2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 1

Analysis of Diversity Self-Assessments for 2017

Section 342 of the Dodd-Frank Act required federal financial regulatory agencies to establish an Office of 

Minority and Women Inclusion (OMWI), and instructed the OMWI director at each agency to develop 

standards for assessing the diversity policies and practices of the institutions they regulate. The Standards

are intended to promote transparency and awareness of diversity policies and practices within the financial 

industry. “The Interagency Policy Statement Establishing Joint Standards for Assessing the Diversity 

Policies and Practices of Entities Regulated by the Agencies,” became effective on June 10, 2015. 

The FDIC worked closely with the OMWIs of the Board of Governors of the Federal Reserve System (FRB) 

and the Office of the Comptroller of the Currency (OCC) to collectively develop a framework to promote 

transparency and awareness of diversity policies and practices within the financial industry. In early 2017, 

the FDIC obtained approval from the Office of Management and Budget (OMB) to collect assessment 

information from regulated entities to assist and strengthen diversity programs in financial institutions 

through a self-assessment instrument, FDIC Form 2710/05, Diversity Self-Assessment of FDIC Regulated 

Financial Institutions (OMB 3064-0200, Expiration Date 02/29/2020). The instrument provides the 

framework for regulated financial institutions to assess and strengthen diversity policies and practices, and 

covers the following areas derived from the Policy Statement:

• Organizational Commitment to Diversity and Inclusion

• Workforce Profile and Employment Practices

• Procurement and Business Practices – Supplier Diversity 

• Practices to Promote Transparency of Organizational Diversity and Inclusion 

• Entity’s Self-Assessment 

FDIC-regulated financial institutions began using and voluntarily submitting diversity self-assessments to 

the FDIC’s OMWI for the 2016 reporting period. Results of the FDIC’s 2016 analyses established the 

baseline for subsequent reporting periods. All completed analyses are posted internally and on the external 

web site, https://www.fdic.gov/about/diversity/rerpt.html. 
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 2

2017 REPORTING BACKGROUND

In November 2017, the FDIC’s OMWI Director distributed a letter to the Presidents and Chief Executive 

Officers of 820 FDIC-regulated financial institutions identified as having 100 or more employees. The letter 

informed these institutions about the process for conducting and voluntarily submitting their diversity 

information to the FDIC. In March 2018, a reminder letter from the Director was distributed to financial 

institutions to encourage participation. The FDIC received diversity self-assessments from 137 (16.71

percent) of its regulated financial institutions. Eight of the diversity self-assessments were identified as 

Minority Depository Institutions (MDIs). 

The FDIC completed an analysis of the financial industry’s diversity policies and practices for the 2017 

reporting period and a comparative analysis conducted against the 2016 reporting period, for the purpose 

of monitoring progress and trends of diversity and inclusion in employment and contracting activities. The 

analysis further provided the opportunity to identify exemplary diversity policies and practices. 

Any questions about the diversity self-assessment should be directed to OMWI Branch Chief, Victor 

Christiansen, at VChristiansen@fdic.gov.
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 3

SELF-ASSESSMENT BENCHMARKING RESULTS FOR 2017 REPORTING PERIOD

AGGREGATED ASSESSMENT RESULTS – OVERALL BREAKDOWN BY FDIC REGION AND ASSET SIZE

Financial Institutions by FDIC Regional Offices

The self-assessments were aggregated by FDIC region, with the New York region having the most financial 

institutions (37) reporting; and the Dallas and Chicago regions, each following with 22 reported financial 

institutions. Both, the Atlanta and Kansas City regions had 19 financial institutions reporting. The lowest 

reporting region was San Francisco with 18 financial institutions. 

Financial Institutions of FDIC Regional Offices 2017 Results

Financial Institutions by Asset Size 

Financial institutions were further aggregated by Asset Size, which are divided by Small, Intermediate Small,

and Large1. Most of the FDIC’s regulated financial institutions that completed a self-assessment fall in the 

Intermediate Small category (81 financial institutions). Fifty-four were Large institutions and two were 

Small.

