Report To Congress 2013: Office Of Minority And Women .
Report to Congress 2013:Office of Minority and Women InclusionMarch 2014Submitted by: Joan BuchananDirector of the Office of Minority and Women InclusionThis document contains an annual summary of the actions of the Office of Minority and Women Inclusion withregard to the requirements under Section 342 of the Dodd-Frank Wall Street Reform and Consumer ProtectionAct of 2010.
ContentsFederal Reserve Bank of Atlanta/ Office of Minority and Women Inclusion Congressional Report 2013 .1Executive Summary .1Overview .3Background .3Geography Covered .3Unique District Activities and System Responsibilities .3The Americas Center .3The Atlanta Census Research Data Center .3Regional Economic Information Network .4Retail Payments Office .4Retail Payments Risk Forum . 4Employment of Minorities and Women .5Successes . 5Challenges . 10Next Steps . 10Inclusion of Minority- and Woman-Owned Businesses (M/WBEs) . 12Amounts Paid to Contractors . 12Second-Tier Spend . 12Successes . 12Challenges . 16Next Steps . 16Financial Literacy Activities (Outreach Programs). 18Successes . 18Challenges . 21Next Steps . 21Conclusions and Recommendations from the Director of the Office of Minority and Women Inclusion . 22Appendices . 24Appendix A: OMWI Atlanta Organizational Structure . 24Appendix B: Federal Reserve System Services . 25Appendix C: Federal Reserve Bank of Atlanta Workforce Representation as of December 31, 2013 . 26Appendix D: OMWI Schools in the Sixth Federal Reserve District . 27
Congressional Report 2013Federal Reserve Bank of Atlanta/Office of Minority and Women InclusionCongressional Report 2013national diversity recruiting fairs, provided collegeinternship opportunities to students, enhanced itsonboarding program for new employees, facilitatedinternal mentoring to staff, and developed two newEmployee Resource Networks (ERNs) thatrepresent two protected categories, women andAfrican Americans. The Atlanta Fed also enhancedrelationships with diverse organizations that serveminorities and women, including the NationalSociety of Hispanic MBAs (NHSMBA), Associationof Latino Professionals in Finance and Accounting(ALPFA), Committee on the Status of Women inthe Economics Profession (CSWEP), as well as localhistorically black colleges and universities(HBCUs) and women’s colleges.Executive SummaryThe Federal Reserve Bank of Atlanta (SixthFederal Reserve District) is committed to fostering,cultivating, and preserving a culture of diversityand inclusion. This commitment starts at the top ofthe organization and is reflected at all levels. In itsthird year, the Office of Minority and WomenInclusion (OMWI) has aligned a multi-yearstrategy with the Bank’s core values to strengthendiversity and inclusion in the Sixth District. OMWIAtlanta drives and develops these strategies toenhance the culture of diversity and inclusionwithin the organization, maximize engagement ofall staff, and support outreach and partnershipswithin the communities we serve. This reporthighlights the specific work completed in 2013.The Atlanta Fed is committed to attracting diversesuppliers who offer high-quality, competitivelypriced products and services that support theorganization’s procurement and corporateobjectives. With the addition of a Supplier DiversityProgram Manager as a dedicated resource tosupport and promote supplier diversity in 2013, theAtlanta Fed expanded the visibility of theprocurement program both regionally andnationally. The procurement department enhancedoutreach efforts by participating in over 20 localindustry trade activities and events and twonational diversity supplier events. Our spend withminority- and woman-owned business enterprises(M/WBEs) has grown steadily from approximately6.1 percent in 2012 to 9.8 percent in 2013,representing a 61 percent increase from theprevious year. The supplier diversity efforts of theSixth District continue to evolve as we build asustainable infrastructure that will facilitate theidentification and utilization of minority- andwoman-owned businesses.Similar to the Offices of Minority and WomenInclusion at the 11 other Federal Reserve Banksand the Federal Reserve’s Board of Governors,OMWI Atlanta is responsible for all mattersrelating to diversity in management, employment,and business activities, including ensuringworkforce and supplier diversity and advancingfinancial literacy throughout the Sixth District.Under the guidance and direction of Atlanta FedPresident and CEO Dennis Lockhart, First VicePresident and COO Marie Gooding, and ChiefDiversity Officer (CDO) and OMWI Director JoanBuchanan,1 OMWI Atlanta works to ensure thatsupplier and outreach opportunities are availableto broadly diverse populations, and ouremployment and procurement processes reflect theenvironment in which we do business.It is Atlanta Fed policy to provide equal treatmentand equal opportunity for job application and thedevelopment and advancement of staff. Tostrengthen its rich and diverse workforce, theAtlanta Fed continued to attend and supportThe Atlanta Fed continues to expand its reach tomajority/minority high schools to enhance financialliteracy program outreach. The Atlanta Fedreached 62 percent of OMWI high schools acrossthe Sixth District over the 2012 13 period,Refer to Appendix A for an organizational chartdepicting the OMWI organizational structure.11
