2012 Report to Congress 

Office of Minority and Women Inclusion

Federal Deposit Insurance Corporation

2012 Report to Congress 

Offi ce of Minority and Women Inclusion

Federal Deposit Insurance Corporation

Table of Contents

 4 Introduction

 6 FDIC Contracting: Inclusion of Minority- and Women-Owned Businesses (MWOBs)

 12 Employment at the FDIC: Increasing Representation of Minorities and Women

 15 Other Activities 

 16 Promoting Financial Access and Financial Literacy

 18 Appendix
4

Introduction

Under provisions of the Dodd-Frank Wall Street Reform and Consumer Protection Act 

(DFA) section 342, the Federal Deposit Insurance Corporation (FDIC) established its Office 

of Minority and Women Inclusion (OMWI) on January 21, 2011. Section 342 of the DFA 

requires each agency’s OMWI to submit to Congress an annual report regarding the actions 

taken by the agency and OMWI toward hiring qualified minority and women employees and 

contracting with qualified minority- and women-owned businesses. 

The FDIC is pleased to submit this 2012 Report to Congress. As required by DFA section 342(e) 

(1–5), the report describes the FDIC’s activities relating to the inclusion of minorities and 

women in contracting and hiring for the year, as well as other relevant information, including 

the agency’s activities supporting financial access, economic inclusion, and financial literacy. 

Consistent with the provisions of section 342 of the DFA, the FDIC continues to enhance its 

long-standing commitment to promote diversity and inclusion in employment opportunities 

and all business areas of the FDIC. This report outlines both successes and challenges in 

contracting and hiring as the agency works to ensure that this commitment is reflected in its 

operations.

Commitment to Diversity and Inclusion 

The mission of the FDIC is to preserve and promote public confidence in the U.S. financial 

system by insuring deposits, examining and supervising financial institutions for safety and 

soundness and consumer protection, and managing receiverships. The FDIC strongly believes 

that its diversity and inclusion efforts enhance its mission and benefit the entire agency. 

The FDIC has a long-standing commitment to diversity and inclusion. In 1999, the FDIC 

established a vision statement to become an employer of choice. With its first Diversity 

Strategic Plan, the FDIC committed to recruiting and retaining the most qualified, talented, 

and motivated employees in the labor market. 

The responsibilities and activities of the FDIC’s OMWI are an important part of these efforts.

The FDIC’s OMWI promotes the agency’s mission through the pursuit of equal employment 

opportunity, affirmative employment initiatives, diversity and inclusion, and outreach efforts 

to increase contracting and investment opportunities for minority- and women-owned 

businesses (MWOBs). OMWI coordinates with the FDIC’s Division of Administration (DOA), 

Division of Resolutions and Receiverships (DRR), and Legal Division, as well as with other 

FDIC divisions and offices, to ensure awareness of diversity and inclusion and the availability 

of business opportunities for minorities and women. In addition, OMWI staff advises FDIC 

leaders and maximizes the use of performance tools to measure and assess diversity and 

inclusion progress. 

To ensure and promote coordination of OMWI programs at the FDIC, in 2011, the FDIC 

Board of Directors established an OMWI Steering Committee chaired by the FDIC Chief of Staff 

and composed of the OMWI Director, the OMWI Senior Deputy Director, and other key FDIC 

division directors and FDIC senior staff. The OMWI Steering Committee, which was renamed 

the FDIC Diversity and Inclusion Executive Advisory Council (EAC) in early 2013, promotes 

coordination and awareness of diversity and inclusion initiatives throughout the FDIC. 
5

2012 Diversity and Inclusion Initiatives

Th e FDIC is committed to providing all employees with a work environment that embodies 

excellence, and acknowledges and honors the diversity of its employees. In 2012, the FDIC 

Acting Chairman established a number of Performance Goals designed to enhance the 

FDIC’s commitment to diversity, inclusion, and equal employment opportunity, including 

asking the Corporation’s senior leaders to update the FDIC’s Diversity Strategic Plan and 

directing each division and major offi ce to develop its own strategic plans to identify steps 

to increased diversity through the FDIC’s recruiting and hiring. 

Th e FDIC’s updated 2013 Diversity and Inclusion Strategic Plan addresses the goals of 

Executive Order 13583, dated August 18, 2011, which calls for federal agencies to develop 

and implement a more comprehensive, integrated, and strategic focus on diversity and inclusion.1

Th e plan lays out a course for achieving workforce diversity by recruiting from a diverse, 

qualifi ed group of potential applicants; cultivating workplace inclusion through collaboration, 

fl exibility, and fairness; and ensuring sustainability of diversity and inclusion achievements by 

equipping leaders with the ability to manage diversity, measure results, and refi ne approaches 

based on available data. Th e updated plan follows the guidance issued by the U.S. Offi ce 

of Personnel Management (OPM) in November 2011, and identifi es a number of strategies 

and action plans to address workforce diversity, workplace inclusion, and sustainability.2

Th e FDIC 2013 Diversity and Inclusion Strategic Plan includes updated strategies to continue 

the FDIC’s success in ensuring that all employees are valued members of the workplace and 

active participants in carrying out the FDIC’s mission. 

Th e FDIC’s EAC plans to review the FDIC Diversity and Inclusion Strategic Plan annually 

and update it as needed to support the FDIC’s overall goal of promoting diversity and inclusion 

on a continuing basis. 