Financial Institutions by Asset Size 2017 Results

 

1 Reference FFIEC’s Community Reinvestment Act (CRA) https://www.ffiec.gov/CRA/pdf/AssetThreshold2017.pdf
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 4

Financial Institutions by Asset Size and FDIC Regional Offices

A comparative analysis between the asset sizes, in relation to the FDIC Regional Offices to which they report,

revealed that the largest number of self-assessments was submitted by financial institutions in the New 

York region (37). Of the 37 institutions, 15 were categorized as Large institutions; 22 were Intermediate 

Small institutions; and there were no Small institutions reporting. The second largest number of selfassessments was submitted by financial institutions in the Chicago and Dallas regions (22). Of the 22 

financial institutions reporting from the Chicago region, 10 were categorized as Large; 12 were Intermediate 

Small; and there were no Small institutions. Of the 22 financial institutions reporting from the Dallas region, 

four were Large institutions; 16 were Intermediate Small; and two were Small institutions. Atlanta and 

Kansas City had 19 financial institutions reporting from each region. Of the 19 financial institutions 

reporting from Atlanta, nine were Large institutions; 10 were Intermediate Small; and there were no Small

institutions. Of the 19 financial institutions reporting from Kansas City, nine were Large, 10 were 

Intermediate Small, and there were no Small institutions. San Francisco region had the lowest number of 

submissions (18). Of these 18 submissions, seven were Large institutions; 11 were Intermediate Small 

institutions; and there were no Small institutions reporting. 

Financial Institutions by Asset Size and FDIC Regional Offices 2017 Results

Small Institution

FDIC Regional Office Location Number of Institutions

Atlanta 0

Chicago 0

Dallas 2

Kansas City 0

New York 0

San Francisco 0

Total 2

Intermediate Small Institution

FDIC Regional Office Location Number of Institutions

Atlanta 10

Chicago 12

Dallas 16

Kansas City 10

New York 22

San Francisco 11

Total 81

Large Institution

FDIC Regional Office Location Number of Institutions

Atlanta 9

Chicago 10

Dallas 4

Kansas City 9

New York 15

San Francisco 7

Total 54
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 5

AGGREGATED ASSESSMENT RESULTS FOR THE 2017 REPORTING PERIOD -

OVERALL BREAKDOWN BY EACH STANDARD:

SECTION I - FINANCIAL INSTITUTION INFORMATION

Sixty percent of the 137 financial institutions reported having a designated Diversity and Inclusion Officer; 

while 30 percent of the financial institutions have an individual designated as the Supplier Diversity Officer. 

Diversity Officers

Section I. Financial Institution Information

Diversity and Inclusion Officers

Yes 

Responses Percentage

1. Does your organization have a 

Diversity and Inclusion Officer or 

Equivalent?

82 60%

2. Does your organization have a 

Supplier Diversity Officer or 

Equivalent?

41 30%

Section I Averages: 62 45%
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 6

SECTION II – ASSESSMENT OF THE FINANCIAL INSTITUTION’S DIVERSITY POLICIES AND PRACTICES

Subsection 1: Organizational Commitment to Diversity and Inclusion

A high percentage of respondents reported having an organizational commitment to Diversity and Inclusion 

within their financial institutions, from the governing body to senior officials and managers. On average, 87

percent of the 137 financial institutions indicated that they practice the Standards outlined in this 

subsection. 

Organizational Commitment to Diversity and Inclusion 2017 Results

1. Organizational Commitment to Diversity and Inclusion Yes 

Responses Percentage

1.1 The financial institution includes diversity and inclusion 

considerations in both employment and contracting as an important 

part of its strategic plan for recruiting, hiring, retention, and promotion.

124 91%

1.2 The financial institution has a diversity and inclusion policy that is 

approved and supported by senior leadership, including senior 

management and the board of directors.