Congressional Report 2013exceeding its goal for penetration rates. Theeconomic education team continued to provideintensive teacher workshops and presentations tolocal high schools, and online financial literacyprogramming was offered for teachers who couldnot attend in person. The Federal Reserve Systemcoordinated Financial Literacy Day for all thedistricts and the Board of Governors. In addition,the Atlanta Fed provided local financial educationactivities in conjunction with the CongressionalHispanic Caucus Ready2Lead event and theCongressional Black Caucus annual legislativeconference.This year’s diversity and inclusion initiativessupported the organization’s continued effort to bean employer of choice for our staff and community.The Atlanta Fed will continue to foster a workenvironment that promotes a culture that isinclusive and both respects and maximizes talentsof the diverse staff in the Sixth District. The keyobjectives to reach the desired state are strongcollaboration of diversity and inclusion leaders andstaff across all business lines, as well as integrationof diversity and inclusion into the ongoingprograms and practices of the Atlanta Fed. Thisintegration will continue to be a strategic focus ofOMWI Atlanta and the multi-dimensionalEEO/Diversity Program.2
Congressional Report 2013Unique District Activities and SystemResponsibilitiesOverviewBackgroundThe United States, like most industrialized nations, has a central bank to meet certain needs ofits complex economy and financial system. The U.S.Federal Reserve System is a decentralized centralbank. It consists of a Board of Governors inWashington, D.C., 12 regional Federal ReserveBanks and their branches, and the Federal OpenMarket Committee. Each Federal Reserve Bank isseparately incorporated. Each has a president anda board of nine directors.Descriptions of activities and Reserve Systemresponsibilities that are unique to the FederalReserve Bank of Atlanta follow. (Please refer toAppendix B for functions supported nationally.)The Americas CenterThe Americas Center is a joint initiative of theFederal Reserve System’s Retail Payments Office(see next page), which is based in Atlanta, and theAtlanta Fed departments of Supervision andRegulation, Research, and Administrative Services.It serves as a vehicle for collaboration among staffwhose responsibilities involve them in issuesconcerning the Americas (North, Central, andSouth). The Americas Center also provides themeans for the Atlanta Fed to deliver coordinatedoutreach to regional, national, and internationalaudiences through its presentations, research, andother forms of service.In accordance with Section 342 of the Dodd-FrankWall Street Reform and Consumer Protection Act of2010, each Reserve Bank, along with the Board,established an Office of Minority and WomenInclusion (OMWI) that is responsible for allmatters relating to diversity in management,employment, and business activities. The AtlantaFed established its office in November 2010 andappointed Joan Buchanan, vice president and chiefdiversity officer, as OMWI director. Buchananreports directly to the Bank’s president and has astaff of three full-time employees. A team ofstrategic advisors, business partners, the AtlantaFed’s Diversity Advisory Council and EmployeeResource Networks also support Atlanta OMWI tobring diverse business, geographic, and staffperspectives that influence the Bank’s diversityand inclusion direction and decisions. (Please referto Appendix A for an organizational chart depictingOMWI’s organizational structure.)The Americas Center helps the Federal ReserveBank of Atlanta achieve several of its keyinitiatives through some of the following activitiesdescribed below.The Americas Center: Geography Covered The Atlanta Fed serves the Sixth Federal ReserveDistrict, whichencompasses all ofAlabama, Florida,and Georgia, aswell as sections ofLouisiana,Mississippi, andTennessee. TheSixth District, headquartered in Atlanta, GA, hasfive