In 2012, the FDIC also conducted a review of the FDIC’s diversity and inclusion programs 

and activities to identify opportunities for improvement. Th e review resulted in a number of 

recommendations. Th e following are some of the key initiatives identifi ed in the review that 

will be implemented in 2013: 

•	 Improve management reporting on diversity in employment and contracting to 

 enhance the agency’s ability to measure progress and to identify opportunities 

 to enhance diversity and inclusion throughout the agency;

• Develop effi cient and cost-eff ective diversity and inclusion training for all employees 

 that can be administered on an ongoing basis; 

• Build awareness of diversity and inclusion throughout the agency by eff ectively 

 communicating diversity and inclusion priorities and initiatives throughout the 

 agency on an ongoing basis; and

	 • Ensure that OMWI diversity programs and organizational structure and alignment 

 eff ectively promote diversity and inclusion in employment and contracting throughout 

 the FDIC.

1 

See http://www.whitehouse.gov/the-press-offi ce/2011/08/18/executive-order-establishing-coordinated-government-wide-initiative-prom

2 The OPM guidance is located at http://www.opm.gov/policy-data-oversight/diversity-and-inclusion/reports/diagencyspecifi cstrategicplanguidance.pdf
6

FDIC Contracting: Inclusion of Minorityand Women-Owned Businesses (MWOBs) 

The FDIC places a high priority on achieving diversity in asset sales and contracting. 

The following sections provide detailed information on the agency’s contracting activities 

and successes; contracting initiatives, programs, and outreach; and challenges the FDIC faces 

in promoting diversity in its contracting activities. 

Contracting Activities and Successes 

FDIC Procurement Policies

FDIC contracts are typically awarded through a competitive best value solicitation process.

The solicitations describe what offerors must include in their proposals and the proposal 

evaluation criteria specific to the good or service being procured. Proposals are evaluated 

and rated by a panel of FDIC subject matter experts, which includes an OMWI representative. 

Awards are made to the offeror that provides the best value to the FDIC. Determining best 

value involves consideration of both the offeror’s technical and price proposals.

For any contract over $100,000, OMWI review is required to identify competitive minorityand women-owned businesses to include in contract solicitations. As part of this process, 

OMWI uses its database of registered MWOBs, as well as a tool it developed to search the 

entire Central Contractor Registry (CCR) based on race, ethnicity, gender, size, location, 

NAICS code, and previous government contractor experience. This requirement ensures 

that a diverse pool of contractors is solicited and considered for each major contract.

The FDIC’s Web site provides information, announcements, and technical assistance related 

to minority- and women-owned businesses, law firms, and investors (www.fdic.gov/mwop). 

The FDIC also has a “small business resource page,” which contains more than 40 learning 

modules3

 and is a technical assistance aid and self-assessment for businesses interested in 

competing for contract opportunities. 

Total Contracting Payments 

The FDIC paid $660 million to contractors in 2012 under 2,577 contracts. In 2011, the 

FDIC paid $861.3 million to contractors under 2,877 contracts. Payment totals for each year 

include payments for contracts awarded in that year and payments made in that year for active 

contracts awarded in previous years. 

Contracting with MWOBs

In 2012, the FDIC paid $161.4 million of its total contract payments (24.5 percent) to MWOBs 

under 754 (29.3 percent) contracts [see Appendix Contracting Charts and Tables, Chart 1]. 

Minority-owned firms were paid $117.7 million, accounting for 17.8 percent of the total dollars 

paid to contractors. Women-owned firms were paid $70.1 million, accounting for 10.6 percent 

of the total dollars paid to contractors in 2012. These two categories—minorities and women—

are not mutually exclusive: $26.4 million (4.0 percent) was paid in 2012 to businesses classified 

as both minority-owned and women-owned. In contrast, the FDIC paid MWOBs $166 million 

(19.3 percent) of the total paid to all contractors in 2011, under 742 (25.5 percent) MWOB 

contracts.

3 See www.FDIC.gov/about/diversity/sbrp/index.html
7

FDIC contract awards to MWOBs in 2012 were as follows: 

	 • Th e FDIC awarded 1,326 contracts with a combined value of $1.04 billion in 2012, 

 of which 388 contracts with a value of $308 million (29.6 percent) were awarded 

 to MWOBs [see Appendix FDIC Contracting Awards, Charts 2 and 3].

	 • As of December 31, 2012, the FDIC had 751 (28.9 percent) active contracts with 

 MWOBs out of a total of 2,602 active contracts. Th e active contracts to MWOB 

 fi rms by category were as follows: Asians (77), Blacks (134), Hispanics (335), 

 Native Americans (4), and Women (284). Th ese include contracts awarded to 

 fi rms that were both minority- and women-owned.

 Referrals to Law Firms

Th e FDIC made 1,301 referrals to outside counsel in 2012, of which 225 (17 percent) 

were made to minority- and women-owned law fi rms (MWOLFs). Th e referrals by 

category were as follows: Asians (1 percent), Blacks (3 percent), Hispanics (3 percent), 

Native Americans (<1 percent), and Women (11 percent).

Th e FDIC paid $117.3 million to outside counsel in 2012, compared to $137.0 million 

in 2011. Th e FDIC paid $15.3 million to MWOLFs in 2012, which represents 13.0 percent 

of the total paid to all law fi rms [see Appendix FDIC Contracting Awards, Chart 4]. In 2011, 

the FDIC paid $22.7 million to MWOLFs, or 16.6 percent of the total paid to all law fi rms 

that year. Referrals to law fi rms also are typically made on a competitive basis. Price, expertise, 

and capacity are among the criteria considered in making the selections.

