2013 Report to Congress 

Office of Minority and Women Inclusion

Federal Deposit Insurance Corporation
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Federal Deposit Insurance Corporation

2013 Report to Congress

Office of Minority and Women Inclusion
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 5 Introduction

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

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

21 Other Activities 

Table of Contents
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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 2013 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 

these values are 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 benefit the entire agency. 

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

adopted 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 goals and objectives of the 1999 Plan 

were achieved and diversity became integrated into the culture of the FDIC. The FDIC 

updated strategies regarding diversity and inclusion in its 2013 Diversity and Inclusion 

Strategic Plan to make certain that continued success is achieved in ensuring that all 

employees are valued members in the workplace and active participants in carrying 

out the FDIC’s mission. 

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 closely coordinates with all of the FDIC’s 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. 

The FDIC Board of Directors established an OMWI Steering Committee in 2011 to ensure 

and promote coordination of OMWI programs at the FDIC. In 2013, the OMWI Steering 

Committee was renamed the FDIC Diversity and Inclusion Executive Advisory Council (EAC). 

The EAC is chaired by the FDIC Chief of Staff/Chief Operating Officer and includes the OMWI 

Director, the OMWI Senior Deputy Director, FDIC division and office directors and other key 

FDIC senior staff. The EAC provides leadership on diversity and inclusion (D&I) initiatives 

throughout the FDIC. 
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2013 Diversity and Inclusion Initiatives 

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

excellence and that acknowledges and honors the diversity of its employees. In 2013, the 

FDIC Chairman established a number of Performance Goals designed to promote broad 

leadership and employee engagement on FDIC diversity and inclusion initiatives and 

enhance the FDIC’s commitment to diversity, inclusion, and equal employment opportunity. 

The updated 2013 Diversity and Inclusion Strategic Plan, which was approved by the FDIC 

Chairman on March 1, 2013, addresses the goals of Executive Order 13583 calling for 

federal agencies to develop and implement a more comprehensive, integrated, and strategic 

focus on diversity and inclusion.1 The plan, which is updated annually, lays out a course for 

achieving workforce diversity by recruiting from a diverse, qualified group of potential applicants; cultivating workplace inclusion through collaboration, flexibility, and fairness; and 

ensuring sustainability of diversity and inclusion achievements by equipping leaders with the 

ability to manage diversity, measure results, and refine approaches based on available data. 

The updated plan follows the guidance issued by the U.S. Office of Personnel Management 

(OPM) in November 2011, and identifies a number of strategies and action plans to address 

workforce diversity, workplace inclusion, and sustainability.2 The 2013 Diversity and Inclusion 

Strategic Plan also 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. 

The EAC reviews all initiatives recommended under the FDIC Diversity and Inclusion 

Strategic Plan and reviews and updates the Plan annually, as needed, to support the 

FDIC’s overall goal of promoting diversity and inclusion on a continuing basis. 

After conducting a review of the FDIC’s diversity and inclusion programs and activities in 

2012 to identify opportunities for improvement, the following initiatives were implemented 

and completed in 2013: 

• The FDIC developed an analytics dashboard to improve management reporting 

 on workforce diversity and to identify opportunities to enhance diversity and 

 inclusion throughout the agency.

• The FDIC commissioned a sourcing analysis to identify solutions for challenges in 

 recruitment of females with backgrounds in information technology, U.S. citizens 

 with PhDs in economics, and diverse candidates for the Corporate Employee 

 Program.

• OMWI and FDIC Corporate University began to develop a computer- based 

 instruction module for ongoing employee training on diversity and inclusion.

• OMWI arranged access to consulting services on diversity and inclusion for 

 FDIC executives. 

• OMWI and the FDIC Office of Communications developed a comprehensive 

 communications plan to enhance and support diversity and inclusion throughout 

 the FDIC.

• Through use of an MWOB contractor, the FDIC identified new strategies for 

 increasing MWOB participation in contracting throughout the FDIC, and these 

 will be implemented going forward. v

 1See http://www.whitehouse.gov/the-press-office/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/

 diagencyspecificstrategicplanguidance.pdf. 
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FDIC Contracting: 

Inclusion of Minority- and Women-Owned Businesses (MWOBs) 

FDIC Procurement 

Policies

Contract Payments 

to 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 2013 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 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 Contractor Resource List of registered MWOBs, as well as the System 

for Award Management (SAM). This process 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” that contains more than 40 learning 

modules3 and is a technical assistance aid and self-assessment for businesses interested 

in competing for contract opportunities.