branches: Birmingham, AL; Jacksonville, FL;Miami, FL; Nashville, TN; and New Orleans, LA2.Develops knowledge centers that positionthe Atlanta Fed to contribute significantlyto key Federal Reserve System objectives.Increases the Atlanta Fed's contribution tosupervisory policy in Latin America andthe Caribbean.Influences the evolution of retail paymentstoward a more electronic environment.The Atlanta Census Research Data CenterThe Atlanta Census Research Data Center (RDC),which primarily houses U.S. Census Bureau data,opened in the Atlanta main office in mid-September2011. Georgia State University’s Andrew YoungSchool of Policy Studies led the effort to secure theRDC, and several organizations in the region joinedthe Atlanta Fed in its creation. These organizationsinclude the Centers for Disease Control andPrevention, Emory University, the GeorgiaInstitute of Technology, the University of Georgia,and the University of Alabama at Birmingham.Map represents states comprising the SixthFederal Reserve District with headquarters inAtlanta, Georgia. Branch cities are also noted.23
Congressional Report 2013The Atlanta Census RDC offers approvedresearchers access to highly confidential economic,demographic, and health data collected by theCensus Bureau and other government agencies.Access to this information is available only throughRDCs. A Federal Reserve Bank of Atlanta researcheconomist serves as executive director.institutions and the U.S. Treasury, which includeAutomated Clearinghouse (ACH) and checkprocessing.Retail Payments Risk ForumFounded in 2008, the Retail Payments Risk Forumbrings together payments expertise residing withinthe Federal Reserve System and financialinstitutions, as well as the expertise of otherindustry participants, regulators, and lawenforcement. The forum facilitates collaborationamong these diverse parties, all of whom share acommon interest in improved detection andmitigation of emerging risks and fraud in retailpayments systems. The forum provides resources toresearch issues and also sponsors dialogue amongthese groups.Regional Economic Information NetworkEstablished in 2008, the Regional EconomicInformation Network (REIN) enhances the FederalReserve Bank of Atlanta’s knowledge of regional,national, and global economic issues throughformal contacts with a diverse network of business,nonprofit, and government entities representingvarious sizes of enterprises with headquarters orother significant presence in the Sixth FederalReserve District. This effort helps the Atlanta Fedmake full use of the diversity of its large geographicfootprint. Contacts are coordinated through thebranches and the head office in Atlanta.Other information about business activities andresponsibilities of the Sixth Federal ReserveDistrict are available at frbatlanta.org.In addition, the Sixth Federal Reserve District hasestablished the Local Economic Analysis andResearch Network (LEARN), which supplementsthe Atlanta Fed’s understanding of diverseeconomic conditions through formal contacts withuniversity researchers and economists throughoutthe Southeast. Members of the boards of directorsof the head office and the branches also bring avariety of perspectives to the Atlanta Fed’s policyresearch and deliberations.Retail Payments OfficeThe Federal Reserve Retail Payments Office (RPO)is headquartered at the Atlanta Fed. The RPOcarries out the Federal Reserve’s mission—similarto its mission in all of financial services—to fosterthe integrity, efficiency, and accessibility of U.S.retail payments and settlement systems in supportof financial stability and economic growth. TheRPO has broad responsibility and authority tomanage an integrated, nationwide Reserve Bankretail services organization that both improves thenation’s payments system and meets therequirements of the Monetary Control Act3. TheRPO provides retail payment services to financialThe Monetary Control Act of 1980 requiredpricing of certain services offered by the FederalReserve Banks, thus bringing Reserve Banks intocompetition with depository institutions offeringthe same or similar services.34