As shown in Chart 4 of this report, payments to MWOLFs decreased slightly—3.6 percentage 

points—from 2011 to 2012. Th is decrease is well below the 9 percent overall total decrease 

in payments to outside counsel during the same period. As the overall economy continues 

to improve and bank failures continue to decrease, the Legal Division will increase internal 

training for its in-house attorneys to emphasize the importance of diverse legal matter staffi ng, 

encourage partnering arrangements between majority law fi rms and MWOLFs, and make 

presentations at bar association and affi nity group meetings on how their members can best 

prepare their fi rms for opportunities to work with the FDIC. Th e Legal Division will continue 

to identify qualifi ed MWOLFs and increase their opportunities to provide outside counsel 

services in support of the FDIC’s mission.

Contracting Initiatives, Programs and Outreach

During the fi nancial crisis, contracts related to services required to resolve failed fi nancial 

institutions represented more than 85 percent of the contract dollars awarded. During 2012, 

as the number of bank failures declined, the FDIC continued to award contracts to MWOBs 

for bank closing–related activities while increasing the emphasis on MWOB opportunities 

for its recurring services (IT, facilities, etc.). For example, contracts were awarded to MWOBs 

for non-fi nancial services that included public relations consulting, facilities upgrade projects, 

management of OMWI exhibits used at outreach events, and automation of the contracting 

policy manual.

Although additional emphasis was placed on contracts for non-fi nancial services, the FDIC 

continued to explore MWOB opportunities for fi nancial services contracts to help resolve 

failed fi nancial institutions. Th e FDIC analyzed its fi nancial services contracts that are expected 

to continue in the future. Th is analysis resulted in the issuance of a new solicitation for Asset 
8

Valuation Services. Although the FDIC’s existing contracts with eight firms will not expire 

for several years, the FDIC conducted a new competitive solicitation to add additional firms. 

The result was three new awards, all to MWOBs, with task orders that exceeded $1.5 million. 

Substantial progress also was made by developing new procurement strategies and 

emphasizing the Small Business Administration’s (SBA) 8(a) program that is designed to help 

small and disadvantaged businesses compete in the marketplace and gain access to federal 

and private procurement markets. Calendar year 2012 was the FDIC’s first full year under 

the 8(a) program after entering the program in mid-2011. The FDIC awarded three contracts 

with a combined value of $860,991 to MWOB firms under the 8(a) program in 2011. In 2012, 

MWOB contract awards under the 8(a) program increased to 13, with a combined value of 

$16 million. These contracts related to upgrading the FDIC’s Data Center, IT hardware and 

software, IT consulting, or other services. 

Information Technology Contracting

One of the FDIC’s major procurement projects during 2012 was the re-competition 

of its Information Technology Services Basic Ordering Agreement to provide IT software 

development, maintenance, and other related services. This new contract will replace 

an expiring contract that was awarded to four firms; the FDIC expects that more than 

four firms will be awarded the new contract. 

To ensure that MWOBs were given a fair opportunity to participate, the FDIC changed the 

contract significantly. First, OMWI assigned a dedicated employee to the Acquisition Team during 

the planning of the procurement to focus on market research to identify potential MWOB sources 

and review the terms and conditions of the solicitation to ensure that MWOBs could participate. 

As a result of this focused market research, 50 percent of the firms solicited were MWOBs. 

Further, the expiring contract required offerors to demonstrate that they could satisfy the 

requirements of all five service categories under the contract. The FDIC changed the approach

 for the new solicitation by separating the contract into five sub-categories of services and 

allowed offerors to select the service categories they wanted to bid on. Separate proposals, 

rather than one all-inclusive proposal, were required for each service category. The proposals 

received for each service category were then evaluated individually based only on the 

requirements for that service category. The purpose of this strategy was to allow firms to be 

evaluated on their areas of expertise rather than be penalized for not being able to provide 

all required services. The success of these strategies will be determined in 2013 once the 

evaluation of proposals is completed and the contracts are awarded.

Another strategy the FDIC used to expand MWOB opportunities for recurring services 

was to identify MWOB resellers of IT hardware and software rather than placing the orders 

directly with the manufacturers. Thirteen contracts with a combined value exceeding 

$30 million were awarded to MWOBs.

Small Investor Program

DRR continued the Small Investor Program (SIP) for structured loan transactions that it 

established in 2011, as well as the Investor Match Program (IMP). The IMP is a Web-based 

platform sponsored by the FDIC for companies to share information with other companies 

that have pre-registered with the FDIC to receive information on structured loan transactions. 

These programs were designed to increase the opportunities for smaller investors, which are 

often minority- and women-owned companies, to take part in the process. 
9

DRR marketed three structured transaction sales of assets from failed fi nancial institutions 

in 2012. Th ese sales included performing and non-performing commercial/acquisition, 

development and construction (ADC) loans, as well as single-family mortgages. DRR off ered 

one of the structured transaction loan sales as a SIP transaction with 93 assets with a book 

value of $166 million from a single receivership and sold a 25 percent equity stake in the 

transaction. Th e remaining two structured sales were off ered for cash, either for the entire 

portfolio or as an equity interest in the structure, and were composed of assets from 

multiple receiverships. Th e single-family portfolio sale was collateralized by 531 single 

family mortgages with a book value of $85 million and sold for cash. Th e other structured 

transaction/cash sale was collateralized by 493 ADC loans with a balance of $292 million 

and was closed as a sale of an equity interest. Th ese three auctions combined attracted 

19 entities that placed bids, of which eight bidders (42 percent) included an MWOB member. 

