5 million $12 million

 Asian-owned $42 million $24 million $22 million $18 million $14 million

 American Indian-owned $1 million $1 million $ 4 million $4 million $3 million 

Non-Minority 

Businesses $230 million (76%) $274 million (83%) $ 205 million (83%) $203 million (82%) $ 210 million (82%)

* Contracting dollaramountsare based on Federal Procurement DataSystem (FPDS-ng) dataextracted January 4, 2018 for FY17; Dollarsand percentagesarerounded.

Minority 

Owned 

$72M

Non-Minority 

Owned 

$230M

76%

24%

Figure 1

Departmental Offices FY 2017

Overall Contract Obligations by MinorityStatus*

*Percentages have been

rounded to whole numbers 

6.Some businesses haveself-identified in morethan onecategory; their contractamountsarereflected within all categories indicated.

	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

10 
TRENDS IN WOMEN OWNED 

BUSINESS UTILIZATION

There has been an increasing trend in the utilization

of women-owned businesses within Treasury 

Departmental Offices. In FY 2017, a total of $76

million or 25 percent of the total contract obligations

were awarded to women-owned businesses 

(including minority women). Comparatively, in FY

2016, a total of $57 million or 17 percent of the total

contract obligations was awarded to women-owned

businesses;and in FY 2015,atotal of $31 million or 12

percent of the total contract obligations was awarded

to women-owned businesses (including minority

women). [Figure 2]

Table 3

Departmental Offices FY 2013–2017

Overall Contract Obligations by

Gender-specific Business*

FY 2017 FY 2016 FY 2015 FY 2014 FY 2013 

Women-owned 

Businesses $76 million (25%) $57 million (17%) $31 million (12%) $51 million (21%) $40 million (15%)

 Minority Women $42 million (14%) $15 million (4%) $13 million (5%) $11 million (5%) $15million (5.5%)

 Non-Minority Women $34 million (11%) $42 million (13%) $18 million (7%) $40 million (16%) $25 million (9.5%)

Non-Women-owned 

Businesses $226 million (75%) $276 million (83%) $220 million (88%) $197 million (79%) $222 million (85%)

* Contracting dollaramountsare based on Federal Procurement DataSystem (FPDS-ng) dataextracted January 4, 2018 for FY17; Dollarsand percentagesarerounded.

75%

14%

11%

Non-Women 

Owned $226M

Minority 

Women 

$42M

Non-Minority 

Women $34M

*Percentages have been

rounded to whole numbers 

Figure 2

Departmental Offices FY 2016

Overall Contract Obligations by Gender Categories*

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	

	 	 	

	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	

	 	 	 	 	 	

11 
TRENDS IN MWOB SMALL 

BUSINESS UTILIZATION

Thevast 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

availablecensus data. Consistentwith the DoddFrank Act § 342 mandate to focus on minorityowned and women-owned 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 2017, contract obligations to small

businesses by Treasury Departmental Offices

were 45 percent, exceeding the 35 percent

statutory goal. Contract obligations to small

disadvantaged businesses represented 12

percent, more than double the 5 percent

goal; similarly, contract obligations to womenowned small businesses represented 23

percent, more than quadruple the 5 percent

goal.7 [Figure 3]

Contract obligations to small minority-owned

and women-owned businesses (MWOB),

including minority status,are

delineated in Table 4.

Table 4

Departmental Offices FY 2012–2016

Overall Contract Obligations to Small MWOB*

FY 2017 FY 2016 FY 2015 FY 2014 FY 2013 

Total Contract Obligations (regardless of size) $301 million $333 million $250 million $248 million $255 million

Overall Small Businesses 

Contract Obligations $135 million (45%) $134 million (40%) $135 million (54%) $125 million (51%) $119 million (47%)

Small Disadvantaged

Businesses (SDB)** $36 million (12%) $42 million (13%) $32 million (13%) $25 million (14%) $37 million (14%)

Women-owned Small 

Businesses $70 million (23%) $51 million (15%) $25 million (10%) $44 million (18%) $32 million (13%)

*Contracting dollaramountsare based on Federal Procurement DataSystem (FPDS-ng) dataextracted January 4, 2018 for FY17; Dollarsand percentagesarerounded.

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

65%

12%

23%

Women Owned Small 

Businesses $70M

Small Disadvantaged Businesses 

$36M

Other 

$195M 

*Percentages have been

rounded to whole numbers 

Figure 3

Departmental Offices FY 2016

Small MWOB Contract Obligations *

7. Contracting dollaramountsare based on Federal Procurement DataSystem (FPDS-ng) dataextracted September 5, 2017 for FY16.

	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	

	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	

	 	

	 	 	 	

	 	 	 	

	 	 	 	

	 	 	

	 	 	

	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

	 	 	 	 	

	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

12 
8. Refer to www.treasury.gov/about/organizational-structure/offices/Mgt/Pages/dcfo-osdbu-mp-top25.aspx..

MWOB PARTICIPATION IN SPECIFIC ACQUISITION CATEGORIES

Each year, listsare posted online of thetop acquisition categories, by North American Industry Classification System (NAICS)

codes, of contractsawarded by the Department ofTreasury,Treasury Departmental Offices,and theindividualTreasury

bureaus.8 Theaim is to encourage firms that provide products or services within thosecategories to market their firms’

capabilities to Treasury bureaus. In FY 2017, 93 percent ofallTreasury Departmental Offices contracts werein thearea of

services representing $279 million of spend. 32 percent of Departmental Offices servicecontracts wereawarded to minorityowned or women-owned businesses: 25 percent went to women-owned businessesand 25 percent went to minority-owned

businesses.

Within Treasury Departmental Offices,approximately 84 percent of contractawardsare madein only seven NAICScode

categoriesand minority or women-owned business utilization is highestamong five of thosecategories.The highest utilization

of minority or women-owned businesses is in “Custom Computing ProgrammingService” (NAICS 541511) in theamount of

$30 million. [Table 5]

fy2017 Annual Report to Congress

	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

13 
Total Departmental OfficeAnnual

Obligated Dollars $301,548,778

and processed 2,373 actions

NAICS Codes and Descriptions

541519 517110 493110 

Other Computer 

Administrative 

Management and

 General Management 

Consulting Services

General Warehouse 

and Storage

Unique Vendor Count 120 3 1 

Category $ Awards % Awarded $ Awards % Awarded $ Awards % Awarded

Total DO Awards in NAICS $85,084,660 28.2% $54,881,964 18.2% $30,980,384 10.3%

Minority- or women-owned9 $22,216,810 26.1% $0 0.0% $0 0.0%

·  Women-owned $15,594,241 18.3% $0 0.0% $0 0.0%

· Minority-owned $8,159,271 9.6% $0 0.0% $0 0.0%

Asian American $6,884,943 8.1% $0 0.0% $0 0.0%

Black American $531,542 0.6% $0 0.0% $0 0.0%

Hispanic American $318,541 0.4% $0 0.0% $0 0.0%

Native American $397,644 0.5% $0 0.0% $0 0.0%

Other minority $174,946 0.2% $0 0.0% $0 0.0%

Neither minority- nor

woman-owned $2,867,850 73.9% $54,881,964 100.0% $30,980,384 100.0% 

*Contracting dollaramountsare based on Federal Procurement DataSystem (FPDS-ng) dataextracted January 4, 2018 for FY17

**Percentagesare >100% or <0% dueto funding that is deobligated from contracts

Table 5 

Awards by Demographic Groups in the DO’s Top Seven NAICS Codes, Fiscal Year 2017

In Dollarsand Percentage of DollarAwards in Top Seven NAICS Codes*

9.Awards to businesses thatare both minority- and women-owned arecounted within theFederal Procurement DataSystem (FPDS-ng) in allapplicableindividual minorityand women-owned individual categories. To ensurethere was no duplicatecounting of overlapping categories of race/ethnicityand gender, thetotal dollarsand percentages

have been reduced.

	 	 	 	

	 	 	

	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

		 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

14 
541511 541512 541611 928120 

Custom Computer 

Programming Services Computer Systems

Custom Computer 

 Programming 

Services

Computer Training

28 27 45 228 

$ Awards % Awarded $ Awards % Awarded $ Awards % Awarded $ Awards % Awarded

$28,603,535 9.5% $20,891,431 6.9% $17,251,808 5.7% $14,590,694 4.8%

$29,888,291 104.5%** $16,792,957 80.4% $3,609,116 20.9% $2,224,777 15.2%

$29,723,963 103.9%** $2,161,367 10.3% $2,154,170 12.5% $1,901,681 13.0%

$24,581,554 85.9% $18,838,030 90.2% $3,393,116 19.7% $323,095 2.2%

$24,037,623 84.0% $12,600,303 60.3% $(2,976,621) -17.3%** $0 0.0%

$151,231 0.5% $109,101 0.5% $1,896,548 11.0% $14,948 0.1%

$392,700 -5.3%** $6,128,626 29.3% $1,878,149 10.9% $282,231 1.9%

$0 0.0% $0 0.0% $0 0.0% $0 0.0%

$0 0.0% $0 0.0% $2,595,039 15.0% $0 0.0%

($1,284,755) -4.5%** $4,098,474 19.6% $13,642,692 79.1% $12,365,918 84.8% 

Table 5 continued

 NAICS Codes and Descriptions

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	

15 
GOOD FAITH EFFORT MANDATE

Thecontractor workforce diversity provision in the Dodd-FrankAct § 342 requires theestablishment ofa procedureto

determine whetheran agency contractor has failed to makeagood faith effort to include minoritiesand women in their

workforce. In accordance with thecontractor workforce diversity mandate, theTreasury Departmental Offices OMWI, in

collaboration with other OMWIagencies, developed languagefor inclusion in Departmental Offices servicecontracts in

excess of theSimplified Acquisition Threshold ($150,000). The final rule was published in theFederal Register on March

20, 2014 10 and, subsequently, this clause has been included in applicablecontracts.