117 85%

1.3 The financial institution provides regular progress reports to the 

board and senior management. 109 80%

1.4 The financial institution regularly conducts training and provides 

educational opportunities on equal employment opportunity and on 

diversity and inclusion.

113 82%

1.5 The financial institution has a senior level official, preferably with 

knowledge of and experience in diversity and inclusion policies and 

practices, who oversees and directs the financial institution's diversity 

and inclusion efforts.

123 90%

1.6 The financial institution takes proactive steps to promote a diverse 

pool of candidates, including women and minorities, in its hiring, 

recruiting, retention, and promotion, as well as in its selection of board 

members, senior management, and other senior leadership positions.

125 91%

Section II.1 Averages: 119 87%

Section II. Assessment of the Financial Institution's Diversity Policies and Practices
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 7

Subsection 2: Workforce Profile and Employment Practices

Although there is a range of participation in the financial institutions’ promotion of fair inclusion of 

minorities and women in their workforce by publicizing employment opportunities, creating relationships 

with minority and women professional organizations and educational institutions, creating a culture that 

values the contribution of all employees, and encouraging a focus on these objectives when evaluating the 

performance of managers, the responses were high. On average, 83 percent responded that they practice 

the Standards outlined in this subsection.

Workforce Profile and Employment Practices 2017 Results

2. Workforce Profile and Employment Practices Yes 

Responses Percentage

2.1 The financial institution implements policies and practices related to 

workforce diversity and inclusion in a manner that complies with all 

applicable laws.

130 95%

2.2 The financial institution ensures equal employment opportunities 

for all employees and applicants for employment and does not engage 

in unlawful employment discrimination based on gender, race, or 

ethnicity.

132 96%

2.3 The financial institution has policies and practices that create diverse 

applicant pools for both internal and external opportunities that may 

include: 

2.3(a) Outreach to minority and women organizations.

110 80%

2.3(b) Outreach to educational institutions serving significant minority 

and women student populations. 100 73%

2.3(c) Participation in conferences, workshops, and other events to 

attract minorities and women and to inform them of employment and 

promotion opportunities.

96 70%

2.4 The financial institution utilizes both quantitative and qualitative 

measurements to assess its workforce diversity and inclusion efforts. 

These efforts may be reflected, for example, in applicant tracking, hiring, 

promotions, separations (voluntary and involuntary), career 

development, and retention across all levels and occupations of the 

financial institution, including the executive and managerial ranks.

119 87%

2.5 The financial institution holds management at all levels accountable 

for diversity and inclusion efforts, for example, by ensuring that such 

efforts align with business strategies and individual performance plans.

112 82%

Section II.2 Averages: 114 83%

Section II. Assessment of the Financial Institution's Diversity Policies and Practices
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 8

Subsection 3: Procurement and Business Practices - Supplier Diversity

Overall, a low percentage of respondents reported that they have metrics and analytics to monitor how 

much they spend to procure and contract for goods and services; how much they spend with minorityowned and women-owned businesses; and that they are knowledgeable about the availability of relevant 

minority-owned and women-owned businesses. On average, 19 percent responded that they practice the 

Standards outlined in this subsection; the lowest percentage, 13 percent, reported having contracts with 

minority-owned and women-owned business subcontractors. 

Procurement and Business Practices - Supplier Diversity 2017 Results

3. Procurement and Business Practices - Supplier Diversity Yes 

Responses Percentage

3.1 The financial institution has a supplier diversity policy that provides 

for a fair opportunity for minority-owned and women-owned 

businesses to compete for procurement of business goods and services. 

This includes contracts of all types, including contracts for the issuance 

or guarantee of any debt, equity, or security, the sale of assets, the 

management of the financial institution's assets, and the development 

of the financial institution's equity investments.

42 31%

3.2 The financial institution has methods to evaluate its supplier 

diversity, which may include metrics and analytics related to: 

3.2(a) Annual procurement spending.