Th e winning bidder for one of these three transactions included an MWOB in the investor 

group. 

Outreach

Th e FDIC participated in 23 procurement trade events in 2012 at which OMWI conducted 

outreach and provided technical assistance to attendees. In addition, OMWI, on behalf of 

DRR, hosted and facilitated fi ve outreach events—in Nashville, Dallas, Chicago, Los Angeles, 

and New York—targeting minority- and women-owned investors interested in purchasing 

assets and in other investment opportunities. Th e Legal Division participated in 10 additional 

outreach events, most of which were focused on MWOLFs. 

Th e Legal Division developed and implemented a program in 2012 to visit the majority 

law fi rms, which comprise the FDIC’s “top ten” fi rms in terms of annual spending, to assess 

their diversity. Th is program provides the Legal Division another means to address diversity, 

inclusion, and opportunities for women and minority attorneys seeking to provide services. 

Th ese meetings are designed to engage the fi rms in discussions about best practices, diversity 

staffi ng concepts, metrics, and the FDIC’s MWOLF program. Five such law fi rms took part 

in 2012, and the results were positive. Th e FDIC collected baseline diversity metrics, reviewed 

best practices on staffi ng of client matters, and reached a commitment to increase diversity 

staffi ng on FDIC matters.

OMWI shared with the other DFA agency OMWIs the database it developed to search the 

entire CCR to identify competitive MWOBs. Th is database, which is capable of searching 

for MWOBs based on criteria of ownership ethnicity and/or gender, size, location, previous 

government contracting experience, and specifi c expertise, should facilitate the other DFA 

agency OMWIs searches for competitive MWOBs in connection with their agencies’ contractor

business opportunities.

DRR expanded its eff orts in 2012 to increase the awareness of the public and, specifi cally, 

of minority- and women-owned investors and fi rms, about the processes DRR uses to sell 

assets as the receiver for failed institutions. OMWI and DRR worked together to present fi ve 

workshops nationwide between August and October 2012, which were marketed extensively 

to minority- and women-owned investors and companies interested in learning about DRR’s 

sales processes. DRR staff provided details on the various tools used by DRR to market assets 

and informed attendees about how they could participate in the transactions and bid on assets 

off ered for sale. Information from these workshops is presented on the FDIC’s Web site at 

www.fdic.gov/mwop.
10

In December 2012, OMWI also recorded a Webinar presentation by DRR staff who 

explained the processes used by DRR to sell loans and owned real estate (ORE) for cash and 

to sell the more complex equity interests in structured transactions. This presentation will be 

posted to the FDIC’s YouTube channel in March 2013.

In addition, OMWI has negotiated a memorandum of understanding with the U.S. Equal 

Employment Opportunity Commission (EEOC). As a result, the EEOC now will help the 

FDIC determine whether FDIC contractors are meeting the workforce inclusion requirements 

of DFA. Pursuant to the agreement, the EEOC will provide the FDIC with individual EEO-1 

reports for each FDIC contractor and aggregate reports comparing contractors’ employment 

data with employment data in their geographical area and with contractors in the same 

industry. The EEOC also will provide the FDIC certain discrimination charge data on specific 

FDIC contractors.

Challenges 

As the financial crisis subsides, FDIC overall contract awards will decline from the annual 

range of $1 billion to $2.6 billion experienced during the last four years. In years when there 

are few bank failures, non-financial goods and services contracts represent the majority, if not 

all, of the FDIC’s contracts awarded in a given year. Typical contract awards for non-financial 

goods and services (for example, dental, life, and vision insurance for employees; subscription 

services; office supplies; copier services; security guard services; and information technology 

services) range from $300 million to $400 million annually. While smaller firms that are 

not national in scope are capable of providing some of these services, there are significant 

administrative advantages to having fewer contractors provide these services to ensure 

consistent implementation of FDIC programs throughout our offices nationwide. The FDIC 

has started analyzing future contracting needs to determine where MWOB opportunities 

may exist or if new methods of service delivery are feasible. The FDIC plans to hire an outside 

consultant during 2013 to help formulate new strategies to identify MWOB opportunities 

for non-financial services contracts.

The FDIC faced challenges in continuing the utilization growth rates for MWOLFs in 2012, 

primarily due to the overall decrease in the need for outside counsel. Utilization rates for all 

law firms have declined somewhat as a result of fewer bank closings and attendant legal work. 

In response to this challenge, the Legal Division increased internal training for its in-house 

counsel on the importance of diverse legal matter staffing, encouraged partnering arrangements 

between majority law firms and MWOLFs, and made presentations at minority bar association 

meetings on how their members can best prepare their firms for opportunities to work with 

the FDIC.

Another challenge to MWOLF utilization is the disparity between the size and scope of some 

legal matters and the relative size of their firms. The Legal Division continues to encourage 

co-counsel arrangements between large firms and smaller MWOLFs, as well as between 

MWOLFs, to ensure there are adequate resources and expertise to handle larger and complex 

matters.