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

reviews on asubset of contractorsacross thefederal government, including good faith effortassessments of contractor

workforce diversity. Treasury determined that reliance on OFCCP’s good faith effortassessmentsand findings would

reduce overlapping reviews,and help avoid the need to duplicate OFCCP’sexpertise within OMWI. Utilizing OFCCP

evaluation and investigation data, OMWI has developed and implemented a procedureto makea determination

whetherapplicable Departmental Offices contractors havefailed to makeagood faith effort (GFE) to include minorities

and women in their workforce.

From theassessments conducted by OFCCP, OMWI reviews the binary (yes/no) findings of the 5 categories used to

establish “good faith effort”: 1) hiring, 2) recruitment, 3) systemic discrimination, 4) salary,and 5) other.Avendor would

fail to demonstrateagood faith effort to achieve workforce diversity if thereisaviolation found in one or more of the

categories described below:

• Hiring – failureto actively monitor the demographic data of new hiresand making unbiased hiring decision

• Recruitment – failureto conductappropriate outreach and recruitmentactivities that do notexcludeany specific

groups of people

• Systemic Discrimination –systematic discrimination againstany group of people

• Salary –indication of thatanyagroup of people has been unfairly compensated

• Other – aviolation that does not fall into one of thecategories listed above

If no violationsarefound in any ofareasassessed by OFCCP, including thegood faith effort categories, thecontractor

will receivea Notice of Complianceto denotecompliance with all regulations. If theevaluated vendor has been found to

have one or moreviolations, OFCCP mayenter into an agreement with thecontractor to implement remedies to correct

them within aset period of time, typically 6 months. Otherwise, OFCCP may issuea Consent Decree with thevendor by

reachingasettlement with no admission ofguilt.Alternatively, OFCCP mayentera financialarrangement with thevendor to

rectify identified violations. In thecasethataTreasury Departmental Offices contractorevaluated by OFCCP does not receivea

Notice of Compliance, OMWI willacceptas final thespecific remedy conferred by OFCCP.

In addition to its routinesystematic review of federal contractors based on its randomized sampling, OFCCP will conduct

individual investigations in responseto aspecificallegation of discrimination byafederal contractor that is reported to

OFCCP.Avendor would befound in violation if there was indication of discrimination based on color, national origin

(Hispanic), race(American Indian/Alaskan,Asian/Pacific, Black), sex (female), disability, “other,” ora hiring violation. In

thecasethataTreasury Departmental Offices contractor is investigated by OFCCP, OMWI willacceptas final thespecific

remedy conferred by OFCCP.

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 		

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

16 
Treasury Departmental Offices had 450 contracts in FY 2017 that met the requirements for GFE review. Of those

contracts, there were 222 unique Departmental Offices contractors. Sixteen percent (35) of these contractors had

undergone either OFCCP comprehensive compliance evaluations or OFCCP investigations for discrimination in

response to a specific allegation.

Fifteen percent (33) of the 222 contractors underwentan OFCCP complianceevaluation. These 33 contractors

represented 46 percent ($161 million out of $353 million in contracts) of theFY 2017 contract dollars obligated by

Treasury Departmental Offices for contracts that met thethreshold for good faith effort reviews. Of the OFCCP evaluations

for violations in recruitment, hiring, systemic discrimination, salary,and/or other, it was determined that 76 percent (25

contractors) received a Notice of Compliance. Of the 8 contractors that did not receivea“Notice of Compliance,” 7 were

cited for recruitment violations ($6 million in contracts)and 1 was cited forasalary violation ($0 spend).Six of these

violations resulted in conciliation agreementsas theremedy conferred by OFCCP and 2 violations resulted in financial

agreementsas theconferred remedy.

One percent (2) of the 222 contractors ($4.2 million in total contracts) underwent OFCCP investigations for reported

allegations of discrimination. One of thecontractors had areported allegation cited as “other discrimination”and

the other had areported allegation of discrimination against Blackand disabled employees. The outcomes of these

investigations resulted in no violations being confirmed.

fy2017 Annual Report to Congress

			 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

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

17 
With such a strong 

performance in 

the utilization of 

minority-owned 

and women-owned 

businesses in 

FY 2017, it is 

difficult to 

propose or predict 

challenges. 
INITIATIVES & 

ACCOMPLISHMENTS 

ACCOUNTABILITY 

Leadership Monitoring: OMWI develops detailed weekly reports of MWOB contracting for thesenior leadership

and staff.Each bureau’s small businessand MWOB contracting performancealso is reported to thesenior leadership

in quarterly performancereview sessions with Bureau Heads. TheSenior ProcurementExecutive holds quarterly

“ProcureSTAT” performancereview sessions with individual Bureau Chief Procurement Officers to assesseach bureau’s

small business contracting performanceand to track MWOB contracting.Additionally, theSenior ProcurementExecutive

utilizes monthly TreasuryAcquisition Council meetings with Bureau Chief Procurement Officers to address thestatus of

Treasury’s overall small business goalsand MWOB contracting.

Performance Elements:Among the performancecriteria upon which the Chief Procurement Officers in each Treasury

bureau isevaluated areelements pertaining to theachievement of small business contracting goalsand thefair utilization

of minorityand women owned businesses, without regard to size.At minimum, Chief Procurement Officersarerequired

to demonstratethefollowing:

Small Business Goals:Actively promoteand supportearly market research and acquisition planning to

implement business strategies that maximizesmall business contracting opportunitiesand small business

setasides with overall small business, small disadvantaged business, service disabled veteran owned small

business, women owned small businessand Hub ZoneSmall business when theresearch and planning indicate

that thesmall business community is capable of performing the workatareasonablecost or price.

Minority-Owned and Women-Owned Business (MWOB) Utilization:Actively supportefforts to

ensurefair 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 thevendor base, includingearlyacquisition planning, regular procurement forecasting, strategic market

research,and outreach.

Recognition: OMWI, in collaboration with the Office ofSmall Disadvantaged Business Utilization, conducted an annual

awards recognition program for outstanding performancein SMWOB contracting, which has provided an additional

achievement incentiveto theacquisition community.Awards includerecognition to bureaus thatachieved the highest

percentages of contract obligations with minority-owned and women-owned businesses. For FY 2017, thetwo leading

bureaus with total procurement spending in excess of $100 million expended 23 percent of their contracting dollars with

minority-owned businesses (Departmental Offices)and 36 percent with women-owned businesses (Bureau of Fiscal

Services). It is worthy to notethat two other bureaus with total procurement spending under $100 million expended 53

percent of their contracting dollars with minority-owned businesses (Alcoholand Tobacco Taxand Trade Bureau (TTB))

and 66 percent with women-owned businesses (Office of theSpecial Inspector General for theTroubled Asset Relief

Program (SIGTARP)).

OUTREACH 

Procurement Contracting (FAR Contracting): Treasury hasachieved its mosteffectiveengagement with minorityowned and women-owned businesses through substantialefforts to reach out to small businesses. Treasuryemploys

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

19 
multiplestrategiesand communication channels to reach candidatevendors, including:

• Posting requests for proposals on theFederal Business Opportunities websiteat www.fbo.gov

• Conducting multiplevendor outreach sessions throughout theyear

• Providing resources on theTreasury Office ofSmalland Disadvantaged Business Utilization websiteat www.treasury.

gov/osdbu and on the OMWI homepage of www.treasury.gov

• Extending thetechniquesand toolseffectively used to engagethesmall business community to the broader industry

audience, including minority-owned and women-owned firms

• Reviewing vendorengagement strategyas part ofacquisition planning for high-impactacquisitions

• Conducting strategic reviews of targeted acquisitions to ensurethatacquisition planning includesadequateand

appropriateindustry outreach and communications consistent with law, regulation,and Treasury policy

During FY 2017, Treasury Office ofSmall Disadvantaged Business Utilization hosted 13 vendor outreach sessions,

including 4 specialized sessions (i.e., for 1) subcontractingand mentor/protégé opportunities with Treasury prime

contractors, 2) Women Owned Small Businessesexclusively, 3) Historically Underutilized Business Zones (HUBZone)

and Service Disabled Veteran Owned Businessesexclusively,and 4) vendors interested in information technology

opportunities).Approximately 850 vendors registered to participatein thesesessions, including 240 representing

minority owned businessesand 341 representing women owned businesses. Participating vendors received individual

counseling from Treasury procurement specialist from theindividual bureaus to learn about upcoming opportunitiesand

doing business with Treasury generally.

In March 2017, Treasury hosted an Industry Day that was intended to providesmall businesses with an interactive

overview of “How to Do Business with Treasury.” Treasury partnered with the Montgomery County Chamber of Commerce

and the National 8(a)Association. Over 500 small businessesattended. It served asacapacity building program,

primarily focused on educating small businesses on theacquisition lifecycleand business matchmaking.Among some

of thevaluable breakout sessions included success strategies for 8(a) graduating firms, new rules pertaining to mentor/

protégés, limitations on subcontracting, creating strong capabilities statements,and set-asides for GSAschedules

contracting.

In October 2017, Treasury took thelead in hosting the ChallengeHER program,a national training initiative designed to

train women-owned small business owners on the best practices for workingasafederal contractors,and the unique

federal programsavailableto them. Treasury partnered with the U.S.Small BusinessAdministration (SBA), Women

Impacting Public Policy (WIPP),and American Express OPEN.Approximately 578 small businessesattended. Breakout

sessions included: TheFuture of WOSBs in Federal Contracting, Working with Agenciesand Primes,and Leveraging

Your WOSB Certification. There wasalso a business matchmaking session with over 253 small businesses that met with

Treasury, federalagency partners, Treasury primecontractors,and nationaland local resource partners.