26 19%

3.2(b) Percentage of contract dollars awarded to minority-owned and 

women-owned businesses by race, ethnicity, and gender. 19 14%

3.2(c) Percentage of contracts with minority-owned and women-owned 

business subcontractors. 18 13%

3.3 The financial institution has practices to promote a diverse supplier 

pool, which may include: 

3.3(a) Outreach to minority-owned and women-owned contractors and 

representative organizations.

28 20%

3.3(b) Participation in conferences, workshops, and other events to 

attract minority-owned and women-owned firms and inform them of 

contracting opportunities.

24 18%

3.3(c) An ongoing process to publicize its procurement opportunities. 21 15%

Section II.3 Averages: 25 19%

Section II. Assessment of the Financial Institution's Diversity Policies and Practices
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 9

Subsection 4: Practice to Promote Transparency of Organizational Diversity and Inclusion

The self-assessments show a wide range in how financial institutions engage in practices that provide 

greater information, awareness and transparency to the public regarding their diversity and inclusion 

policies and practices. Eighty percent publicize their current employment and procurement opportunities; 

whereas, 23 percent promote diversity utilizing forecasts of potential employment and procurement 

opportunities. On average, 53 percent incorporated practices to promote transparency of their 

organizational diversity and inclusion. 

Practice to Promote Transparency of Organizational Diversity and Inclusion 2017 Results

4. Practice to Promote Transparency of Organizational 

Diversity and Inclusion

Yes 

Responses Percentage

4.1 The financial institution publicizes its diversity and inclusion strategic 

plan.

43 31%

4.2 The financial institution publicizes its policy on its commitment to 

diversity and inclusion. 96 70%

4.3. The financial institution is transparent about its progress toward 

achieving diversity and inclusion in its workforce and procurement 

activities, which may include the financial institution's current workforce 

and supplier demographic profiles.

80 58%

4.4. The financial institution publicizes its opportunities to promote 

diversity, which may include:

4.4(a) Current employment and procurement opportunities.

110 80%

4.4(b) Forecasts of potential employment and procurement 

opportunities.

32 23%

4.4(c) The availability and use of mentorship and developmental 

programs for employees and contractors. 74 54%

Section II.4 Averages: 73 53%

Section II. Assessment of the Financial Institution's Diversity Policies and Practices
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 10

Subsection 5: Financial Institutions’ Self-Assessment

A high percentage (86 percent) of financial institutions reported positively to having successful diversity 

policies and practices, and allocating time and resources to monitor and evaluate performance under their 

diversity policies and practices on an ongoing basis. However, only 28 percent publish information 

pertaining to their assessment of diversity policies and practices. 

Financial Institutions’ Self-Assessment 2017 Results

SECTION III - DIVERSITY DATA

Subsection 1: Workforce Profile

The Standards encourage organizations to promote the fair inclusion of minorities and women in their 

workforce. A majority of financial institutions (90 percent) reported on the diversity in their workforce, 

management, and board members. The aggregated numbers are provided below. Workforce diversity is 

greatest in the total workforce, less diverse in management and even less in Board members. 

Diversity Data for Workforce Profile 2017 Results

Subsection 2: Procurement-Supplier Diversity

Similarly, the Standards promote active outreach to minority and women-owned businesses in the

procurement process. The results reported from the financial institutions for their procurement supplier 

diversity practices were insufficient to draw any conclusions or trends for the second reporting period. 

Financial institutions, for the most part, do not have the methodology in place to adequately track the 

diversity in their procurement spending practices. The aggregated results of the diversity data for 

procurement are reflective of the low percentages reported under Section II.3, Procurement and Business 

Practices - Supplier Diversity.