For minority- and women-owned investors, fewer bank failures mean fewer assets for sale, 

resulting in less money needed for contract resources associated with sales activity and fewer 

opportunities for investors to purchase assets. The FDIC will continue its efforts to include 

minority- and women-owned businesses and investors in these activities. 
11

Finally, with regard to fi nancial services contracts, the FDIC still faces challenges in identifying 

MWOB fi rms in some areas such as loan servicing, securitizations, and other asset sales. As 

existing contracts expire, the FDIC will conduct focused market research to identify potential 

MWOB fi rms for these services or explore diff erent procurement strategies and contracting 

approaches that may increase MWOB participation. 
12

Employment at the FDIC: Increasing Representation 

of Minorities and Women 

The FDIC is strongly committed to diversity and inclusion at all levels of the agency’s 

workforce. The following sections provide information on the agency’s diversity in employment 

and hiring, initiatives to promote diversity in employment, and challenges the agency faces 

in promoting diversity in employment and hiring. 

Diversity in Employment and Hiring

As of December 31, 2012, minorities accounted for 27.8 percent (2,152) of the FDIC’s total 

workforce of 7,745 employees, and women accounted for 43.7 percent (3,381). [see Appendix 

Workforce Charts and Tables, Table 1]. More specifically, the representation percentages for 

the various minority groups at the end of 2012 were as follows: 0.9 percent for people of 2 or 

more races, 0.5 percent American Indian and Alaska Native, 4.7 percent Asian, 17.8 percent 

Black, and 3.9 percent Hispanic. The racial, ethnic, and gender diversity of the FDIC workforce 

overall has improved slightly since the passage of DFA section 342. Despite significant growth 

in the FDIC’s workforce during the recent financial crisis and its aftermath, the FDIC was able 

to roughly maintain the proportion of minorities and women in its total workforce. More 

recently, as the FDIC has begun to return its workforce closer to pre-crisis levels, the 

percentage of minorities and women in the total FDIC workforce has increased slightly. 

Initiatives to Promote Diversity in Employment

The FDIC works to achieve a diverse workforce through several methods aimed at attracting,

 recruiting, and hiring high-performing individuals who reflect all segments of society. 

The recruitment of examiners, the FDIC’s largest occupational group, is conducted primarily 

through the FDIC’s Corporate Employee Program (CEP). The CEP trains the FDIC’s workforce 

of Financial Institution Specialists (FIS), who are examiners-in-training, in a variety of areas. 

To reach the broadest available audience, the FDIC’s Corporate Recruitment Program continued 

in 2012 to maintain ongoing relationships with a wide range of colleges and universities to target 

a diverse talent pool for the CEP. These colleges and universities included 110 institutions 

designated as either minority-serving institutions or tribal colleges.

To help with the targeted recruitment, OMWI issued reports throughout 2012 on the 

representation and attrition rates for CEP participants based on race, ethnicity, and gender. 

These reports were prepared following every incoming class of CEP hires, and each report 

included the total CEP participants from the inception of the program, FISs currently onboard, 

and voluntary and involuntary attrition information. At the outset of the CEP, several racial, 

ethnicity and gender groups, and disabled employees had very low representation rates in 

the FDIC’s examiner workforce. The FDIC engaged in a proactive recruiting effort and used 

recruitment strategies that have been successful in addressing the low representation rates 

of many racial, national origin, and gender groups. That progress is especially apparent with 

respect to the overall percentage of women in the examiner workforce, which increased from 

33.5 percent as of December 31, 2004, to 37.0 percent as of December 31, 2012. In addition, 

the percentages of Black men and women, Asian men and women, and White women in 

the overall examiner workforce all have increased since the beginning of the CEP. Despite the 

positive progress in those areas, representation rates among Hispanics remain low. While the 

number of Hispanic men and women examiners has increased, the overall percentage has not.
13

Also, since the inception of the CEP, hiring rates have been at or above the percentages in the 

Civilian Labor Force (CLF) for American Indian and Alaska Native men, Asian men, Black 

men and women, Hispanic men and women, and men of two or more races, but lower than 

the CLF for American Indian and Alaska Native women, Asian women, White women, and 

women of two or more races [see Appendix Workforce Charts and Tables, Table 2]. During 

2012, CEP hiring rates continued to be above the CLF percentages for American Indian and 

Alaska Native men, Asian men, Black women, Hispanic men and women, and men of two 

or more races, but were below the CLF for American Indian and Alaska Native women, Asian 

women, Black men, White women, and women of two or more races [see Appendix Workforce 

Charts and Tables, Table 3].

In addition to recruitment for the CEP, FDIC recruiters maintained ongoing relationships 

with a wide range of colleges and universities during 2012, as well as a number of professional 

organizations for minorities and women. FDIC Corporate Recruiters participated in 179 college 

career fairs, information sessions, and other recruitment-related campus activities throughout 

the nation to brand the FDIC and attract the best-qualifi ed candidates. Th e contacts included 

targeted outreach to minorities, women, veterans, and persons with disabilities. In addition, 

FDIC recruiters attended 21 outreach events in 2012 to communicate with targeted groups 

and increase awareness of the FDIC as an employer of choice to professionals and students. 

Recruitment eff orts during 2012 also included the following:

	 •		Meetings with key leaders in targeted women’s, Hispanic, African American, and 

 Asian organizations to create awareness of FDIC careers and identify opportunities 

 to expand outreach to their members.

	 •		Expanded outreach eff orts to organizations involved in hiring and placement of 

 Hispanic applicants.

	 •		Addition of the Adelante Leadership Institute to the 2012 Corporate Outreach schedule, 

 and attendance at the institute’s annual conference to conduct workshops for over 

 100 students on “How to Apply for Federal Job Opportunities” and “Th e Importance 

 of Internships,” with an emphasis on FDIC careers.

	 •		Participation by FDIC Corporate Recruiters in three Regional Student Symposiums 

 and career fairs held by the Association of Latino Professionals in Finance and 

 Accounting (ALPFA). 