Treasuryalso participated in 10 small business outreach events sponsored bySBA, other federalagencies, local

government, members of Congress,and external organizations that representSMWOB, servingas panelists, speakers,

facilitators, planning committee members,and exhibitors. Thoseeventsarelisted below:

• National MinoritySupplier Diversity Council, Chicago, IL

• Association of the U.S.Army, Washington, DC

• GovernmentAgency Procurement Conference, Bowie MD

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	

20 
• U.S. Women’s Chamber of Commerce, Washington, DC

• 14th AnnualSmart Proc.Small Business, Washington, DC

• Women of Prince George’s Jump StartEvent, Prince George County, MD

• DC PTAC Summit, Washington, DC

• ChallengeHER, Washington, DC

• OPEN for Government Contracting:Summit forSuccess, Washington, DC

• Federal Reserve Board Vendor Fair, Washington, DC

Financial Agent Authority (Non-FAR): In addition to the procurement of goodsand services through processes

governed by theFederalAcquisition Regulation (FAR), Treasuryalso has financialagentauthority (FAA). Uniqueto the

Treasuryand granted 155 yearsago by the National BankActs of 1863 and 1864, theFAAallows Treasury to designate

financial institutions to providecertain services on thegovernment’s behalf. These firmsact on behalf of thegovernment

during the performance of their duties underan agent-principal relationship with Treasury. Financialagentsalso havethe

fiduciary obligation to protect theinterests of the United States. During the height of therecent financial crisis, Treasury

madegreater use of its FAAauthority in the management of theTroubled Asset Recovery Program (TARP),engaging

external broker dealersand asset managers, including minority owned and women owned financial services firms.As the

TARP program wound down, such FAA opportunities becamevery limited. However, for two FAA opportunities that were

issued in FY 2017, OMWI provided outreach to minority owned banking institutionsand financial services firms.

Mentor-Protégé Program: Treasury’s Mentor-Protégé program is designed to motivateand encouragelarge firms

to assist small businesses, including small disadvantaged businesses (which arelargely minority-owned businesses)and

women-owned small businesses. The program isalso designed to improvethe performance of Treasury contractsand

subcontracts, foster theestablishment of long-term business relationships between theseentitiesand Treasury prime

contractors,and increasethe overall number of small businesses that receiveTreasury contractand subcontractawards.

In FY 2017, there were 6 Treasury mentor-protégéagreements in place.Among the protégés, 3 weresmall businesses, 2

were women owned small businesses,and one wasa HUBZone/Service Disabled Veteran Owned Business.

CHALLENGES 

With such strong performancein the utilization of minority-owned and women-owned businesses in FY 2017, it is difficult

to propose or predict challenges. The percentages of minority-owned and women-owned business contract obligations

by Treasury Departmental Offices werethe highest since OMWI began reporting in 2011. Theseachievements were

accomplished within thecontext ofasubstantially reduced procurement budgetand without mandated goals for other

than specific small business categories. However, Treasury will continueto operate under budgetary constraints for

procurementand otherareas.So, thereisalways the potential that such constraints would havean impact on contracting

with minority-owned and women-owned businesses that may not beabundantly present in specific industries.

fy2017 Annual Report to Congress

	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

21 
“We are 

committed 

to diversity, 

inclusion, 

and dignity 

for all 

people...” 

Steven T. Mnuchin, 

Secretary of the Treasury 
11. Analyses do not includetheracialethnic categories, Native Hawaiian or Other Pacific Islanders,American Indian orAlaskan Natives,

or Two or More Races becausetherepresentation ofeach of thesegroups is zero to less than one percent of thetotal Departmental

Offices permanent workforce.

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

			 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

WORKFORCE DIVERSITY 

& INCLUSION 

WORKFORCE DEMOGRAPHY 

All Treasury Departmental Officesemployees play important roles in thefulfillment of

the overall Treasury mission.Allemployees bring perspectives to their work thatare

influenced by their backgrounds, culture,and experiences.Analyzing theracial,ethnic,and

gender representational diversity of Treasury Departmental Offices, we haveexamined

workforce profiles, trends, benchmarks, hiringand attrition rates, pipeline programs,and

demographic differentiation at upperand senior levelsand in mission-critical occupations

in FY 2017.11 However, justas importantly, we haveexamined employee perceptions

of theTreasury Departmental Offices workplaceenvironment relativeto inclusion. This

comprehensiveexamination informs therecommendations for the work of OMWI going

forward.

RACIAL/ETHNIC AND GENDER PROFILES

Thetotal Treasury-wide workforceacrossall bureausand the Departmental Offices in FY

2017 was 96,892 permanentemployees (99,251 in FY 2016). TheTreasury Departmental

Offices permanent workforcerepresentsabout 2 percent of thetotal Treasury-wide

workforce.As of theclose of FY 2017, Treasury Departmental Offices had 1,866 permanent

employees,a decrease of 18 (closeto 5 percent net change) from FY 2016 (1,894).

Permanentemployees comprised approximately 94 percent of thetotal DO workforce.

Temporaryemployees (including non-careeremployees) comprised approximately 6

percent of thetotal DO workforce.

Approximately one-third (37 percent) of Treasury Departmental Offices permanent

employeesacrossall gradelevelsareracial orethnic minorities. The percentage of

minorities increased slightly (1 percent) from theFY 2016 percentage of 36 percent.

Hispanic representation increased to 5 percent in FY 2017. Black representation also

increased by 1 percent to 22 percent in FY 2017.Asian representation remained unchanged

at 9 percent in FY 2016 and FY 2017. [Figure 4]

23 
The percentages ofemployees by gender in Treasury Departmental Offices in FY 2017 remained similar to FY 2016, with a 1 percent

decrease of women and a 1 percent increase of men. [Figure 5]

63% 

5% 

9% 

22% 

1% 

Other 

White 

Black 

Asian 

Hispanic 

Figure 4

FY 2017 Treasury Departmental Offices

Total Permanent Workforce by Race/Ethnicity 

*Percentages have been rounded to whole numbers

56% 

44% 

Male 

Woman 

*Percentages have been rounded to whole numbers

Figure 5

FY 2017 Treasury Departmental Offices

Total Permanent Workforce by Gender 

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	

24 
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 (RCLF) for Departmental Offices by race/ethnicity and gender

participation.12 Table 6 depicts thecomparison of theTreasury Departmental Offices total permanent workforceforFY 2017

with the demography of these benchmarks.

Table 6

PermanentFY 2017 Treasury Departmental OfficesWorkforce Demography

Compared to Federal Government,Treasury-wide, Civilian LaborForce Demography,and the Departmental Offices(DO)

Relevant Civilian LaborForce Demography*

Demographic 

Groups

Treasury

Departmental 

Offices

Federal

Government

Workforce**

Treasurywide

Workforce

Civilian Labor 

Force (CLF)

Relevant 

Civilian Labor 

Force (RCLF)

Men 56% 57% 38% 52% 53%

Women 44% 43% 62% 48% 47%

Hispanic Men 2% 5% 4% 5% 3%

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

White Men 39% 39% 25% 38% 42%

White Women 24% 25% 30% 34% 35%

Black Men 8% 8% 6% 5% 4%

Black Women 14% 10% 20% 7% 6%

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

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

* Percentages have been rounded to whole numbers

**Federal Workforce datais derived from the OPM FederalEmployment Reports,Executive Branch Employment by Genderand Race/National Origin,September 2006-September

2016 (https://www.opm.gov/policy-data-oversight/data-analysis-documentation/federal-employment-reports/reports-publications/executive-branch-employment-by-genderand-racenational-origin/)

Across thefour benchmarks (FWF, TWF, CLF, DO/RCLF), theTreasury Departmental Offices representation of women

overall is lower with theexception of theFWF. But, therepresentation of White women is lower compared to three of

thefour benchmarksand equal to theFWF. Therepresentation of White men isequal to theFWF, greater than theTWF,

slightly higher than the CLF,and below the DO/RCLF.

Among minority groups, therepresentation of both Hispanic men and Hispanic women is lower compared to each of

thefour benchmarks. Therepresentation of Black men isequal to or higher than each of thefour benchmarks;and the

representation of Black women isalso higheracross three of thefour benchmarks, with theexception being theTWF. The

representation of both Asian men and Asian women isequal to or higher than each of thefour benchmarks.

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

25 
SENIOR MANAGEMENT

Consistent with theEEOC definition of senior managementas Federal GeneralSchedule(GS) 15 and above, the

Treasury Departmental Offices focus has been oversightand monitoring of recruitment/outreach, hiring, professional

development,and attrition in GS-15 and SES positions. Treasury Departmental Officesalso tracked and monitored

theracial/ethnicand gender representation of the GS-13-14 gradelevel workforce, which can serveas the pipeline

for senior management.Although thereare no specific goals for demographic representation by race/ethnicityand

gender, comparison to thetotal Treasury Departmental Offices permanent workforcerepresentation provideageneral

benchmark for therelativeinclusion by group at upperand senior management levels. [Table 7]

Table 7

Permanent FY 2017 Treasury Departmental Offices (DO)

Workforce by Upper Management Grade Groupings Compared to theTotal Treasury DO Workforce-*

Demographic 

Groups

Total 

Treasury DO 

Workforce

Treasury 

DO SES 

Treasury DO 

GS-15

Treasury DO 

GS-14

Treasury 

DO GS-13

Treasury DO 

GS-12- below

Men 56% 73% 59% 56% 52% 41%

Women 44% 27% 41% 44% 48% 59%

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

White 63% 86% 83% 60% 58% 38%

Black 22% 4% 7% 20% 27% 45%

Asian 9% 7% 6% 14% 10% 7%

Other 1% 0% 0.81% 1.44% 0.92% 2%

*Percentages have been rounded to whole numbers

Permanent Positions: For FY 2017, therepresentation ofeach minority group and women in permanent GS-15,and

SESlevel positionsare below therepresentation within thetotal Treasury Departmental Offices permanent workforce. It

should be noted that thereare no civilian labor force datacomparableto SESlevel positions.