The FDIC paid $553.7 million to contractors in 2013 under 1,982 contracts, of which 

$140.6 million (25.4 percent) was paid to MWOBs [See Figure 1]. By comparison, the FDIC 

 Figure 1 Contracting Payments (in millions)

 2011 2012 2013

 Total $ 861.3 $ 660.0 $ 553.7

 Total 100.0% 100.0% 100.0%

 MWOB $ 166.0 $ 161.4 $ 140.6

 MWOB 19.3% 24.5% 25.4%

 Minority Owned (MO) $ 108.8 $ 117.7 $ 102.9

 12.6% 17.8% 18.6%

 Women Owned (WO) $ 72.1 $70.1 $ 63.7

 8.4% 10.6% 11.5%

 Overlap (Both MO & WO) $ 14.9 $ 26.4 $ 26.0

 1.7% 4.0% 4.7%

 Asian American $ 33.0 $ 51.3 $ 50.3

 3.8% 7.8% 9.1%

 Black American $ 32.9 $ 35.7 $ 19.8

 3.8% 5.4% 3.6%

 Hispanic American $ 41.4 $ 28.7 $ 26.0

 4.8% 4.3% 4.7%

 Native American $ 1.5 $ 2.0 $ 1.2

 0.2% 0.3% 0.2%

 Other $ - $ - $ 5.7

 0.0% 0.0% 0.0%

3

 See www.FDIC.gov/about/diversity/sbrp/index.html.
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paid $660 million to contractors under 2,577 contracts in 2012, and $861.3 million 

to contractors under 2,877 contracts in 2011. Payments made in 2013 include payments 

for contracts awarded in 2013 and payments for active contracts awarded prior to 2013. 

For purposes of contract payment information, the FDIC considers an active contract one 

in which payments were made or credits applied in 2013. In 2013, minority-owned firms 

were paid $102.9 million of the total dollars paid to contractors (18.6 percent). Womenowned firms were paid $63.7 million of the total dollars paid to contractors (11.5 percent). 

These two categories – minorities and women – are not mutually exclusive: $26.0 million 

(4.7 percent) was paid in 2013 to businesses classified as both minority-owned and womenowned. By contrast, the FDIC paid MWOBs $161.4 million (24.5 percent) of the total paid 

to all contractors in 2012 under 754 contracts (29.3 percent), and $166 million (19.3 percent) 

to MWOBs in 2011 under 742 contracts (25.8 percent).

In 2013, the FDIC awarded 282 contracts to MWOBs out of a total of 995 issued (28.3 percent) 

[See Figure 2]. By comparison, the FDIC awarded 388 contracts (29.3 percent) to MWOBs 

out of a total of 1,326 issued in 2012, and 558 contracts (28.8 percent) to MWOBs out of 

a total of 1,936 issued in 2011.

As of December 31, 2013, the FDIC had 591 (29.8 percent) active contracts with MWOBs 

out of a total of 1,986 active contracts. The active contracts to MWOB firms by category 

were as follows: Asian Americans (72), Black Americans (115), Hispanic Americans (265), 

Native Americans (2), and Women (176). These include contracts awarded to firms that 

were both minority-owned and women-owned.

The FDIC awarded contracts with a combined value of $572.8 million in 2013, of which, 

$198.7 million (34.7 percent) were awarded to MWOBs. By comparison, the FDIC awarded 

contracts with a combined value of $1.042 billion in 2012, of which, $308.0 million (29.6 percent) 

was awarded to MWOBs; and awarded contracts with a combined value of $1.441 billion in 

2012, of which, $416.5 million (28.9 percent) was awarded to MWOBs [See Figure 3].

 Figure 2 Contracting Actions

 2011 2012 2013

 Total 1936 1326 995

 Total 100.0% 100.0% 100.0%

 MWOB 558 388 282

 28.8% 29.3% 28.3%

 Minority Owned (MO) 369 262 161

 19.1% 19.8% 16.2%

 Women Owned (WO) 272 192 162

 14.0% 14.5% 16.3%

 Overlap (Both MO & WO) 83 66 41

 4.3% 5.0% 4.1%

 Asian American 36 50 39

 1.8% 3.8% 3.9%

 Black American 96 104 50

 5.0% 7.8% 5.0%

 Hispanic American 216 87 61

 11.2% 6.6% 6.2%

 Native American 21 18 0

 1.1% 1.4% 0.0%

 Other 0 3 11

 0.0% 0.2% 1.1%

Contract Awards 

to MWOBs
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Referrals to law firms are typically made on a competitive basis. The FDIC made 626 referrals 

to outside counsel in 2013, of which 98 (16 percent) were made to minority- and womenowned law firms (MWOLFs), compared to a total of 1,301 referrals and 225 (17 percent) to 

MWOLFs in 2012. The referrals, by category, were as follows: Asian Americans - 5 (1 percent), 

Black Americans - 20 (3 percent), Hispanic Americans - 23 (4 percent), Native Americans - 0 

(<1 percent), and non-minority Women - 50 (8 percent) [See Figure 4].