	 •		Hosting of a workshop at the Th urgood Marshall Leadership Institute on Financial 

 Education for over 100 students, who were encouraged to consider FDIC careers.

	 •		Identifi cation of opportunities to advertise in print publications and job boards during 

 some conferences to increase awareness of FDIC careers.

Th e FDIC also hosted a luncheon in 2012 for the business deans of Historically Black Colleges 

and Universities during their annual summit. Th is event was successful in showcasing FDIC 

business trends and highlighting CEP career opportunities for this group of high-level, 

infl uential campus professionals, as well as advancing relationships with FDIC recruiters 

nationwide. Further, the FDIC recruited summer interns through organizations such as the 

Workforce Recruitment Program, the National Association for Equal Opportunity in Higher 

Education, the LEAD (Leadership Education and Development) Program, and the Hispanic 

Association of Colleges and Universities, as well as through national publications and 

publications targeted to minorities and women.
14

Challenges

A key challenge for the FDIC in promoting diversity at all levels of the agency’s workforce 

is its ability to attract and retain minorities and women in its bank examiner workforce. The 

examiner occupation represents the largest occupational group at the FDIC and accounts for 

36.8 percent of the FDIC workforce. Individuals who began their FDIC careers as examiners 

tend to occupy a significant percentage of executive and managerial leadership positions at the 

agency, as well as other non-examiner positions throughout the FDIC. Thus, representation 

rates within the examiner workforce are key elements to achieving satisfactory representation 

rates within the broader FDIC workforce.

Despite the overall success of the CEP in increasing the percentage of women and minorities 

in the examiner workforce, those percentages still remain below the CLF for women overall, 

as well as American Indian and Alaska Native women, Asian men and women, Black men and 

women, Hispanic women, White women, and women of two of more races [see Appendix 

Workforce Charts and Tables, Table 4]. In addition, involuntary attrition in the CEP is higher 

among minority men [see Appendix Workforce Charts and Tables, Table 5]. 

Challenges also exist in attracting and recruiting minorities and women for non-examiner 

occupations at the FDIC, primarily due to low representation rates for minority groups and 

women in the occupations most prevalent at the FDIC. To address this issue, the FDIC is 

developing a plan to increase outreach to prospective applicants in underrepresented groups 

at the entry, mid, and senior levels in a wide range of occupations throughout the agency.

In 2012, the FDIC conducted a study of gender, ethnicity, and CG Level by FDIC divisions 

and offices. The recommendation from this analysis was that the FDIC should devote additional 

resources toward inclusion programs to address declining minority and women representation 

at more senior levels across the FDIC. As discussed above, in the coming year the FDIC 

plans to implement the new 2013 Diversity and Inclusion Strategic Plan, which is designed 

to develop an integrated view of diversity and inclusion across the employee life cycle (hire 

to retire) to strategically monitor and manage the employee life cycle and address challenges 

at the FDIC.
15

Other Activities

Status of DFA Section 342 Requirements

An interagency working group composed of the fi nancial agency OMWIs (FDIC, Offi ce of 

the Comptroller of the Currency, National Credit Union Administration, the Federal Reserve 

Board, Consumer Finance Protection Bureau and the Securities Exchange Commission) has 

been coordinating closely to develop standards for assessing the diversity policies and practices

of entities regulated by each agency. The goal of this interagency working group is to 

collaborate on an approach towards developing standards for diversity assessments. In this 

connection, the interagency working group completed the following activities in 2012 to 

better inform its eff orts to implement the section:

• Held meetings with the EEOC, the Offi ce of Federal Contract Compliance Programs, 

 and the Department of Justice to determine available resources;

	 • Held meetings with banking and industry trade representatives to discuss ideas in 

 recognition of the wide-ranging sizes, markets, and complexities of the regulated 

 entities;

	 • Held meetings with community interest group representatives to discuss DFA 342 

 implementation broadly; and

	 • Held industry, trade, and public roundtables throughout the United States, and 

 telephone conferences with industry, trade, and state banking representatives.

Th e OMWI Directors participated in roundtable meetings with regulated entities, industry 

trade organizations, and consumer organizations in Washington, D.C., Chicago, Dallas, 

New York City, Charlotte, and Denver that were attended by over 100 representatives. In 

addition, two roundtables in the form of conference calls were held to enable input with 

community bankers across the country. Th e information and suggestions gathered from 

these meetings have assisted the interagency group’s eff orts in developing a direction for 

standards that would promote good diversity practices while not disrupting existing, successful 

programs or imposing undue burdens on the financial services and banking industry. 

Attendees responded to questions and shared suggestions and concerns regarding standards 

and implementation methods. Utilizing this input, as well as diversity best practices research 

information, the OMWI Directors have draft ed proposed interagency standards to ensure 

consistent content. Th e standards describe leading diversity practices for the fi nancial services 

industry in four key areas: organizational commitment, workforce profi le and employment 

practices, procurement and business practices–supplier diversity, and transparency of 

organizational diversity and inclusion.

The interagency OMWIs plan to publish for comment a Proposed Policy Statement 

establishing joint standards to assess the diversity policies and practices of regulated entities 

by summer 2013.
16

Promoting Financial Access and Financial Literacy

The FDIC has long been committed to expanding financial access and economic inclusion 

in the financial mainstream by improving households’ access to safe, secure, and affordable 

banking services. Participation in mainstream financial markets improves a consumer’s ability 

to build assets and create wealth, protects them from theft and discriminatory or predatory 

lending practices, and provides a financial safety net against unforeseen circumstances. 