Minorities represent 37 percent of thetotal Treasury Departmental Offices permanent workforce, but represent 17

percent of the permanent workforceat the GS 15 leveland 14 percent of the permanent workforceat theSESlevel

position. This representation of 17 percentat the GS-15 level isan increase of 2 percent compared to therepresentation

in FY 2016 (15 percent), buta decrease of 1 percentat theSESlevel compared to FY 2016 (15 percent). Minority

representation at the GS 14 (40 percent), GS 13 (42 percent),and GS 12-below (62 percent) isabovetheir overall

representation in the permanent workforce.

Women represent 44 percent of thetotal Treasury Departmental Offices permanent workforce, comprising 41 percent

of the permanent GS 15 level positionsand 27 percent of the permanentSES positions. This isan increase of 2 percent

at the GS 15 level compared to FY 2016 (39 percent); buta decrease of 8 percentat theSESlevel compared to FY 2016

(35 percent). Therepresentation of women at the GS 14 level isequal to thetotal representation in the permanent

workforce; butat the GS 13(48 percent)and GS12-below (59 percent) isabovetheir representation in thetotal

workforce.

Presidential Appointed Positions: In FY 2017, there weretwo women among the highest ranking Presidentially

appointed positions in Treasury Departmental Offices, i.e., theTreasurer of the United Statesand the Undersecretary

of the Office of Terrorism and Financial Intelligence.Appointed positionsare not included by theEqualEmployment

Opportunity Commission in calculations of the permanent workforcecensus.

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

26 
ALL GRADE GROUPINGS 

Acomparison of therepresentation by genderand minority group statusacrossall gradegroups within theTreasury

Departmental Offices Permanent Workforceshows thegreatest concentration of women and minorityemployeesarein

GS-12 and lower positions. [Figures 6 and 7]

Figure 6

FY 2017 Treasury Departmental Offices

Permanent Workforce Grade Comparison by Gender 

Figure 7

FY 2017 Treasury Departmental Offices

Permanent Workforce Grade Comparison by Minority Status 

80%

100%

62%

38%

GS 12 & below GS-13 - 15

White Non White

SES

32%

68%

14%

86%

60%

40%

20%

0%

80%

59%

41%

GS 12 & below GS–13 - 15

Men Women

SES

44%

56%

27%

73%

60%

40%

20%

0%

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	

27 
HIRING AND ATTRITION 

Hiring: The hiring rates for thevarious groups werecompared overa fiveyear period (FY 2013 through FY 2017)and

show hiring trends for the permanent workforce. Compared to prior years,a notably smaller percentage of women and

Blackemployees were hired. Thesesmaller percentagesare most likely related to the hiring freeze under which Treasury

operated for thelast three quarters of the fiscal year. [Table 8]

Table 8

New Hire Trends of Permanent Workforce 

by Percentage ofEmployees Hired (FY 2013-FY 2017)

Fiscal year Men Women H W B A 

2013 52% 48% 2% 75% 11% 10%

2014 59% 41% 6% 70% 11% 12%

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

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

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

[Key: H-Hispanic, W-White, B-Black,A-Asian]

Attrition: In this section, comparisonsare made between theattrition rates for thevariousgroups overa fiveyear period

(FY 2013 through FY 2017).This trend analysis of theattrition rates includes only the permanent workforce. [Table 9]

Table 9

Attrition Rates by Race/Ethnicityand Gender (FY 2013-FY 2017)

Fiscal year Men Women H W B A 

2013 53% 47% 3% 68% 22% 7%

2014 47% 53% 4% 69% 15% 11%

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

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

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

[Key: H-Hispanic, W-White, B-Black,A-Asian]

Attrition by Type: In FY 2017, there wasan attrition of 252 employees.Areview of DO separations by typereveals that

resignations, retirements,and transfersarethetop threereasonsemployees separatefrom the workforce. [Table 10]

Table 10

Attrition by Typeand Demographic Group (FY 2017)

Demographic group Resignation Retirements Transfers Death Total

Men 93 23 32 3 60%

Women 52 18 31 0 40%

Hispanics 12 1 4 0 7%

Whites 100 26 34 2 64%

Blacks 12 14 13 1 16%

Asians 21 0 10 0 12%

Total Attrition 145 41 63 3 252

Percentages 58% 16% 25% 1% 100% 

*Percentages have been rounded to whole numbers

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	

28 
Of thefour categories ofattrition,all groups were morelikely to resign except for Blackemployees, which separately

slightly morefrom retirementsand transfers than resignation. Overall,attrition by race/ethnicityand gender was

generally proportional to their overall respectiverepresentation within theTreasury Departmental Offices workforce.

Whitesaccounted for 64 percent (162) of thetotalattrition (Whiteemployees represent 64 percent Departmental Offices

workforce). Minoritiesaccounted forapproximately 35 percent (40) of thetotalattrition (minorityemployees represent

35 percent Departmental Offices workforce).

Net Attrition of Minority Employees: Changein minority representation dueto thecombination of hiresand

separation rates werecompared across the past five fiscal years (FY 2013 through 2017), resulting in a netattrition rate of

-9 percent, -3 percent, 7 percent, 10 percent,and 0 percent respectively. [Table 11]

Table 11

NetAttrition of MinorityEmployees (FY 2017)

Workforce Demographics 2013 2014 2015 2016 2017

Minority Rate of Hire 23% 28% 37% 42% 36%

Minority Rate of Attrition 32% 31% 30% 32% 36%

Net Attrition -9% -3% 7% 10% 0% 

*Percentages have been rounded to whole numbers 

Net Attrition Women Employees: Changein therepresentation among women employees dueto thecombination

of hiresand separation rates werecompared across the past five fiscal years (FY 2013 through FY 2017), resulting in a net

attrition rate of 1 percent, -9 percent, -7 percent, 3 percent,and -3 percent, respectively. [Table 12]

Table 12

NetAttrition of Women Employees (FY 2017)

Workforce Demographics 2013 2014 2015 2016 2017

Rate of Hire 48% 45% 44% 47% 37%

Rate of Separation 47% 54% 51% 44% 40%

Net Attrition 1% -9% -7% 3% -3%

*Percentages have been rounded to whole numbers

MISSION CRITICAL OCCUPATIONS

Within Treasury Departmental Offices (DO), thereare five occupational series thatareregarded as “critical” to supporting the

mission and vision of Treasury. Theyarecomprised of thefollowing:Economist, GeneralAttorney, FinancialAnalyst, Information

TechnologySpecialist,and IntelligenceAnalysts. In this section, comparisonsare made between the participation rates of thevarious

racial/ethnic gender representations within each of these occupations in Treasury Departmental Offices permanent workforcefrom

FY 2013 through FY 2017 compared to their respective Occupational Civilian Labor Force(OCLF) data.

 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 2013

through FY 2017. (See Table 13)

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

29 
Table 13

EconomistSeries Trends by Race/Ethnicityand Gender Percentages

Fiscal Year HM HW WM WW BM BW AM AW 

FY 2013 0.48% 0.48% 56.04% 31.88% 0.97% 0.00% 5.80% 4.35%

FY 2014 1.06% 0.00% 57.98% 31.38% 0.53% 0.00% 5.32% 3.72%

FY 2015 2.02% 0.00% 56.06% 29.29% 1.01% 0.51% 7.58% 3.54%

FY 2016 2.46% 0.00% 58.62% 25.12% 0.99% 0.49% 8.89% 3.45%

FY 2017 1.97% 0.00% 57.64% 26.11% 0.99% 0.49% 6.40% 6.40%

OCLF 3.34% 1.85% 55.78% 25.20% 2.84% 2.66% 4.46% 3.02%

[Key: Blue color denotes that the percentageis below the OCLF; HM–Hispanic Men; HW–Hispanic Women;

WM–White Men; WW–White Women; BM–Black Men; BW–Black Women;AM–Asian Men;AW–Asian 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 2013 through FY 2017 with the

exception of Asian men. Overall, all women groups and Asian men are represented at or above their respective

OCLF rates. (See Table 14)

Table 14

General Attorney Series Trends 

by Race/Ethnicityand Gender Percentages

Fiscal Year HM HW WM WW BM BW AM AW 

FY 2013 0.90% 2.70% 52.25% 32.43% 0.90% 2.70% 0.90% 5.41%

FY 2014 0.97% 1.94% 53.40% 32.04% 0.97% 2.91% 0.97% 5.83%

FY 2015 0.93% 1.85% 52.78% 32.41% 0.93% 2.78% 1.85% 5.56%

FY 2016 0.87% 2.61% 50.43% 33.91% 1.74% 2.61% 1.74% 4.36%

FY 2017 0.93% 2.80% 55.14% 31.78% 0.93% 2.80% 1.87% 1.87%

OCLF 2.52% 1.85% 59.68% 26.68% 2.13% 2.60% 1.82% 1.74%

[Key: Blue color denotes that the percentageis below the OCLF; HM–Hispanic Men; HW–Hispanic Women;

WM–White Men; WW–White Women; BM–Black Men; BW–Black Women;AM–Asian Men;AW–Asian Women]

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

representation of Hispanicsand Whites have been substantially below the OCLF rateacross the fiveyear period

from FY 2013 through FY 2017, while Blacksand Asians have been represented consistently wellabovethe OCLF rate

in that sametime period. (SeeTable 15)