 Figure 3 Total Contract Dollar Awards

 2011 2012 2013

 Total $ 1,441.6 $ 1,041.7 $ 572.8

 100.0% 100.0% 100.0%

 MWOB $ 416.5 $ 308.0 $ 198.7

 28.9% 29.6% 34.7%

 Minority Owned (MO) $ 313.4 $ 261.1 $ 158.5

 21.7% 25.1% 27.7%

 Women Owned (WO) $ 155.3 $ 90.7 $ 66.1

 10.8% 8.7% 11.5%

 Overlap (Both MO & WO) $ 52.2 $ 43.8 $ 25.9

 3.6% 4.2% 4.5%

 Asian American $ 65.6 $ 92.6 $ 38.0

 4.5% 8.9% 6.7%

 Black American $ 91.7 $ 105.6 $ 32.2

 6.4% 10.1% 5.6%

 Hispanic American $ 149.6 $ 50.0 $ 85.3

 10.4% 4.8% 14.9%

 Native American $6.5 $9.3 $ -

 0.4% 0.9% 0.0%

 Other $ - $ 3.6 $ 3.0

 0.0% 0.4% 0.5%

Referrals to

Law Firms

Non-minority Women

50

8%

Hispanic American

23

4%

Black American

20

3%

Asian American

5

1%

Native American

0

0%

Figure 4 2013 Referrals

405

65%

123

19%
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The FDIC paid $130.3 million to outside counsel in 2013, compared to $117.3 million in 2012 

[See Figure 5]. The FDIC paid $16.5 million to MWOLFs in 2013, which represents 13 percent 

of the total paid to all law fi rms. In 2012, the FDIC paid $15.3 million to MWOLFs, or 

13.0 percent of the total paid to all law fi rms that year. 

Price, expertise, capacity, and MWOLF status are among the criteria considered in making 

the selections. As shown in Figure 5 of this report, payments to MWOLFs increased from 

approximately $15.3 million in 2012 to $16.5 million in 2013. This mirrors the 1.2 percent 

overall increases in payments to all outside counsel during the same period after the decline 

in 2012 from 2011 payment levels. This rise in payments is a result of the increase in legal 

activity of the Professional Liability Unit in its pursuit of defendants from past bank failures. 

The FDIC Legal Division continues to work to maintain its commitment to the maximum 

participation of MWOLFs in legal contracting opportunities. As fi nancial institution closings 

decline due to the ongoing resolution of the current banking crisis, the Legal Division will turn 

its attention to the substantive areas of FDIC’s legal work that pose the greatest opportunities 

for MWOLF fi rm participation in contracting opportunities in the future. The Legal Division 

will increase training for its in-house attorneys in those substantive areas to emphasize the 

importance of diverse legal matter staffi ng, as well as involve those attorneys in attending and 

delivering presentations at bar association and affi nity group meetings. Those presentations 

will focus on how MWOLFs can make strategic decisions in their pursuit of FDIC legal work.

The Legal Division developed and refi ned the Outside Legal Counsel Tracking Tool (OLC), 

an electronic database designed to assist FDIC oversight attorneys in identifying, evaluating 

and engaging qualifi ed MWOLF fi rms in various geographic regions and among various legal 

specialties. The Legal Division conducted a nationwide training on OLC to demonstrate the 

utility of the database. The database was well-received, and its use among in-house attorneys 

has increased substantially and has become well-established. The Legal Division continues 

to refi ne the OLC database based on feedback received from in-house attorneys. 

In addition to attending nine bar association conferences during 2013, Legal Division staff 

created and presented a training workshop for MWOLFs entitled “Anatomy of a Bank 

Closing” to provide fi rms with ideas for marketing their services to FDIC in-house attorneys 

following the resolution of a fi nancial institution. The Legal Division presented this workshop 

at two events sponsored by the National Association of Minority and Women Owned Law 

Firms (NAMWOLF). These events were well-attended and received with great enthusiasm. 

The Legal Division continues to explore new opportunities to partner with NAMWOLF.

Figure 5 Payments to Law Firms (Dollars in Millions)

160

140

120

100

80

60

40

20

0

 2011 2012 2013

 

 114.3

 22.7

 

 102

 15.3

 

 113.8

 16.5

 MWOLFs Non-MWOLFs

117. 3

13 7. 0 130.3
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The Legal Division continued a program developed in 2012 to visit the majority law firms 

comprising the FDIC’s “top ten” firms (in terms of annual spending) to assess their diversity. 

This program provides the Legal Division another means to address diversity, inclusion, and 

opportunities for women and minority attorneys seeking to provide services. These meetings 

are designed to engage the firms in discussions about best practices, diversity staffing 

concepts, metrics, and the FDIC’s MWOLF program. The results continue to be positive. 

The FDIC collected baseline diversity metrics, reviewed best practices on staffing of client 

matters, and reached a commitment with various firms to increase diversity staffing on FDIC 

matters.

Contracting Initiatives, Programs and Outreach

During the financial crisis, contracts related to services required to resolve failed financial 

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

2013, contract awards to resolve failed financial institutions declined to 71.3 percent of total 

contract dollars awarded due to the declining number of bank failures. As a result, the FDIC 

identified additional opportunities for MWOBs for its non-financial recurring services. For 

example, contracts were awarded to MWOBs for several corporate studies, training and 

consulting services, corporate facilities, goods and services, desk-side coaching, IT hardware 

and software, and IT software development and maintenance services.

In addition, the FDIC competitively awarded a contract to an MWOB in 2013 to conduct 

a study of the FDIC’s MWOB contracting program with a focus on non-financial services 

contracts. Examples of these types of contracts include, but are not limited to IT, Human 

Resources, and Facilities Management. The study focused on outreach procedures and 

market research, source list development, contract structures, and the best practices of 

other agencies. Recommendations from this study will be considered in planning for future 

acquisitions conducted in 2014 and beyond.