5. Financial Institutions' Self-Assessment Yes 

Responses Percentage

5.1 The financial institution conducts an assessment of its diversity 

policies and practices annually. 118 86%

5.2. The financial institution monitors and evaluates its performance 

under its diversity policies and practices on an ongoing basis. 118 86%

5.3. The financial institution publishes information pertaining to its 

assessment of its diversity policies and practices. 39 28%

Section II. Assessment of the Financial Institution's Diversity Policies and Practices

Diversity Data Total

Women 

(#) 

Women 

(%)

Men 

(#)

Men 

(%)

Minorities 

(#)

Minorities 

(%)

NonMinorities (#)NonMinorities (%)

Total Workforce 99,224 60,149 61% 39,075 39% 26,333 27% 72,891 73%

Total Management 9,836 4,141 42% 5,695 58% 1,482 15% 8,354 85%

Total Board Members 1,315 195 15% 1,120 85% 109 8% 1,206 92%
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 11

COMPARATIVE ANALYSIS OF SELF-ASSESSMENT RESULTS 2016 VERSUS 2017

There was a 44.2 percent increase from the 2016 reporting period (95 financial institutions) to the 2017 

reporting period (137 financial institutions). There was slight decline in submissions from Minority 

Depository Institutions (MDI), from 10 in 2016 to eight in 2017. 

The chart below illustrates a comparison of responding FDIC-regulated financial institutions for the 2016 

and 2017 reporting periods. 

Comparative of Responding Financial Institutions

While the FDIC is pleased with the increased participation of financial institutions in 2017, it will continue to 

take steps to increase voluntary participation by augmenting outreach at banking conferences, developing 

financial institution diversity marketing materials, and making improvements to the program website.

Financial Institutions by FDIC Regional Offices

In the 2017 reporting period, every region showed an increase in responses. The New York region had the 

most reported financial institutions – (30 in 2016 and 37 in 2017) and the Dallas region followed with 20 in 

2016 and 22 in 2017. In 2017 the Chicago region had 22 reported submissions and the Atlanta and Kansas 

City regions both reported submissions from 19 financial institutions. The Kansas City region had the 

largest increase of 171 percent (seven in 2016 to 19 in 2017). The San Francisco region experienced an 

increase from 12 in 2016 to 18 in 2017. 

Financial Insitutions by FDIC Regions – 2016 versus 2017

Reporting Period

# Financial 

Institutions 

(Universe)

# SelfAssessments 

Received

% SelfAssessments 

Received # MDIs

2016 805 95 11.81% 10

2017 820 137 16.71% 8
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 12

Financial Institutions by Asset Size

The submissions decreased from 2016 to 2017 in the asset size categorized as a small institution by three

(five to two) financial institutions. There was an increase in responses from intermediate small institutions

from 55 to 81 (47 percent) and an increase in large institutions from 35 to 54 (54 percent).

Financial Institutions by Asset Size – 2016 versus 2017

SECTION I - FINANCIAL INSTITUTION INFORMATION

The data for the 2016 versus the 2017 reporting period showed a small decrease for financial institutions 

with designated Diversity and Inclusion Officers and a slight increase in financial institutions with Supplier 

Diversity Officers. In 2016, 82 of 95 financial institutions had Diversity and Inclusion Officers versus 81 of 

137 in 2017. In 2016, 41 of 95 financial institutions had Supplier Diversity Officers versus 44 of 137 in 

2017.

Diversity and Inclusions Officer 2016 versus 2017 results

Section I. Financial Institution Information 2016 2017 Diversity and Inclusion Officers

1. Does your organization have a Diversity and Inclusion 

Officer of Equivalent?

81 82

2. Does your organization have a Supplier Diversity Officer 

of Equivalent? 44 41
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 13

SECTION II – ASSESSMENT OF THE FINANCIAL INSTITUTION’S DIVERSITY POLICIES AND PRACTICES

Subsection 1: Organizational Commitment to Diversity and Inclusion

Based on the 2016 and 2017 data, the organizational commitment to Diversity and Inclusion has increased. 