Table 15

Information TechnologySpecialistSeries Trends

by Race/Ethnicityand Gender Percentages

Fiscal Year HM HW WM WW BM BW AM AW 

FY 2013 1.60% 0.00% 44.68% 14.36% 14.89% 7.45% 10.64% 4.79%

FY 2014 1.46% 0.49% 44.39% 12.20% 14.15% 7.80% 12.68% 4.88%

FY 2015 2.17% 0.87% 43.04% 11.74% 14.78% 6.96% 13.91% 4.78%

FY 2016 3.32% 1.87% 36.90% 12.55% 13.28% 7.01% 16.97% 5.54%

FY 2017 3.19% 1.42% 36.52% 11.70% 12.41% 6.74% 18.09% 6.74%

OCLF 5.39% 2.17% 52.21% 20.89% 6.61% 4.50% 5.14% 1.55%

[Key: Blue color denotes that the percentageis below the OCLF; HM–Hispanic Men; HW–Hispanic Women;

WM–White Men; WW–White Women; BM–Black Men; BW–Black Women;AM–Asian Men;AW–Asian Women]

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

30 
 d. Financial Analyst: Trends within theFinancialAnalyst (GS-1160) occupational seriesacrossa fiveyear period

from FY 2013 through FY 2017 revealaconsistently lower than expected participation ratefor Hispanics women,

White men,and Asian men and women when compared to their OCLF participation rate. (SeeTable 16)

Table 16

Financial Analyst Series Trends 

by Race/Ethnicityand Gender Percentages

Fiscal Year HM HW WM WW BM BW AM AW 

FY 2013 4.26% 0.00% 40.43% 27.66% 8.51% 10.64% 6.38% 2.13%

FY 2014 4.26% 0.00% 48.94% 25.53% 2.13% 10.64% 4.26% 4.26%

FY 2015 3.70% 0.00% 48.15% 25.93% 3.70% 9.26% 1.85% 5.56%

FY 2016 3.39% 0.00% 40.68% 27.12% 6.78% 15.25% 1.69% 3.39%

FY 2017 3.33% 0.00% 40.00% 23.33% 10.00% 13.33% 3.33% 3.33%

OCLF 3.10% 1.97% 53.98% 22.01% 3.55% 3.96% 6.14% 4.40%

[Key: Blue color denotes that the percentageis below the OCLF; HM–Hispanic Men; HW–Hispanic Women;

WM–White Men; WW–White Women; BM–Black Men; BW–Black Women;AM–Asian Men;AW–Asian Women]

 e. Intelligence Analyst: Trends within theIntelligenceAnalyst (GS-0132) occupational seriesacrossa fiveyear

period from FY 2013 through FY 2017 revealaconsistently lower than expected representation of Hispanics,

White women, Blacks,and Asian women compared to their respective OCLF representation. However, in FY 2017,

representation ofAsian men wasabovetherespective OCLF representation. (SeeTable 17)

Table 17

IntelligenceAnalystSeries Trends

by Race/Ethnicityand Gender Percentages

Fiscal Year HM HW WM WW BM BW AM AW 

FY 2012 1.83% 0.00% 62.39% 32.11% 0.00% 0.92% 1.83% 0.92%

FY 2013 2.86% 0.00% 62.86% 31.43% 0.00% 0.95% 0.95% 0.95%

FY 2014 2.68% 0.00% 61.61% 31.25% 0.00% 2.68% 0.89% 0.89%

FY 2015 0.93% 0.93% 63.89% 25.93% 0.00% 2.78% 2.78% 2.78%

FY 2016 2.43% 2.22% 39.23% 24.82% 7.44% 13.89% 5.70% 3.22%

FY 2017 2.08% 0.00% 60.42% 26.04% 2.08% 3.13% 3.13% 1.04%

OCLF 2.81% 3.36% 38.77% 40.68% 4.16% 4.59% 1.52% 2.30%

[Key: Blue color denotes that the percentageis below the OCLF; HM–Hispanic Men; HW–Hispanic Women;

WM–White Men; WW–White Women; BM–Black Men; BW–Black Women;AM–Asian Men;AW–Asian Women]

STUDENT EMPLOYMENT 

Internshipsand fellowship programs offeran excellent opportunity for Treasury Departmental Offices hiring officials to

assess the qualificationsand performance of promising students who may proveto becandidates 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 along-standing outreach effort to recruit diverse

groups of students for paid internships through partnerships with minority-serving organizationsand academic

institutions. This lattereffort is known as theTreasuryScholars Program,aiming to furtherexpand the diversity of highly

qualified candidates interested in internships in theTreasury Departmental Offices.

In FY 2017, there were 222 student interns who served in Treasury Departmental Offices: 11 percentAsian (24), 16 percent

Black(36), 5 percent Hispanic (12),and 68 percentWhite(150). Thegreatest proportion ofall of the 222 total student

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 		 	 	 	 	 	 	 	 	 	 	

31 
interns in Treasury Departmental Offices camethrough theVolunteer program. 27 percent (52) of the 195 Volunteer program

students wereracial orethnic minority students: 10 percent (20)Asian, 12 percent Black(24), 4 percent (8) Hispanic; 74

percent wereWhite(143). TheTreasuryScholars program accounted for 19 percent (14 of 72) of the placements of minority

interns.The Pathways program included 13 interns of which 46 percent (6 of 13) were minority students. [Table 18]

Table 18 

FY 2017 Treasury Departmental OfficesStudentEmployment

Student programs Asian % Black % Hispanic % White % Total

Volunteer 20 10% 24 12% 8 4% 143 74% 195 

Treasury Scholars 1 7% 10 72% 3 21% 0 0% 14

Pathways 3 23% 2 15% 1 8% 7 54% 13 

Total 24 11% 36 16% 12 5% 150 68% 222

NEW IQ INCLUSION QUOTIENT

TheFederalEmployeeViewpointSurvey(FEVS) isagovernment-widetool thatmeasuresemployee perceptions of whether,

and to whatextent,conditionscharacterizingsuccessful organizationsare present in theiragencies.Surveyresults provide

valuableinsight into thechallengesagencyleadersfacein ensuringthefederalgovernment hasan effectivecivilian workforce

and employees’ perception about their workplaceexperience.The Office of PersonnelManagement (OPM) recently developed

theInclusiveEnvironmentAssessment,consisting ofasubset of 20 questions derived fromarigorousstatistical factoranalysis.

These 20 questionsclustered around fivefactors, regarded as behavioral habits: fairness, openmindedness,cooperation,

supportiveness,and empowerment.Scorescan be derived foreach of thesefactorsto comprisethe New IQ Inclusion Quotient.

The most recent survey wasadministered by the OPMfrom April through June 2017. Overall scores below 65 percent on the

New IQ Indexareregarded asareas of challenge.Treasury Departmental Offices hasan overall Diversityand Inclusion Index

score of 64.66 percent in FY 2017,a 0.6 percent increasefrom thescore of 64.03 percent in FY 2016. By comparison, the

overall New IQ Index scoresTreasury-wideand government-wideare 59.88 percentand 61.88, respectively.

For thespecific factorsassociated with inclusion,Treasury Departmental Offices scores were: 55.40 percent - fairness, 64.25

percent - open mindedness, 61.50 percent - cooperation 81.40 percent - supportiveness,and 60.75 percent - empowerment.

Treasury Departmental Offices’ scores on four of the fivefactorsare higher than thosein FY 2016, with theexception of

empowerment. [Table 19]

Table 19

FY 2017 Comparison to Government-wide, Treasury-wideand

Departmental OfficesScores on theInclusiveEnvironment Index

Behaviors Gov Treasury DO 

Fairness 46.86 50.40 55.40

Open-mindedness 59.43 60.50 64.25

Cooperativeness 56.95 60.00 61.50

Supportiveness 76.74 81.00 81.40

Empowerment 59.43 57.50 60.75

Average 59.88 61.88 64.66

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 		 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 		 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	

32 
INITIATIVES & 

ACCOMPLISHMENTS 

ACCOUNTABILITY 

Leadership Monitoring:Steven T. Mnuchin was confirmed by the United StatesSenate on February 13, 2017 to

serveas the 77th Secretary of theTreasury.Secretary Mnuchin issued a Diversityand Inclusion CommitmentStatement

on November 17, 2017 that was disseminated to all Treasuryemployeesand invited employees to display their own

statement of commitment with a personalized Diversityand Inclusion Certificate. This statement was madeseparatefrom

the mandatoryannualequalemployment opportunity (EEO) policy statement issued, thus makingaclear distinction

between strategic diversity managementand EEO compliance. In his statement, heset hisexpectations for theshared

values ofall Treasuryemployees,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 contribute to 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 relativeto workforce diversityand inclusion, theLeading People

performanceelement on which allSESlevel Treasuryemployeesareevaluated includes thefollowing criteria:

“Recruits, retains,and develops thetalent needed to achievea high quality, diverse workforcethat reflects the

nation, with theskills needed to accomplish organizational performance objectives whilesupporting workforce

diversity, workplaceinclusion,and equalemployment policiesand programs.”

Throughout Treasury, theLeading People performanceelement, which is one of thefourExecutive Core Qualifications

for seniorexecutives in thefederal government, is weighted twiceas high as the other threeelements rated, i.e., Leading

Change, BusinessAcumen,and Building Coalitions. This higher valueaccounts for the diversity component of theLeading

Peopleelement in addition to other leadership characteristics.

Diversityand Inclusion performanceelements have been drafted for the performance plans ofall managers, supervisors,

and employees in Treasury Departmental Offices. The Diversityand Inclusion CriticalElement willaccount forat least 10%

of thetotal weight foremployeesand for supervisors.