Although the financial services workload is declining, continued emphasis was placed on 

MWOB opportunities for financial services contracts to resolve failed financial institutions. 

In 2013, 73.7 percent of the FDIC’s MWOB awards were for contracts related to the resolution 

of failed financial institutions and included, but were not limited to, owned real estate 

management and disposition services, asset appraisal services, receivership accounting 

and assistance services, loss share agreement monitoring, temporary staffing, asset 

environmental assessments, loan asset sales, advertising, asset valuation, and note 

structuring services. The FDIC plans to re-bid the financial services contracts as they 

expire for continued future readiness. The FDIC will continue to conduct market research 

to identify MWOBs for inclusion in the solicitation process of these contracts. 

The FDIC continued its voluntary usage of the Small Business Administration’s 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. The FDIC awarded 18 contracts 

with a combined value of $8.6 million under the 8(a) program during calendar year 2013. 

A significant accomplishment in 2013 was the $546.8 million competitive award of 

eleven Basic Ordering Agreements (BOAs) for Information Technology Application Services 

(ITAS II). The period of performance of the BOAs began on May 31, 2013, and will end on 

May 30, 2021. Six of the eleven firms (55 percent) awarded the new BOA were MWOBs. 

MWOB awards were made to Black American, Hispanic American, Asian American, and 

Women-owned prime contractors. This new contract replaces the existing expiring ITAS 

BOA where only one of the four firms was an MWOB (25 percent). These eleven firms 

will compete for future task orders as needs arise. 

Information Technology 

Contracting
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To ensure that MWOBs were given a fair opportunity to participate in this new IT BOA, the 

FDIC changed the acquisition strategy from the prior contract significantly. First, OMWI 

assigned a dedicated employee to the Acquisition Team during the planning of the procurement 

in 2012 to focus on market research to identify potential MWOB sources and to 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. In addition, 

this OMWI representative was part of the proposal evaluation team. 

Second, the expiring BOA required offerors to demonstrate that they could satisfy the 

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

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

offerors to select the service categories on which they wanted to bid. 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. MWOB awards were made in all five service groups. MWOB awards 

by group vary from 38 percent to 55 percent, which significantly exceeds the 25 percent 

MWOB participation achieved under the prior contract. 

To further demonstrate the success of this strategy, the FDIC has competitively awarded the 

first two task orders under this new IT BOA. Both task orders (100 percent) were awarded to 

MWOBs with a combined value of $18.3 million, which represents 100 percent of the dollars 

awarded under the BOA in 2013.

Securitization

The FDIC identified pools of loans secured by single family residences that would be most 

efficiently sold through securitization transactions. During 2013, two transactions included 

performing single-family mortgages and a third included a mixture of performing and nonperforming single-family mortgages as well as Owned Real Estate (ORE). In total, the FDIC 

used securitization to maximize the value of approximately $809 million in unpaid principal 

balance on loans from failed institutions.

Each securitization transaction was composed of transaction parties that included MWOLFs 

to participate in the drafting and implementation of transaction documents as well as MWOB 

investment banking firms to serve as co-managers and participate in the marketing of the 

transactions. In at least one of the transactions, a minority firm was one of the purchasers 

of the senior bonds.

The FDIC 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. 

The FDIC marketed one structured transaction sale of assets from failed financial institutions 

in 2013. The sale consisted of performing and non-performing commercial real estate (CRE) 

and commercial/acquisition, development, and construction loans. The 2013 transaction 

was collateralized by 415 loans with a balance of $199 million and conveyed a 20 percent 

equity interest. The auction attracted five entities that placed bids, of which two bidders 

(40 percent) included an MWOB member.

Small Investor 

Program
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Outreach The FDIC participated in a combined total of 25 business expos, one-on-one matchmaking 

sessions, and panel presentations. At these events, FDIC staff provided information and 

responded to inquiries regarding FDIC business opportunities for minorities and women. 

In addition to targeting MWOBs, these efforts also targeted veteran-owned and small 

disadvantaged businesses. Vendors were provided with the FDIC’s general contracting 

procedures, prime contractors’ contact information, and forecasts of possible upcoming 

solicitations. Also, vendors were encouraged to register through the FDIC’s Contractor 

Resource List (a principal database for vendors interested in doing business with the FDIC). 

OMWI and the Division of Resolutions and Receiverships (DRR) also conducted a series 

of outreach events to raise awareness, and provide information, on how to purchase ORE 

through DRR’s Owned Assets Marketplace and Auctions Program. The events also facilitated 

interaction between smaller investors and asset managers, which includes minority- and 

women-owned (MWO) firms. These included three informational sessions and several 

workshops/webinars targeting small and MWO investors in the southeast in connection 

with auctions occurring there during October and November. Information regarding the 

Owned Assets Marketplace and Auctions Program can be found on the FDIC’s Web site 

at www.fdic.gov/mwop.