This subsection had the second highest overall percent of change from 2016 to 2017 (a six percent

increase). The responses indicated the financial institutions embrace the Standards in this subsection. The 

highest increased response (nine percent) was in reference to the financial institutions that included

employment and contracting diversity and inclusion considerations in their strategic plan.

Organizational Commitment to Diversity and Inclusion 2016 versus 2017 Results

2016 2017

Average: 82% Average: 88%

83% 92%

81% 87%

75% 81%

82% 84%

84% 91%

85% 93%

1.4 The financial institution regularly conducts training and provides educational 

opportunities on equal employment opportunity and on diversity and inclusion.

1.5 The financial institution has a senior level official, preferably with knowledge of 

and experience in diversity and inclusion policies and practices, who oversees and 

directs the financial institution's diversity and inclusion efforts.

1.6 The financial institution takes proactive steps to promote a diverse pool of 

candidates, including women and minorities, in its hiring, recruiting, retention, and 

promotion, as well as in its selection of board members, senior management, and 

other senior leadership positions.

Section II. Assessment of the Financial Institution's Diversity Policies and Practices

1. Organizational Commitment to Diversity and Inclusion

1.1 The financial institution includes diversity and inclusion considerations in both 

employment and contracting as an important part of its strategic plan for recruiting, 

hiring, retention, and promotion.

1.2 The financial institution has a diversity and inclusion policy that is approved and 

supported by senior leadership, including senior management and the board of 

directors.

1.3 The financial institution provides regular progress reports to the board and senior 

management.
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 14

Subsection 2: Workforce Profile and Employment Practices

The workforce profile and employment practice had the highest average change from 2016 to 2017 (a seven

percent increase). These numbers indicated the financial institutions embraced the Standards in this 

subsection. The highest positive change (14 percent) referred to holding management at all levels 

accountable for diversity and inclusion efforts. The second highest positive change (10 percent) referred to 

participation in conferences, workshops, and other events to attract minorities and inform them of 

employment and promotion opportunities.

Workforce Profile and Employment Practices 2016 versus 2017 Results

2016 2017

Average: 77% Average: 84%

94% 96%

96% 98%

74% 81%

66% 74%

61% 71%

79% 88%

69% 83%

2.4 The financial institution utilizes both quantitative and qualitative measurements 

to assess its workforce diversity and inclusion efforts. These efforts may be reflected, 

for example, in applicant tracking, hiring, promotions, separations (voluntary and 

involuntary), career development, and retention across all levels and occupations of 

the financial institution, including the executive and managerial ranks.

2.3(c) Participation in conferences, workshops, and other events to attract minorities 

and women and to inform them of employment and promotion opportunities.

2.5 The financial institution holds management at all levels accountable for diversity 

and inclusion efforts, for example, by ensuring that such efforts align with business 

strategies and individual performance plans.

Section II. Assessment of the Financial Institution's Diversity Policies and Practices

2. Workforce Profile and Employment Practices

2.1 The financial institution implements policies and practices related to workforce 

diversity and inclusion in a manner that complies with all applicable laws.

2.2 The financial institution ensures equal employment opportunities for all 

employees and applicants for employment and does not engage in unlawful 

employment discrimination based on gender, race, or ethnicity.

2.3 The financial institution has policies and practices that create diverse applicant 

pools for both internal and external opportunities that may include:2.3(a) Outreach 

to minority and women organizations.

2.3(b) Outreach to educational institutions serving significant minority and women 

student populations.
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 15

Subsection 3: Procurement and Business Practices - Supplier Diversity

Procurement and Business Practices - Supplier Diversity had the lowest average with five percent decrease

from 2016 to 2017. In future years, we hope to see substantive improvement in all of the Supplier Diversity 

responses.

Procurement and Business Practices – Supplier Diversity 2016 versus 2017 Results

2016 2017

Average: 24% Average: 19%

41% 31%

23% 19%

16% 14%

15% 13%

31% 21%

20% 18%

23% 16%

3.2(b) Percentage of contract dollars awarded to minority-owned and women-owned 

businesses by race, ethnicity, and gender.