Mainstream banking also provides consumers with advantages that are unavailable in the 

alternative financial services marketplace, such as FDIC deposit insurance and explicit 

protections including those ensuring consumers can reasonably dispute charges to their 

account. 

The FDIC engages in numerous initiatives related to economic inclusion designed to develop 

further understanding of these issues, promote economic inclusion, and expand consumer 

awareness through the Money Smart financial literacy program. 

The FDIC conducts two complementary national studies that explore households’ financial 

behavior and banks’ provision of services to underserved consumers. The FDIC National 

Survey of Unbanked and Under-banked Households is a survey conducted in partnership with 

the Census Bureau to estimate the proportion of unbanked and under-banked households 

and their demographic characteristics, and to gain insight into why some consumers utilize 

alternative financial services. In 2012, the FDIC released the second household survey and the 

results show that a substantial portion of the population remains unbanked or under-banked. 

Specifically, 8.2 percent of U.S. households are unbanked. In fact, while 10 percent do not have 

a checking account, an even greater proportion—nearly 30 percent of households—lack 

access to a savings account. Just over 20 percent of U.S. households are under-banked, 

meaning that they have a bank account but have used alternative financial services, such 

as nonbank check cashing or payday loans, in the past year. 

In 2012, the FDIC also released results from its Survey of Banks’ Efforts to Serve the 

Unbanked and Under-banked. This survey collects data from FDIC-insured institutions about 

their efforts to reach and provide financial products and services to underserved consumers 

and provides valuable insights into the range of products and services banks offer. 

The FDIC’s Advisory Committee on Economic Inclusion provides the FDIC with advice 

and recommendations on important initiatives focused on expanding access to banking 

services by underserved populations. A number of initiatives designed to promote economic 

inclusion have been conducted with the committee, including pilot programs to study safe 

banking accounts and an affordable small dollar loan program. 

The Money Smart financial education program is part of the FDIC’s strategy to promote 

economic inclusion by helping consumers learn how to manage their finances and banking 

relationships effectively. First launched in 2001, Money Smart is a comprehensive financial 

education curriculum designed to help low-and moderate-income individuals outside the 

financial mainstream enhance their financial skills and create positive banking relationships. 

The curriculum is available in nine languages and in versions for instructors to teach others 

as well as for consumers to complete at their own pace through a computer. 

The number of consumers reached with the Money Smart program increased by approximately 

250,000 during 2012, bringing the number of consumers reached by Money Smart to more 

than 3 million consumers since its launch in 2001. In addition, the existing suite of Money 

Smart products for consumers was enhanced during 2012 with a new Money Smart ComputerBased Instruction tool to teach young people and adults the key elements of the instructor-led 
17

Money Smart modules. Also, a new resource, Money Smart for Elementary School Students, 

introduces key personal fi nance concepts to children ages 5-8. Th is was created to meet the 

needs of bankers and their community partners requesting Money Smart resources that 

elementary school students can use in the classroom or at home. 

Th e FDIC encourages banks to work with others in their communities to deliver Money 

Smart and appropriate fi nancial services, including to individuals who may not have 

a relationship with an insured depository institution. During 2012, the FDIC trained more 

than 1,100 practitioners on how to implement the curriculum to reach consumers during 

75 train-the-trainer sessions. Approximately 1,200 active organizations are members of the 

Money Smart Alliance, and the FDIC worked with many other organizations to promote 

fi nancial education as a strategy to foster broader economic inclusion.

Recognizing the importance of small businesses to the economy and fi nancial institutions, 

the FDIC joined SBA on April 24, 2012, to launch the new Money Smart for Small Businesses 

curriculum. Th e 10 modules in this instructor-led curriculum provide introductory training 

for new and aspiring entrepreneurs on the basics of organizing and managing a business. 

As with the other Money Smart products, Money Smart for Small Businesses is a tool for 

bank-community partnerships. More than 10,000 CDs were ordered between the April 

release and December 31, 2012. In addition, the FDIC developed 11 partnerships with 

organizations during 2012 that can use or otherwise promote the curriculum to key 

stakeholders.

Finally, four editions of the quarterly FDIC Money Smart News were distributed to nearly 

45,000 subscribers. Th ey included articles about reaching youth, promoting access to bank 

accounts, and various ways community banks are using the Money Smart curriculum.

✦
18

Appendix Contracting Charts and Tables

 Chart 1 FDIC Contracting Payments• 2011 – 2012 

 (Dollars in millions)

Non MWOB

$695.3

80.7%

MWOB

$166

19.3%

 2011

 2012

Non MWOB

$498.6

75.5%

MWOB

$161.4

24.5%

•	FDIC Contracting Payments refers 

 to all payments made to vendors on 

 FDIC contracts during the specified

 time period regardless of the year 

 of the contract award.
19

FDIC Contracting Awards January 1 – December 2012

 Chart 2 MWOB Participation 

 (Dollars in millions)

Non MWOB

938

70.7%

MWOB

388

29.3%

 Actions

 Dollars

Non MWOB

$733.7

70.4%

MWOB

$308.0

29.6%
20

FDIC Contracting Awards January 1 – December 2012

 Chart 3 MWOB Participation by Ethnicity and Gender

 (Dollars in millions)