Challenges 

FDIC overall contract awards are declining as the financial crisis subsides. The FDIC awarded 

$572.8 million in contracts during 2013, which continues the downward trend from a peak 

of $2.6 billion in 2009 and 2010, to $1.4 billion and $1 billion in 2011 and 2012, respectively. 

Non-financial goods and services contracts for recurring services are beginning to represent 

a larger percentage of FDIC annual contract awards. In years when there are few bank 

failures, these non-financial recurring goods and services will represent the majority of FDIC 

contract awards. 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; facilities management 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 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. As described previously, the FDIC 

awarded a competitive contract to an MWOB firm during 2013 to assess MWOB 

opportunities for non-financial services contracts. Recommendations from this study 

will be considered during the acquisition planning stages of future procurements for 

non-financial services contracts.

The FDIC faced challenges in continuing the utilization growth rates for MWOLFs in 2013, 

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 that resources and expertise are adequate to handle larger and complex 

matters.
14

The rate of bank failures has been declining since 2010, when there were 157 bank failures. 

The FDIC resolved 24 failed financial institutions in 2013. Fewer bank failures mean fewer 

assets for sale, resulting in fewer contract awards 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. 

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

MWOB firms 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 firms for these services or explore different procurement strategies and contracting 

approaches that may increase MWOB participation. v
15

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, 2013, minorities accounted for 27.5 percent (2,060) of the FDIC’s total 

workforce of 7,495 employees, and women accounted for 43.7 percent (3,274) [See Figure 6]. 

More specifically, the representation percentages for the various minority groups at the end 

of December 2013 were as follows: 1.0 percent for people of two or more races, 0.6 percent 

American Indian and Alaska Native, 4.7 percent Asian American, 17.4 percent Black American, 

and 3.8 percent Hispanic American. The racial, ethnic, and gender diversity of the FDIC 

workforce overall has improved slightly since the passage of DFA Section 342. Minorities 

accounted for 26.2 percent of the FDIC’s permanent workforce as of July 31, 2010, and 

27.5 percent as of December 31, 2013. The percentage of women in the FDIC’s permanent 

workforce was 43.6 percent as of July 31, 2010, and 44.8 percent as of December 31, 2013.

 Minority Non-Minority Total

 Number 2060 5435 7495

 Percent 27.5 72.5 100% 

 2 or More AIAN Asian Black Hispanic White Total

 Number 78 43 352 1306 281 5435 7495

 Percent 1.0 0.6 4.7 17.4 3.8 72.5 100%

 Figure 6 Diversity in Employment and Hiring as of December 31, 2013

 Male Female Total

 Number 4221 3274 7495

 Percent 56.3 43.7 100% 
16

As of December 31, 2013, minorities accounted for 15.8 percent (19) of the FDIC’s 

total Executive Manager (EM) workforce of 120 employees, and women accounted for 

31.7 percent (38) [See Figure 7]. Minorities accounted for 15.4 percent of the FDIC’s 

permanent EM workforce as of July 31, 2010, and 15.8 percent as of December 31, 2013. 

The percentage of women in the FDIC’s permanent EM workforce was 25.0 percent 

as of July 31, 2010, and 31.7 percent as of December 31, 2013.

Initiatives to Promote Diversity in Employment

The FDIC promotes its commitment to a diverse workforce through a wide variety of 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 (FISs), beginning examinersin-training, in many areas. To reach the broadest available audience, the FDIC’s Corporate 

Recruitment Program continued in 2013 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 minority-serving institutions and tribal 

colleges.

To help with the targeted recruitment, OMWI issued reports throughout 2013 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 in 

2004, several racial, ethnicity and gender groups, as well as 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 37.4 percent as 

of December 31, 2013. In addition, the percentages of Black American men and women, 

Asian American 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 Hispanic Americans remain low. While the number of Hispanic 

American men and women examiners has increased, the overall percentage has not.

 Minority Non-Minority Total

 Number 19 101 120

 Percent 15.8 84.2 100% 

 2 or More AIAN Asian Black Hispanic White Total

Number 0 1 2 14 2 101 120

 Percent 0.0 0.8 1.7 11.7 1.7 84.2 100%

 Figure 7 Diversity in Employment and Hiring –

 Executive Manager Workforce as of December 31, 2013

 Male Female Total

 Number 82 38 120

 Percent 68.3 31.7 100% 
17

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 American

men, Black American men and women, and men of two or more races, but lower than the 

CLF for American Indian and Alaska Native women, Asian American women, Hispanic 

American men and women, White women, and women of two or more races [See Figure 8].

During 2013, CEP hiring rates were above the CLF percentages for American Indian and 

Alaska Native men and women, Asian American men, and Black American men, and 

men of two or more races, but were below the CLF for Asian American women, Black 

American women, Hispanic American men and women, White women, and women 

of two or more races [See Figure 9].

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

a wide range of colleges and universities during 2013, as well as a number of professional 

organizations for minorities and women. FDIC corporate recruiters participated in 224 college 

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

the United States to brand the FDIC and attract the best qualified candidates. The contacts 

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

FDIC recruiters attended 22 outreach events in 2013 to communicate with targeted groups 

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

Recruitment efforts during 2013 also included the following:

• Met with key leaders in targeted Hispanic American, Black American, Asian American, 

 women’s and veterans’ organizations to create awareness of FDIC careers 

 and identify opportunities to expand outreach to their members.