3.3. The financial institution has practices to promote a diverse supplier pool, which 

may include: 3.3(a) Outreach to minority-owned and women-owned contractors and 

representative organizations.

3.3(b) Participation in conferences, workshops, and other events to attract minorityowned and women-owned firms and inform them of contracting opportunities.

3.3(c) An ongoing process to publicize its procurement opportunities.

3.2(c) Percentage of contracts with minority-owned and women-owned business 

subcontractors.

Section II. Assessment of the Financial Institution's Diversity Policies and Practices

3. Procurement and Business Practices - Supplier Diversity

3.1 The financial institution has a supplier diversity policy that provides for a fair 

opportunity for minority-owned and women-owned businesses to compete for 

procurement of business goods and services. This includes contracts of all types, 

including contracts for the issuance or guarantee of any debt, equity, or security, the 

sale of assets, the management of the financial institution's assets, and the 

development of the financial institution's equity investments.

3.2 The financial institution has methods to evaluate its supplier diversity, which may 

include metrics and analytics related to:3.2(a) Annual procurement spending.
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 16

Subsection 4: Practice to Promote Transparency of Organizational Diversity and Inclusion

The practice to promote transparency of organizational diversity and inclusion had an average positive 

change of three percent from 2016 to 2017. The highest positive change (seven percent) referred to a 

financial institution publicizing its policy on its commitment to diversity and inclusion. The second highest 

positive change (five percent) referred to financial institutions publicizing opportunities to promote 

diversity with their current employment and procurement opportunities. 

Practice to Promote Transparency of Organizational Diversity and Inclusion 2016 versus 2017 Results

2016 2017

Average: 51% Average: 54%

33% 32%

64% 71%

57% 59%

76% 81%

23% 24%

54% 55% 4.4(c) The availability and use of mentorship and developmental programs for 

employees and contractors.

4.3. The financial institution is transparent about its progress toward achieving 

diversity and inclusion in its workforce and procurement activities, which may include 

the financial institution's current workforce and supplier demographic profiles.

4.4(b) Forecasts of potential employment and procurement opportunities.

4.4. The financial institution publicizes its opportunities to promote diversity, which 

may include:

4.4(a) Current employment and procurement opportunities.

Section II. Assessment of the Financial Institution's Diversity Policies and Practices

4. Practice to Promote Transparency of Organizational Diversity and Inclusion

4.1 The financial institution publicizes its diversity and inclusion strategic plan.

4.2 The financial institution publicizes its policy on its commitment to diversity and 

inclusion.
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 17

Subsection 5: Financial Institutions’ Self-Assessment

In this subsection, the average for financial institutions performing their annual self-assessment from 2016 

to 2017 increased by two percent. Financial institutions are still reluctant to publish information pertaining 

to assessments of their diversity policies and practices, and results remain low at 29 percent. 

Financial Institutions’ Self-Assessment 2016 versus 2017 Results

SECTION III - DIVERSITY DATA

Subsection 1: Workforce Profile 

In both the 2016 and 2017 reporting periods, approximately 80 percent of the financial institutions 

reported diversity data on their workforces, management, and board members. 

Subsection 2: Procurement-Supplier Diversity

The data provided from both 2016 and 2017 are inconclusive. There simply was not enough data to analyze 

or to determine trends for the procurement supplier diversity subsection. We hope 2018 responses will

provide more data to review and analyze. 

2016 2017

Average: 66% Average: 68%

86% 87%

83% 87%

28% 29%

Section II. Assessment of the Financial Institution's Diversity Policies and Practices

5. Financial Institutions' Self - Assessment

5.1 The financial institution conducts an assessment of its diversity policies and 

practices annually.

5.2. The financial institution monitors and evaluates its performance under its 

diversity policies and practices on an ongoing basis.