Non Minority

$780.6

74.9%

Black American

$105.6

10.1%

Asian American

$92.6

8.9%

Hispanic American

$50.0

4.8%

Native American

$9.3

0.9%

Other

$3.6

0.3%

 Ethnicity

Non Women

$951.0

91.3%

Women

$90.7

8.7%

 Gender
21

FDIC Contracting Awards

 Chart 4 Outside Counsel Payments• 2011 – 2012 

 (Dollars in millions)

Non MWOLF

$114.3

83.4%

MWOLF

$22.7

16.6%

 2011

 2012

Non MWOLF

$102.0

87.0%

MWOLF

$15.3

13.0%

•	FDIC Outside Counsel Payments refers 

 to all payments made to outside 

 counsel during the specifi ed time 

 period regardless of the year of the 

 referral.
22

 Table 1 FDIC Total Workforce by Race/Ethnicity and Sex as of December 31, 2012

 Minority Non-Minority Male Female Total

 Number 2152 5593 4364 3381 7745

 (%) 27.8% 72.2% 56.3% 43.7% 100%

 2 or More AIAN Asian Black Hispanic White Total

 Female Male Female Male Female Male Female Male Female Male Female Male

 FDIC 29 40 18 23 167 195 944 438 112 186 2111 3482 7745

 (%) 0.4% 0.5% 0.2% 0.3% 2.2% 2.5% 12.1% 5.7% 1.5% 2.4% 27.2% 45.0% 100.0%

CLF(%) 0.8% 0.9% 0.3% 0.3% 1.8% 2.0% 5.7% 4.8% 4.5% 6.2% 33.7% 39.0% 100.0%

 2 or More Two or more races identified

AIAN American Indian or Alaska Native

Asian Asian and Native Hawaiian or Other Pacific Islander

CLF Civilian Labor Force percentages

 Table 2 Hires Since Corporate Employee Program Inception

 2 or More AIAN Asian Black Hispanic White Total

 Female Male Female Male Female Male Female Male Female Male Female Male

 CEP 5 9 0 9 21 39 120 82 19 31 259 539 1133

 (%) 0.4% 0.8% 0.0% 0.8% 1.9% 3.4% 10.6% 7.2% 1.7% 2.7% 22.9% 47.6% 100.0%

CLF (%) 0.6% 0.4% 0.2% 0.2% 2.8% 1.9% 6.9% 4.5% 1.7% 2.2% 30.3% 48.3% 100.0%

Workforce Tables
23

 Table 3 2012 Corporate Employee Program Classes (36-39)

 2 or More AIAN Asian Black Hispanic White Total

 Female Male Female Male Female Male Female Male Female Male Female Male 

 CEP 0 1 0 2 2 3 11 4 2 5 27 64 121

 (%) 0.0% 0.8% 0.0% 1.7% 1.6% 2.5% 9.1% 3.3% 1.7% 4.1% 22.3% 52.9% 100.0%

CLF (%) 0.5% 0.4% 0.2% 0.3% 2.8% 1.9% 6.9% 4.5% 1.7% 2.2% 30.3% 48.3% 100.0%

 Table 4 Examiner Workforce 2004 and 2012

 2 or More AIAN Asian Black Hispanic White Total

 Female Male Female Male Female Male Female Male Female Male Female Male 

 12/31/04 0 0 5 6 27 29 94 78 23 65 571 1253 2151

 (%) 0.0% 0.0% 0.2% 0.3% 1.3% 1.3% 4.4% 3.6% 1.1% 3.0% 26.5% 58.3% 100.0%

12/31/12 8 14 2 10 47 50 176 120 30 69 791 1530 2847

(%) 0.3% 0.5% 0.1% 0.3% 1.6% 1.8% 6.2% 4.2% 1.1% 2.4% 27.8% 53.7% 100.0%

 2 or More Two or more races identifi ed

AIAN American Indian or Alaska Native

Asian Asian and Native Hawaiian or Other Pacifi c Islander

CLF Civilian Labor Force percentages

Females 12/31/2004 720 (33.5%)

12/31/2012 1054 (37.0%)

Workforce Tables
24

Design: FDIC/DOA/CSB/Design and Printing Unit

 Table 5 Attrition Rates – Voluntary and Involuntary

 2 or More AIAN Asian Black Hispanic White Total

 Female Male Female Male Female Male Female Male Female Male Female Male 

Hired 5 9 0 9 21 39 120 82 19 31 259 539 1133

 Involuntary*

 Departures 0 0 0 3 2 10 20 23 4 5 14 24 105

 Involuntary

 Attrition

 Rate+ (%) 0.0% 0.0% 0.0% 33.3% 9.5% 25.6% 16.7% 28.1% 21.1% 16.1% 5.4% 4.5% 9.3%

 Subtotal 5 9 0 6 19 29 100 59 15 26 245 515 1028

 Transfers

 (Mid-Career/

 Other) 0 0 0 0 0 0 2 2 1 1 11 11 28

 Voluntary

 Departures 1 0 0 0 2 6 13 11 2 5 40 85 165

 Voluntary

 Attrition

 Rate• (%) 20.0% 0.0% 0.0% 0.0% 10.5% 20.7% 13.0% 18.6% 13.3% 19.2% 16.3% 16.5% 16.1%

Number

 Retained 4 9 0 6 17 23 85 46 12 20 194 419 835

* “Involuntary” includes those employees who were permitted to retire or resign in lieu of termination.

+ “Involuntary Attrition Rate” is the Involuntary Departures divided by the Total Hired.

•

 “Voluntary Attrition Rate” is the Voluntary Departures divided by the Subtotal. 

Workforce Tables

FDIC-012-2013