The Diversityand Inclusion element mustata minimum contain languagethat requires thesupervisor/manager to:

• Advancethegoals of theTreasury Diversityand Inclusion Strategic Plan;

• Effectivelyand collaboratively work with employees,senior leaders,customers, peers,and stakeholdersfromdiverse

backgrounds;

• Regularlyexhibit behaviors that demonstraterespectand professional courtesy towards others within the

workplace, by maintaining fairand 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 courtesyand does not include harassing or bullying behaviors.

• The Diversityand Inclusion element mustata minimum contain languagethat requiresall otheremployees to:

• Participatein creatingand maintainingan inclusive workenvironment;and,

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

 

 

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

										 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

33 
• Interact with peers, supervisors, customersand stakeholders from all backgrounds in a manner that demonstrates

professional courtesyand does not include harassing or bullying behaviors toward any group ofemployees.

These new performanceelementsareanticipated to be finalized beforetheend of FY 2018.

Inclusive Diversity Strategic Plan for Fiscal Years FY 2017 – 2020: In FY 2017, the Office of Civil Rights

and Diversity (OCRD) developed an Inclusive DiversityStrategic Plan. This plan requires Treasury Bureaus, including

Departmental Offices, to establish a new implementation plan for carrying out thestrategic objectives outlined. The

Inclusive DiversityStrategic Plan is designed to assist the Department in attaininga diverse workforce byensuring that,

1.	 Recruitment policiesaresufficiently broad to afford maximum flexibilityand enablerecruitment of well-qualified

candidates from a widevariety of sources;

2.	 Internal barriers do not impedethe hiring, promotion, or retention ofany candidate oremployee because of his

or her race, gender, national origin,age, color, religion, disability, sexual orientation, parental status, protected

genetic information, orany other non-merit factor;

3.	 The Department developsaculture of inclusiveness, whereeveryemployeeis given the opportunity to contribute;

and 

4.	 Managersand leadersareaccountablefor thesuccess of this initiative.

The OMWI, Office ofEqualEmployment Opportunity (DO/EEO),and Office of Human Resources (OHR) collaborated to

producea plan that holdsagency leadership accountablefor results in diversityefforts,ensuring thoseeffortsare not

onlyaligned with mission needs, butarealso effective,efficient,and merit-based.

Leadership Monitoring: Racial/ethnicand gender representation and employee perceptionsabout inclusion within

theTreasury Departmental Officesarereported to thesenior leadership in quarterly performancereviews ofeach of the

program and policy offices.

OUTREACH

Social Media Employment Outreach: Through applicant flow analysis, it was determined that moretargeted

recruitment could be beneficial to increasing the numbers of highly qualified minorityand women applicants for upper

and senior levelemployment opportunities. Toward thatend, OMWI initiated the use of social mediato push job

announcements to specific multicultural groups. In prior years, OMWIeffectively used theLinkedIn onlinecommunity to

post selected positions to the most relevant groups.

In FY2015,OMWI launched athree-year contractual arrangementwiththeProfessionalDiversityNetwork(PDN),thenation’s leading

relationshiprecruitmentnetworkfordiversetalentwithoverfivemillionregisteredusers. This arrangementextendedthroughout FY

2017.WiththeProfessionalDiversityNetwork,OMWIhas amoreexpansive socialmediareachtorelevantnetwork groups.All Treasury

DepartmentalOfficesposition vacancy announcementsthat arepostedonUSAjobs.gov are senttomultiplenetworksofpotential job seekers

fromdiversebackgrounds. Theobjectiveofthis service istopromotediversityofthe applicantpoolsfor TreasuryDepartmentalOffices

positions. Thetop viewsfor TreasuryDepartmentalOfficeshave comethroughthefollowingPDNnetworks:Women’sCareerChannel

(womenprofessionals),BlackCareerNetwork(AfricanAmericanprofessionals),Military2Career(veterans),AsianCareerChannel(Asian

professionals), iHispano(Hispanicprofessionals),ProAble(personswithdisabilities), andOutPro(LGBTQprofessionals).

Internship Outreach: Treasury Departmental Offices has had long standing partnerships with existingexternal

internship programs thatattract diverseand highly qualified students. OMWIestablished theTreasuryScholars Program

in 2012,asa paid internship program in collaboration with minority student serving organizations, such as the National

Association forEqual Opportunity in HigherEducation, HispanicAssociation of Collegesand Universities National

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

34 
Internship Program, the Washington Center, theInternational Leadership Foundation,and the Congressional Hispanic

Caucus Institute,and others. However, because of the proliferation in recent years of several other organizations with

similar capabilities, it becameimpossibleto justify continued solesourcecontracting with specific organizations.

In FY 2015, OMWI issued acompetitivesolicitation for such organizations to become part ofa five-year Blanket Purchase

Agreement for theTreasuryScholars Program. Three organizations responded to thesolicitation to support theTreasury

Scholars Program: INROADS, the HispanicAssociation of Collegesand Universities National Internship Program,and the

Washington Center. In FY 2017, OMWI offered paid internships to 14 students viatheTreasuryScholars Program. These

students were placed in 6 different policyand program offices throughout Treasury Departmental Offices.Students came

from leading collegesand universities, including Howard University,a Historically Black University.

QUANTITATIVE AND QUALITATIVE ANALYSIS

Diversity in the Hiring Process:Applicant flow analysis was reviewed to determinethe percentage of minorityand

women candidates participatingat various stages of the hiring process. Through thisanalysis, OMWI provideseach major

office with avisual representation showing theaggregated flow ofallapplicants, qualified applicants, best qualified

applicantsand selections, comparing men versus women and minority versus non-minorityapplicants. The purpose of

this monitoring is to identify disparitiesateach hiring stage.

Representational Diversity: OMWI conducts quantitative“deep dive”analysis of the workforce demography for

each of the major policyand program offices that includes:

1.	 Overall representation by race, gender, disabilityand veteran status

2.	 Representation in the major occupations

3.	 Demography of direct hires

4.	 Demography ofapplicants

5.	 Perceptions of the workplace environment 

6.	 Exit surveysand thereasons for leaving

7.	 Performanceratings by raceand gender

In follow-up to briefings with the offices on theseanalyses, OMWI works with each of the program and policy offices to

review any disparities in representation and areas of concern pertaining to workplacecultureto determinethe potential

sources of problem areasand strategies to address them.

Inclusion Index: The Office of Personnel Management developed theInclusiveEnvironmentAssessment (New IQ)

index tool for use by federalagencies to assess factors within the workplacethatarecloselyassociated an inclusive

environment. Using the New IQ inclusion index tool, OMWI began providing individual policyand program offices within

Treasury Department Offices with a qualitative measure ofemployee perceptions of their workplaceenvironment.So,

beyond the datarepresentative of workforce diversity by raceand gender, this measure, derived from a qualitative

survey, provides theextent to which the workplacecultureis perceived as inclusive.

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	

	 	

	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

35 
INCLUSIVE DIVERSITY AWARENESS AND TRAINING 

The & Council: In FY 2017, OMWIestablished an employeeresourcegroup, called The & Council, within Treasury

Departmental Offices to advanceand leverage diversity within the organizational cultureand workforce by increasing

workforceengagement, performance, diversity,and inclusion. The & Council,asingleentity that focuses on theinterests

of various groups, servesasan innovativealternativeto thetraditional model of having separateSpecialEmphasis

Program Managers (SEPMs) foreach of the different specialemphasis groups. Though thisapproach is untraditional

within federalagencies, this model is used successfully in privatesector settings. Treasury Departmental Offices strives

to exhibit leadership in developing new standards of practicefor diversityand inclusion. Thisapproach providesagood

faith effort to comply with EEO SpecialEmphasis Program requirements, whilealso welcoming unique perspectives on

theculture within Departmental Offices.

Members in The & Council serveasan ideafactory to infusecultural intelligenceinto workplace matters pertaining

to diversityand inclusion. In August 2017, OMWI issued an invitation seekinga diversearray of DO employeesatall

levels who can bringa broad range of perspectives to shapeinclusive diversityefforts. Membership in The & Council

is voluntary, but hasalready surpassed 60 membersand continues to grow, representinga diverse microcosm of

perspectives in the workforce: White; Black; Hispanic,Asian/Pacific Islander;American Indian;Alaska Native; women;

lesbian, gay, bisexualand transgender (LGBT); Persons with Disabilities;age 40+;and early careeremployees. The

AssistantSecretary for Management (ASM) servesas theExecutiveSponsor for The & Council. The first meeting was held

in the first quarter of FY 2018, where members received training on topics of diversityand inclusion and members began

to organize within the designated operational structure.

Multi-tiered Diversity and Inclusion Training:SinceFY 2013,aseries of multi-level training in diversityand

inclusion, with afocus on unconscious bias, has been offered for senior leaders, managersand supervisors,as wellasall

otheremployees. Theaim of this training is cultural transformation of the workplace by creatingacadre of like-minded

diversityand inclusion champions who can serveas catalysts to changing management behaviorsand a moreinclusive

workplaceenvironment.

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

36 
In FY 2017, specialemphasis was placed on training staff from offices thatexperienced special challenges with regard to

workforce diversityand perceptions of inclusion. Dr.Steve Robbins,an internationally recognized consultant in diversity

and inclusion, has been engaged by OMWI for the past four years to provideintensivetraining in the neuroscience of

unconscious bias. In total, he has conducted 11 sessions for Treasury Departmental Officesemployees, three of which

were held in FY 2017 forapproximately 150 participants. One of thethreesessions conducted was held exclusively for the

staff of the Office of Financial Research and the Office of Undersecretary for InternationalAffairs.Additionally, separate

sessions were held for seniorexecutivesand all otheremployees. OMWI has subsequentlyacquired thelicenseto a

video series created by Dr. Robbins that will make much of his training content in an on-demand form and availableto all

Treasuryemployees.