5.3. The financial institution publishes information pertaining to its assessment of its 

diversity policies and practices.
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 18

OMWI OUTREACH

TheOMWIs fromeightfinancial regulatory agencies held the first “Financial Regulatory Agencies’ Diversity 

and Inclusion Summit.” The Summit was held at the Federal Reserve Bank of New York on Thursday, 

September 13, 2018, and included: the Federal Reserve System Board of Governors (FRB); the Bureau of 

Consumer Financial Protection (BCFP); the Federal DepositInsurance Corporation (FDIC); theNational

CreditUnion Administration(NCUA);the Office ofthe Comptroller ofthe Currency (OCC); the Federal 

Housing Finance Agency; the Securities and Exchange Commission (SEC); and the Department of the 

Treasury.

The goal ofthe Summit was to bring together organizations in the financial industry that included entities

regulated by theOMWI agencies in order to highlight industry best practices involving diversity and inclusion

in employment andprocurement practices.

Speakers from various segments of the financial industry discussed practices they have successfully 

implemented within their organizations to advance diversity and promote inclusion in the workplace, and to 

increase opportunities for diverse suppliers.

The Summit also featured a panel discussion withtheOMWIDirectors from FDIC, OCC, SEC, NCUA, and FRB. 

The Directors shared highlights on the results of assessments agencies have done under Section 342 of the

Dodd-Frank Act. 

The OMWI Directors closed the Summit by encouraging participants from financial institutions to complete 

and submit their diversity self-assessments to their respective regulatory OMWI agency, in order to 

contribute to the reports the agencies release providing trends on diversity and inclusion inthefinancial

industry. These efforts will continue to advance the visibility and adoption ofdiversity andinclusion practices

inthefinancial industry. The Summit was well-received according to the feedback received from 

participants. In 2019, we will explore hosting another Summit in a different location. 
2017 FDIC-Regulated Financial Institution Diversity Self-Assessment Results 19

EXEMPLARY PRACTICES

The FDIC has identified exemplary practices that financial institutions implemented as part of their 

workforce diversity and inclusion practices. These practices could be considered by other financial 

institutions. For example the 2017 self-assessments showed: 

1. Some financial institutions implemented or leveraged technology to connect with the public by 

posting information regarding their Diversity and Inclusion programs and efforts along with related 

recognitions and awards; while others aligned their Diversity and Inclusion business strategies and 

individual performance plans through diversity dashboard analytics that incorporate Diversity and 

Inclusion goals related to recruitment, hiring, and/or development. 

2. Financial institutions identified, attracted, recruited and trained a diverse and qualified workforce 

by:

• participating on the boards of Colleges;

• utilizing minority and women owned recruiting firms;

• reaching out to low income, minority-majority local high schools and offering internships to 

students; 

• partnering and collaborating with professional diversity organizations, Historically Black 

Colleges and Universities, Hispanic Serving Institutions, local non-profits and other diversity 

organizations to provide internship and learning opportunities; 

• sourcing from state job-board services that aid unemployed, disadvantaged, and veteran’s 

communities; 

• hiring summer interns from diverse, low income, minority-majority high schools and pairing

them with a mentor to help them build a career plan; and

• partnering their human resources with representatives of minority groups and community 

outreach programs to help place individuals for employment and extending themselves to be 

resources to help minority job seekers with resume writing, mock interviewing, and 

business etiquette.

3. Several financial institutions established successful programs focusing on leadership, personal 

development and recruitment of recent college graduates.

4. Financial institutions implemented formal supplier diversity programs to provide opportunities for 

minority and women-owned businesses to compete for procurement of business goods and services, 

and required the inclusion of minority- or women-owned businesses in bid opportunities. 

5. Financial institutions are also developing systems to facilitate the augmentation of demographic and 

procurement information. When vendor demographics are reflected in the market that matches an 

institution’s business and contractual needs, minority- or women-owned businesses are included in 

bid opportunities.

Best practices identified by the FDIC for the 2016 reporting period can be found at

https://www.fdic.gov/about/diversity/rerpt.html