• Added the Ascend Pan-Asian Leaders 6th Annual National Convention to the 2013 

 Corporate Outreach schedule.

• Expanded outreach efforts to organizations involved in hiring and placement 

 of Hispanic American applicants.

• Participated in the Pre-Conference Career Management event (conducting mock 

 interviews to assist students in their preparation) during the National Society of 

 Hispanic MBAs Annual Conference and Career Expo.

• Participated in three Regional Student Symposiums and career fairs held by the 

 Association of Latino Professionals in Finance and Accounting (ALPFA). A recruiter also 

 served on a panel providing suggestions to students on ways to advance their careers. 

 Figure 8 CEP Hires Since Inception

 2 or More AIAN Asian Black Hispanic White Total

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

CEP 7 11 1 10 22 47 127 92 21 32 286 598 1254

 % 0.56 0.88 0.08 0.80 1.75 3.75 10.13 7.34 1.67 2.55 22.81 47.69 100%

 CLF 1.01 0.56 0.20 0.08 3.79 3.50 8.30 3.50 3.38 3.14 28.11 44.42 100%

 Figure 9 CEP Hires in 2013 (Classes 40 – 43)

 2 or More AIAN Asian Black Hispanic White Total

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

CEP 1 2 1 1 1 7 7 10 2 1 28 60 121

 % 0.83 1.65 0.83 0.83 0.83 5.79 5.79 8.26 1.65 0.83 23.14 49.59 100%

 CLF 1.01 0.56 0.20 0.08 3.79 3.50 8.30 3.50 3.38 3.14 28.11 44.42 100%
18

• Participated in two Adelante Regional Student Workshops. Contributions included 

 participation on a “Corporate Straight-Talk” panel with corporate and other federal 

 panelists about their journeys and their advice to college students.

• Hosted two “A Day in the Life of a FDIC Bank Examiner” presentations, providing 

 valuable insight into working as a Financial Institution Specialist, during the Adelante 

 2013 National Leadership Institute. 

• Participated in the career fair and on an “Exploring Career Paths” Panel with other 

 industry professionals, and hosted a Financial Education workshop at the Accounting 

 and Financial Women’s Alliance (AFWA) 2013 Annual Conference.

• Participated in a Hispanic/Latino Professionals Association (HLPA) regional job fair. 

• Hosted a workshop at the Thurgood Marshall Leadership Institute on Financial 

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

• Provided industry trends and FDIC recruitment statistics to business deans 

 of Historically Black Colleges and Universities during their annual summit. 

• Identified opportunities to advertise in print publications and job boards during 

 various 2013 conferences to increase awareness of FDIC careers.

The FDIC continues to help minority, women, and disabled students prepare for careers in 

business and finance. During 2013, the FDIC recruited summer interns through organizations 

such as the Workforce Recruitment Program (WRP), 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. 

Over the past several years, the FDIC has increased the use of WRP and College Students 

with Disabilities programs in hiring of student interns, including veterans. In 2013, the FDIC 

was once again recognized as a leader among federal agencies for WRP hiring, and provided 

summer employment opportunities to 21 students. Seven students self-identified as having 

a targeted disability and five students self-identified as veterans. Three of these students 

were hired into permanent jobs at the FDIC.

Diversity and Inclusion Analytics Dashboard

Included in the FDIC’s 2013 Diversity and Inclusion Strategic Plan was a goal to develop structures 

and strategies to equip FDIC leaders with the ability to manage diversity, be accountable, 

measure results, refine approaches on the basis of available data, and institutionalize a culture 

of inclusion. In addition, after reviewing several financial services industry regulators, the 

U.S. Government Accountability Office (GAO) recommended that the agencies report on efforts 

to measure the progress of their employment diversity and inclusion practices, including 

measurement outcomes as appropriate, to indicate areas for improvement as part of their 

annual reports to Congress.4 To implement its strategic plan and address the GAO recommendation, during 2013 the FDIC sought to improve diversity and inclusion analytics and reporting 

and make reporting more actionable through improvements in data collection, presentation, 

and reporting frequency. The primary method of addressing these issues was the creation of 

a workforce analytics dashboard designed to provide actionable data on the FDIC workforce 

by gender and minority status by division/office, region, race/ethnicity, occupation, grade 

level, and employment type (permanent and non-permanent). The dashboard was launched 

on June 20, 2013, and allows FDIC senior leaders to support diversity and inclusion efforts in 

hiring, promotion, and retention, and to identify ways to make improvements over time.

4 Trends and Practices in the Financial Services Industry and Agencies after the Recent Financial Crisis, 

 GAO-13-238, April 16, 2013
19

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 38 percent (2,846) 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 American 

men and women, Black American men and women, Hispanic American men and women, 

and women of two of more races. In addition, involuntary attrition in the CEP remains 

higher among minorities [See Figure 10].