In addition, two programs wereconducted to promoteLGBTawareness.Ascreening of the documentary, “Uniquely

Nasty: TheFederal Government’s War on Gays,” was held, which chronicled the ban on LGBTemployees within the

federal government from the 1940’s through the 1970’s. The documentary screening was followed byafrank panel

discussion with the producerand individuals featured in the film. Thesecond program,entitled “Prideat Work,” wasa

panel presentation of senior Treasury leadersat different career stages who discussed their personalexperiences being

LGBT in thefederal workplace.Approximately 80 employees participated in thesetwo programs. Not only did these

program increaseawareness,as intended, they led to greater interestamong Treasuryemployees in participation in

LGBTand otheremployeeaffinity groups.

OMWIalso promoted a program about fostering synergy between women of colorand White women in the workplace.

Thecross-racial conflict inherent in femalerelationships that can exist in the workplaceand other settings isararely

acknowledged or discussed issue. This program was promoted in concert with Cook Rossand Associates, which provided

this topicasa Webinar. Registration and participation data provided by Cook Ross showed that this topic generated

considerableinterest from Treasuryemployees.

Further in FY 2017, Treasury’sExecutiveInstitute(TEI)established acurriculum and hosted diversityand inclusion training

sessions for Departmental Officesemployeesand managersat the GS14 through SESlevels. Thesesessions included the

following seminars:

• SES: How to Get Thereand Succeed OnceThere

• Managing Conflict:A Problem SolvingApproach

• The NextGen Leader 

• A Key to Being Culturally Competent

• Harvard BusinessSimulations: Managing Difficult Conversations

• Engaging with Honor: Buildinga Culture of CourageousAccountability

• Moving Beyond Diversity: The Casefor InclusiveLeadership

• EngagingEmployees: Cultivating Your Organizational Culture

• Permission to Speak Freely: How the Best Leaders Cultivatea Culture of Candor

• Leveraging the Power of Diversity to Achieve Breakthroughs

• A Winning Culturein Government

• The Harvard Business Review Way of Resolving Conflict

• We Can’t TalkAbout Thatat Work! How to Talkabout Race, Religion, Politics,and Other Polarizing Topics

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

37 
• Inviting Innovation

• Earning It: Hard-Won Lessons from Trailblazing Women at theTop of the Business World

• Leader to Leader:ExploringSuccess

• Empowerment: Why Me?

In addition to live presentations, Treasuryalso offers training “on demand” viaits onlinelearning system that isaccessible

to allemployees. Thereis currentlya one-hour interactivevideo presentation on unconscious bias by Howard Ross, of the

Cook Ross firm. Licenses foradditional videos have been secured, including, Defeating Unconscious Biasand Anyone Can

BeAn Ally, which addresses bias pertaining to theLGBT community.

ECONOMIC EMPOWERMENT

Financial Literacy: Treasury leads theFinancial Literacyand Education Commission (FLEC), comprising 23 federal

governmententities. TheFLEC playsacentral rolein thefederal government’sefforts to enhance financial literacy,

financial capability,and individual financial well-being. TheFLEC coordinates its members’ diverse financialeducation

activities forAmericans, including families, children, youth, students, service membersand their families,and financially

vulnerable populations. TheFLEC members have pursued avariety of financial literacyand education approaches

to provideinformation, instruction,and guidanceto help American households meet their financial goals. TheFLEC

providesa platform for its memberagencies to collaborateand sharethoseapproaches,as wellas ideas, research

findings,and experiences that inform financialeducation policiesand practices. Through theFLEC’sefforts, federal

financialeducation supportand services can be moreeffectiveand coordinated. FLEC also manages the MyMoney.gov

websitethat servesas the one-stop shop for federal financial literacyand education programs. The Office of Consumer

Policy, within the Domestic Finance Office, providesexpertiseand primary support to theFLEC and has the primary

responsibility for programming pertaining to financial inclusion, literacy,and policies thataddress theeconomic realities

ofeverydayAmericans. TheFLEC is chaired by theSecretary of theTreasuryand thevicechair is the Director of the

Consumer Financial Protections Bureau.

Community Development Financial Institutions Fund:Access to affordable financial productsand services isa

staple ofeconomically sound communities. Yet,at least one quarter ofAmerican households do not have bankaccounts

or rely on costly payday lendersand check-cashing outlets. In recent years, thelack ofaccess to capital investments

for small businessesand other critical community development projects hasalso led to increased need foralternative

and reliablesources of financing. Mission-driven organizations called Community Development Financial Institutions

(CDFIs) fill thesegaps by offeringaffordable financial productsand services that meet the unique needs ofeconomically

underserved communities. Through awardsand trainings, Treasury’s Community Development Financial Institutions

Program (CDFI Program) invests in and builds thecapacity of CDFIs,empowering them to grow,achieve organizational

sustainability,and contributeto therevitalization of their communities.

Sinceits creation in 1994, the CDFI Fund hasawarded over $1.8 billion in FinancialAssistanceand TechnicalAssistance

awards through the CDFI Program. Through Healthy Food Financing InitiativeFinancialAssistance(HFFI-FA), the CDFI

Fund has provided $142 million in awards to CDFIs improving theaccess to healthy food options in low-income

communities. In FY 2017, 265 organizations received morethan $171 million in awards; 224 FinancialAssistanceand

41 TechnicalAssistanceawards were made. Recipients of theawards included 178 loan funds, 55 credit unions, 27

depository institutions/holding companies,and 5 venturecapital funds. TheFY 2017 CDFI program and the Native

American CDFIAssistance program had thelargest pool ofawardees in the history of the CDFI Fund, representinga

diversearray of organization typesand community investment strategies, servinga broad spectrum of communities.

The Consolidated Appropriations Act for Fiscal Year (FY) 2017 required that 10 percent of the funds awarded by the

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

38 
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 2017 round, 90 CDFIs received $19.4 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 have invested more

than $640 million in PPCs.

Small Business Lending Fund:Established by theSmall Business JobsAct of 2010 (theAct), theSmall Business

Lending Fund (SBLF) isa dedicated fund designed to providecapital to qualified community banksand community

development loan funds (CDLFs) in order to encouragesmall business lending. The purpose of theSBLF is to encourage

Main Street banksand small businesses to work together, help createjobs,and promoteeconomic growth in

communitiesacross the nation. TheAct defines “small business lending”as business loans thatare(i) $10 million or less

in amount to businesses with $50 million or less in revenueand (ii) included in one of thefollowing categories:

• Commercial and industrial loans 

• Owner-occupied nonfarm, nonresidential realestateloans (“owner-occupied commercial realestate”)

• Loans to financeagricultural production and other loans to farmers (“agricultural production”)

• Loans secured by farmland (“farmland”)

Treasury invested over $4.0 billion in 332 institutions through theSBLF program. Theseamounts includeinvestments of

$3.9 billion in 281 community banksand $104 million in 51 DLFs. Collectively, theseinstitutions operatein over 3,000

locationsacross 47 statesand the District of Columbia. Through FY 2017, institutions participating in SBLF have made

important progress in increasing their small business lending, helping to support small businessesand localeconomies

across the nation.Sincethe program’s inception, thetotal increasein small business lending reported by currentand

formerSBLF participants is $18.9 billion over the 2010 baseline ofapproximately $35 billion.

Increases in small business lending are widespread among remaining SBLF participants. Through FY 2017, all

currently participating community banks and 42 of the 46 CDLFs (or 91 percent) have increased their small business

lending. In addition, 52 of the 56 current SBLF participants (or 93 percent) have increased their small business

lending by 10 percent or more.

Treasury does not collect racial/ethnic orgender information on theSBLF participant’s borrowers. However, in its most recent

survey ofSBLF participants for theyearended June 30, 2014, 92 percent of participants reported engagingin outreach or

advertisingactivities targeting women, veterans, or minority communities. In total, 83 percent ofSBLF participants reported

that theyare members of, or participatein, community organizationsand/or tradeassociations that target women, veterans,

or minority communities; 59 percent reported using paid advertisement or notices in print, radio, orelectronic mediato

target women, veterans, or minority communities;and, 52 percent indicated that they distributed marketing materials

targeting women, veterans, or minority communities. In aggregate, participants reported expenditures of $15.4 million

associated with small business-related outreach activitiesand allocated approximately $5.0 million (32 percent) to activities

targeting women, veterans, or minority communities.

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

39 
CHALLENGES

Treasury Departmental Offices is committed to adopting leadingedgestrategies to securea high performing workforce

drawn from a diverse pool of candidates. The most pressing challenges to implementing the workforce diversity

provisions of Dodd-FrankAct § 342 have been hiring constraints, retention rates, underrepresentation in specific racial/

ethnicand gender categories,and perceptions of the workplaceculture.

First, during FY 2017 the White Houseinstituted a hiring freezeacross thefederal government on January 23, 2017, with

onlyafew exceptions for positions related to national security.After thegovernment-widefreeze was lifted on April 12,

2017, Treasury maintained the hiring freezeagency-wide, including Treasury Departmental Offices. Therefore, there was

only limited hiring during thelast three quarters of the fiscal year, constraining prospects to further impact workforce

diversity. In fact, compared to prior years,a notably smaller percentage of women and blackemployees, in particular,

were hired in FY 2017 (Refer to Table 8).

Second, hiring constraints wereconfounded by retention rates during FY 2017. In FY 2016, the percentage of women

hired was greater than the percentagethat separated from Treasury, resulting in a positive netattrition (3 percent).