 Figure 10 CEP Attrition Rates 

 2 or More AIAN Asian Black Hispanic White Total

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

Hired 7 11 1 10 22 47 127 92 21 32 286 598 1254

 Involuntary*

 Departures 0 0 0 3 3 11 23 25 4 6 15 27 117

 Involuntary

 Attrition

 Rate+ (%) 0.0 0.0 0.0 30.0 13.6 23.4 18.1 27.2 19.1 18.8 5.2 4.5 9.3%

 Subtotal 7 11 1 7 19 36 104 67 17 26 271 571 1137

 Transfers

 (Mid-Career/

 Other) 0 0 0 0 0 0 2 2 1 1 11 12 29

 Voluntary

 Departures 2 0 0 0 3 8 22 12 4 6 57 110 224

 Voluntary

 Attrition

 Rate• (%) 28.6 0.0 0.0 0.0 15.79 21.2 21.0 17.9 23.5 23.1 21.0 19.3 19.7%

Number

 Retained 5 11 1 7 16 28 80 53 12 19 203 449 884

* “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. 
20

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 2013, the FDIC continued conducting studies of gender, ethnicity, and grade levels 

by FDIC divisions and offices. The recommendations from the studies include expanding 

outreach and recruiting more broadly across FDIC occupations and devoting additional 

resources toward inclusion programs to address declining minority and women representation 

at more senior levels across the FDIC. Also, as mentioned earlier, the FDIC issued and began 

implementing its 2013 Diversity and Inclusion Strategic Plan, which is designed to develop an 

integrated view of diversity and inclusion, strategically monitor and manage the employee life 

cycle (hire to retire), and address challenges at the FDIC. A review and update of the plan was 

initiated later in the year, and will be conducted annually, to ensure that it remains current and 

proactive in addressing workforce diversity issues.
21

Other Activities

Status of DFA Section 342 Regulated Entity Requirements

Section 342(b)(2)(C) of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 

2010 requires the OMWI Director of each covered agency to develop standards for assessing 

the diversity policies and practices of entities regulated by such agency. To implement that 

requirement and develop those standards, the FDIC OMWI Director and staff worked closely 

over the reporting period with the OMWI Directors and staff of the Office of the Comptroller 

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

Consumer Financial Protection Bureau, and the Securities and Exchange Commission. 

During the initial phase of developing the standards, representatives from those agencies 

met with each other and then with financial industry trade organizations. Together, they began 

considering how to develop standards for assessing the diversity policies and practices of 

regulated entities that would consider regulated entities’ individual circumstances, such as 

the asset size of the entity, number of employees, governance structure, income, number 

of members and/or customers, contract volume, geographic location, and community 

characteristics. Subsequently, they met with industry representatives and with community 

interest groups to better inform efforts to implement the statutory provision. During this 

process, they also met with the EEOC, the Office of Federal Contract Compliance Programs, 

and the Department of Justice to determine available resources that would be useful in 

developing the standards and to avoid duplication of efforts.

Based on the information collected during these meetings, the FDIC’s OMWI Director and 

staff collaborated closely with the other agencies’ OMWI Directors and their staffs throughout 

the year in refining draft standards. On October 25, 2013, the proposed standards were 

published in the Federal Register by the FDIC jointly with five other agencies, as a Proposed 

Interagency Policy Statement Establishing Joint Standards for Assessing the Diversity Policies 

and Practices of Entities Regulated by the Agencies. The proposed standards describe 

leading diversity practices for the financial services industry in four key areas: organizational 

commitment to diversity and inclusion; workforce profile and employment practices; 

procurement and business practices – supplier diversity; and practices to promote transparency 

of organizational diversity and inclusion. 

The joint press release announcing the proposed standards, along with a link to the 

standards, may be found at http://www.fdic.gov/news/news/press/2013/pr13092.html. The 

comment period was initially scheduled to end on December 24, 2013, but was extended 

an additional 45 days to February 7, 2014, in order to facilitate public comment on the policy 

statement and questions posed by the agencies. As of the writing of this Annual Report, 

the OMWI agencies are in the process of reviewing the comments received.

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 consumers’ 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 that consumers can reasonably dispute charges 

to their accounts. 
22

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

further understanding of consumers’ financial rights, promote economic inclusion, and expand consumer awareness through the Money Smart financial literacy 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 online at their own pace.

The FDIC expanded its financial education efforts during 2013 through strategies that 

included providing access to timely and high-quality financial education products, sharing 

best practices, and working through partnerships to reach consumers. The FDIC’s awardwinning Money Smart curriculum has reached more than 3 million consumers since its 

launch in 2001. During 2013, the Money Smart curriculum reached approximately 200,000 

consumers. 

The existing suite of Money Smart products for consumers was enhanced with the release 

of Money Smart for Older Adults in partnership with the Consumer Financial Protection 

Bureau. This stand-alone training module developed by both agencies provides information 

to raise awareness among older adults and their caregivers on how to prevent, identify, and 

respond to elder financial exploitation, plan for a secure financial future, and make informed 

financial decisions. The instructor-led module offers practical information that can be 

implemented immediately. Money Smart for Older Adults is designed to be delivered to 

older adults and their caregivers by representatives of financial institutions, adult protective 

service agencies, senior advocacy organizations, law enforcement, and others that serve 

and support this population. Showing its popularity, between its release on June 12, 2013, 

and December 31, 2013, more than 15,000 copies were ordered or downloaded. 