In 2017, thereverse was truefor women, resulting in a negative netattrition (-3 percent). In FY 2016, the overall rate

of hiring of minorities (42 percent)exceeded minorityattrition (32 percent), resulting in a positive netattrition of

10 percent. In FY 2017, theseparation rate of minorities (36 percent) was the highest in fiveyearsand hiring rate of

minorities (36 percent) was considerably lower than the prior year (42 percent), resulting in a neutral netattrition (0

percent). For both race/ethnicityand gender, thechallenge must beto reversethe negativeand neutral trajectories.

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

40 
Third, in 2017, overall representation of Hispanics in theTreasury Departmental Offices workforceis below all four

benchmarks (FWF, TWF, CLF,and DO/RCLF). Hispanic representation is below their benchmark (overall Treasury

Departmental Offices workforce) for positionsat senior management levels (GS14 and GS15)and seniorexecutive(SES)

levels. Further, thereisan underrepresentation of Hispanics compared to the Occupational Civilian Labor Force(OCLF)

of 4 of the 5 mission critical occupations (with theexceptions being GeneralAttorney for Hispanic women and Financial

Analyst for Hispanic men. Confounding theseissues, theseparation rate of Hispanics in FY 2017 (7 percent) was the

highest in fiveyearsand their hirerate(7 percent resulted in a netattrition of 0 percent.

Similarly, therepresentation of women in not only below their benchmark (overall Treasury Departmental Offices

workforce)at GS15 and SESlevels, there wasan 8 percent decreasein therepresentation of women at thesenior

executive(SES) level in FY 2017 compared to FY 2016. Thereis comparable underrepresentation of Blackemployees

in GS14, GS15,and SES positionsand Asian employees in GS15 and SES positions. Forall of these disparities, the

continuing challengeis to identifyand eliminate barriers that may beimposing on this underrepresentation.

Fourth, it isevident from thegovernment-widescores derived from the OPM New IQ inclusion quotient tool that workplace

inclusion is challengingacross federalagencies. Treasury Departmental Offices has consistently scored higher than the

Treasury-wide(61.88 percent in FY 2017)and government-wide(59.88 in FY 2017) inclusion quotient scores.And, there

has been a progressiveincreasein theTreasury Departmental Offices overall inclusion scorefrom 61.9 percent in FY 2015

to 64.3 percent in FY 2016,and 64.66 percent in FY 2017. TheFY 2017 scoreis only 0.34 percent short of the 65 percent that

the Office of Personnel Management regardsasacceptable. The new challengeis to continuethe momentum of creatingan

overall workplaceenvironment that is perceived byemployeesas beinginclusive. Part of that challenge will beto mitigating

underlyingcauses for perceptions pertainingto workplacefairness. This particular component of the OPM New IQ inclusion

quotient has been consistently below the 65 percent score(55.40 in FY 2017).

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

41 

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	

	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	

CONCLUSIONS AND 

FISCAL YEAR 2018 

PLANS 

BUSINESS DIVERSITY AND INCLUSION 

Despitereductions in overall Treasury-wide procurement budget in recent yearsand

without mandated contracting goals for other than small businesses, thecommitment

to minority-owned or women-owned business (MWOB) utilization within Treasury

Departmental Offices remained strong. In FY 2017, morethan one-third (35 percent) of

contract dollars totaling $106 million went to either minority-owned or women-owned

businesses (MWOB)and represented the highest levels in 5 years.Although thereare

no goals for MWOB contracting, thecongressionally mandated small business goals

can serveas useful benchmarks to gauge performance. TheTreasury Departmental

Offices MWOB contracting performance of 35 percent is on par with thecongressionally

mandated small business goalestablished for Treasury, which was 35 percent in FY 2017.

Similarly, contracting with minority-owned businesses wasat 25 percent in FY 2017,

which is wellabovethecongressionally mandated goal of 5 percent for contracting with

small disadvantaged businesses (and arelargely minority-owned). Further, contracting

with women-owned businesses wasat 24 percent in FY 2017, which also is wellabove

thecongressionally mandated goal of 5 percent for contracting with small women-owned

businesses. It isalso important to notethat MWOB contracting is not limited to less

prominent business categories. Thereis strong MWOB representation among contracts in

five of theTreasury Departmental Offices top seven industry codes.

OMWI will striveto supportefforts that will not only maintain, but improve upon, this

performance.Specificefforts that will be undertaken in FY 2018 includethefollowing:

Accountability: OMWI will continueto monitorand develop regular reports on the

utilization of minorityand women owned businesses byeach of the Bureaus.Such reports

will provide ongoing tracking of progress for use by theacquisition communityand

leadership, including the quarterly performancereviews conducted by senior leadership.

Additionally, OMWI will continueto explorethe use of new metricsand benchmarks

to increase understanding of possible barriersand aspirational standards for business

diversityand inclusion.

MWOB Utilization: For seven consecutiveyears, Treasury Departmental Offices has

met orexceeded aggressivegoals in contracting with small disadvantaged businessesand

women owned small businesses. In addition, contracting with minority owned and women

owned businesses ofall sizes has been wellabovegovernment benchmarks. In FY 2018,

Treasury will continueto strivefor small business goalattainment by continuing to employ

thestrategies that have proven successful for Treasury sinceFY 2011, including targeted

outreach,enhanced leadership accountability, new policies, new toolsand resources,and

increased intra-agency communication.

43 
OMWI will befurther building thecapacity within Treasury Departmental Offices to reach out to minority-owned

businesses by leveraging theresources of the Minority Business DevelopmentAgency (MBDA) in the Department

of Commerce. Through an interagencyagreement, Treasury Departmental Officesand MBDA, market research of

prospective businessesand vendoreducation about prospective opportunities will beenhanced.

Financial Agent Authority (Non-FAR): Treasury will maintain activeengagementand relationship building with

industry stakeholder groups that represent minority-owned and women-owned financial services firmsand minority

and women professionals. This open dialogueand engagement will support diverse participation in future program

opportunities that mayarise under theTreasury financialagentauthority. Treasury will continueto ensurethat requests

for proposals (RFP) or other solicitation processesarefairand willencourage meaningful participation of minority-owned

and woman-owned businesseseitheras financialagents or contractors to financialagents.

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

businesses. In addition to public posting on theFederal Business Opportunities web-site, Treasury will continue

to conduct regular vendor outreach sessionsand presentationsat conferencesand events conducted by industry

organizationsand federalagencies, such as:

• U.S. Women Chamber of Commerce(USWCC)

• U.S. Hispanic Chamber of Commerce(USHCC)

• U.S. Black Chambers (USBC)

• National MinoritySupplier Development Council (NMSDC)

• Minority Business DevelopmentAgency (MBDA)

• The Women’s BusinessEnterprise National Council (WBENC)

• NationalAssociation ofSecurities Professionals (NASP)

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	

	 	 	

	 	 	 	 	

	 	 	 	

	 	 	 	 	 	

	 	 	 	 	

44 
WORKFORCE DIVERSITY AND INCLUSION 

Overall, the workforce demography within Treasury Departmental Offices is diverse, but can be described by the

following characteristics:

• Therepresentation of women is below that of three of thefour workforce benchmarks.

• Blacksand Asiansarerepresented at oraboveat least three of thefour workforce benchmarks.

• Hispanic representation is below all four workforce benchmarks. However, the percentage of Hispanics hired was

equal to the number who separated in FY 2017, resulting in a neutral netattrition rate.

• Women and racial/ethnic minority groupsare disproportionately represented in lower gradelevel positions.

• Genderand racial/ethnic disparitiesexistat the GS13-15 and SESlevelsand within all mission critical occupations, i.e.,

economists, generalattorney, information technology, financialanalyst,and intelligenceanalyst.

• Compared to prior years,employee perceptions of inclusion within theTreasury Departmental Offices workplace

environment haveincreased, but the overall scorestill was slightly below thescore of 65 that the Office of Personnel

Management regardsasacceptable. However, perceptionsamong Treasury Departmental Officesemployees regarding

workplaceinclusion on all fivefactorsand overallare higher than those of theTreasury-wideand federal governmentwide workforces.

OMWI will continueto lead efforts to increase workplace diversityat the higher levels, i.e., GS-13-15 and SES,and in

mission critical occupations. Programs will becontinued to train acritical mass ofemployees who can bringabout social

transformation toward agreater culture of inclusion within the workplace.Specific programsand activities that will be

undertaken in thearea of workforce diversityand inclusion in FY 2018 includethefollowing:

Accountability: OMWI, in collaboration with the Office of Civil Rightsand Diversity, will continueto monitorand

develop regular reports on theracial/ethnicand gender demography of the workforceacross Treasury Departmental

Officesand within the major policyand program offices to identifyareas of disparity.Such reports will provide ongoing

tracking for use by the policyand program officesand leadership, including the quarterly performancereviews conducted

by senior leadership.Additionally, OMWI will continueto explorethe use of new metricsand benchmarks to increase

understanding of possible barriersand establish aspirational standards for workplace diversityand 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 continueto conduct programming to promoteagreater culture of inclusion within

Treasury Departmental Offices for thesenior leadership, managersand supervisors,and all otheremployees through

various methods. Theaim is to producean overall cultural transformation within Treasury Departmental Officesand to

increasethe number ofemployees throughout thevarious policyand program offices who havecommon mindsetand

coreknowledgeregarding workplaceinclusion.

fy2017 Annual Report to Congress

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 		

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 			

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	

45 
Recruitment/Hiring/Outreach: OMWI will continue 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 mission-critical occupation positions in Treasury Departmental Offices. The hiring rates of women and

Black employees will continue to be tracked to determine strategies to reverse the negative trajectory for women

and to sustain or raise the neutral trajectory for Black employees. Special efforts will be undertaken to identify

and mitigate barriers that may be imposing on the underrepresentation of the 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.

	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	 	 	 	 	 	 	 	 	 	 	 	 	 	

	 	 	

 

46 
& 
THE

D

EPARTMENT OF THE TREASURY

1789