Through training and technical assistance, the FDIC emphasizes the importance of pairing 

education with access to appropriate banking products and services. The FDIC conducted 

more than 102 outreach events to promote the Money Smart program, including 24 trainthe-trainer workshops that reached more than 500 trainers or potential trainers. This outreach 

resulted in downloads or orders of more than 59,855 Money Smart instructor-led resources. 

Also, the FDIC entered into 22 new collaboration agreements with financial institutions or 

non-profit organizations to facilitate the use of the Money Smart program. 

The FDIC continued its long-standing practice of improving the Money Smart program in 

response to feedback from users and research into best practices. To that end, during 2013, 

the last phase of data collection was completed for the longitudinal evaluation of Money 

Smart for Young Adults. The data will be analyzed for this multi-year research study in early 

2014. Additionally, with the assistance of an outside consultant, the FDIC began a project 

to review the Money Smart program and identify new strategies and approaches to ensure 

that it continues to be as effective and relevant to the needs of stakeholders as possible. 

Additionally, the FDIC provided support to the Financial Literacy and Education Commission (FLEC), of which FDIC is a member. During 2013, this included co-chairing with another 

federal agency a working group that is moving forward the “Starting Early” focus of FLEC. 

This working group is exploring opportunities to promote experience-based approaches to 

financial education, as the members of the work group conducted research during 2013 into 

challenges and opportunities of school-based savings programs and potential opportunities 

to support the scaling of this work. 
23

Also, the FDIC’s Advisory Committee on Economic Inclusion, which was established pursuant 

to the Advisory Committee Act, held meetings in 2013. The Committee continued to provide 

the FDIC with advice and recommendations on important initiatives focusing on expanding 

access to banking services by underserved populations. A number of initiatives designed 

to promote economic inclusion have been conducted in consultation with the Committee, 

including pilot programs to study safe banking accounts and an affordable small-dollar loan 

program. 

Minority Depository Institutions

The preservation of Minority Depository Institutions (MDIs) remains a high priority for the 

FDIC. In June 2013, the FDIC hosted the 2013 Interagency Minority Depository Institution 

and Community Development Financial Institution Bank Conference at its Arlington, Virginia 

conference center. Every two years, the FDIC, the Office of the Comptroller of the Currency, 

and the Board of Governors of the Federal Reserve System host this important interagency 

conference for FDIC-insured MDIs to help preserve and promote their mission. The 2013 

conference explored “Strategies for Success through Collaboration,” and encouraged 

interactive discussion among those who believe MDIs and CDFI banks (Community 

Development Financial Institutions) are uniquely positioned to create positive change 

in their communities. Nearly 120 MDI and CDFI bankers, representing 77 banks attended.

The FDIC has commissioned a research-based study on MDIs to better understand the 

role they play in our financial system and in our communities, and what types of challenges 

they face in the post-crisis environment. The study will follow a methodology similar to the 

methodology used in the FDIC’s 2012 Community Banking Study, dividing institutions into 

groups of “community banks” and “non-community banks.” The study will focus on structural 

changes in MDIs, their geography, the financial performance of MDIs over time, capital 

formation, and the broader community impact of these institutions. The study is expected 

to be published during 2014. 

The FDIC continued to seek ways to improve communication and interaction with MDIs 

and to respond to the concerns of minority bankers. Many of the MDIs took advantage 

of FDIC technical assistance on nearly 60 bank supervision, compliance, and resolution 

and receivership topics, including but not limited to, the following: 

• Corporate Governance

• New Capital Rules

• Capital Stress Testing

• New Mortgage Rules

• Loan Underwriting and Administration

• Troubled Debt Restructuring

• Investment Policy and Investment Securities Monitoring

• Funds Management

• Interest Rate Risk Modeling/Stress Testing

• Third-Party Risk

• Internal Audit Programs

• Information Technology Risk Assessment, Strategic Planning and 

 Business Continuity Planning

• Home Mortgage Disclosure Act
24

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

 • Community Reinvestment Act

 • Bank Secrecy Act and Anti-Money Laundering

 • Branch Opening and Closing Requirements

 • Mergers/Acquisitions

 • Prompt Corrective Action

 • FDIC Loss Share Agreements

The FDIC continued to offer the benefi t of having an examiner or a member of regional offi ce 

management return to FDIC-supervised MDIs within 90 to 120 days after an examination to 

help management understand and implement examination recommendations or to discuss 

other issues of interest. Several MDIs took advantage of this initiative in 2013. Also, the 

FDIC regional offi ces held outreach training efforts and educational programs for MDIs 

through conference calls and banker roundtables with MDIs. Topics of discussion for these 

sessions included both compliance and risk management hot topics, and additional discussions 

addressed the economy, overall banking conditions, Basel III capital rules, new mortgage 

rules, and other bank examination issues. v
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FDIC-013-2014