Congressional Report 2013Employment of Minorities andWomenExternal Hires for2013Officer positionsThe Federal Reserve Bank of Atlanta is committedto fostering an inclusive work environment wherediversity is respected and leveraged to better serveits region. The Atlanta Fed continued to carry outthe standards and procedures for workforcediversity developed in 2011 that are required underthe Dodd-Frank Act.Women as Minorities asPercent ofPercent ofTotal Hires Total Hires100.0%40.0%Management positions50.0%33.3%Professional positions45.7%42.0%Internships33.0%41.0% Recruiting as part of the Federal ReserveSystem:SuccessesParticipated in and supported nationaldiversity recruitment fairs and diversityadvertising. Since 2007, the Federal ReserveSystem has participated in strategic nationaldiversity recruiting and advertising effortsacross all 12 Reserve Banks, the Board ofGovernors, and Federal Reserve InformationTechnology. During 2013, the Sixth FederalReserve District supported Fed System effortsto place diversity advertising through online,print, and social media vehicles to align withits national conference presence and positionthe Federal Reserve System as an employer ofchoice (see table below).In 2013, the Atlanta Fed experienced success infour key areas with regard to workforce diversityinitiatives. Below are the successes and theirhighlights.1. Developed and communicated standardsfor equal employment opportunity andracial, ethnic, and gender diversity of theworkforce and senior management Regularly reported to the Atlanta Fed’sexecutive office and senior management onthe status of diversity and inclusioninitiatives, actions, and outcomes. Widely communicated the status of OMWIAtlanta initiatives to employees (for example,posted its 2012 Congressional Report on theAtlanta Fed’s internal and external websites).2013 National Diversity Conferences attendedas a part of the Federal Reserve System Developed and communicated new standardsfor performance management initiative toimprove the development and management ofstaff.National Association of Black Accountants (NABA)Association of Latino Professionals in Finance andAccounting (ALPFA)National Society of Hispanic MBAs (NSHMBA)Thurgood Marshall College Fund Leadership andRecruitment Fair (TGMCF) Served as an advisor to the Atlanta Fed’sexecutive leadership team regarding diversityand inclusion issues.By working closely with these nationallyrecognized organizations and focusing onadvertising as part of recruitment efforts,Federal Reserve Banks successfully madediverse hires. Together, in proactive efforts tosource diverse talent, the System last yearscreened more than 2,100 résumés,interviewed more than 78 candidates duringphone and on-site interviews, used Twitter to2. Recruited and retained a diverse workforceThe table shows external hires for women andminorities.4 Only one officer was hired from outside the Bankin 2013.5
Congressional Report 2013advertise opportunities, and generally increased visibility. Additional coordinatedactivities include:o Proactively recruited via the social mediasource LinkedIn, where association groups(e.g., Women in Technology) are leveragedto source viable candidates.o Nine Federal Reserve System employeesserved as career management coachesthrough volunteering to assist job seekersat the NSHMBA conference with résuméreview, career coaching, and mockinterviews.As a result of our participation in the nationaland local diversity conferences andrecruitment efforts at diverse colleges anduniversities listed above, the Atlanta Fedreviewed well over 500 candidates. Thirteenpercent were identified as top candidates, butonly 19 percent of those candidates completedthe application process and expressed interestafter the events. This shows an opportunity toincrease the number of post-fair applicantsand hires.o The Federal Reserve System facilitated aworkshop on emerging leaders and keystrategies for navigating your career aftercollege at the ALPFA career fair.o Three diverse Federal Reserve Systememployees were featured inDiversity/Careers in Engineering &Information Technology magazine,highlighting our success stories as a diverseemployer. Recruiting efforts in partnerships with otherinstitutions:o Through the Committee on the Status ofWomen in the Economics Profession(CSWEP), the Bank sponsored two summereconomics fellowships, both of which werefilled by minority female candidates. Thesefellowships are available to senior graduatestudents and junior faculty, and areintended to advance the participation ofwomen and underrepresented minorities inthe economics profession.The Federal Reserve System was recognizedas the “Best of the Best” diversityorganizations in Professional Woman’sMagazine. Recruiting efforts specific to the Sixth FederalReserve District:o In a continuation of a multiyear partnership with Year Up, hosted two minoritystudents for internship opportunities andretained both for an extended period aftertheir 12-week standard internship. Year Upis an intensive training program thatprovides low-income young adults with acombination of hands-on skill development,college credits, and corporate internships.o Partnered with two other districts in theFederal Reserve System and attended theAsian MBA (AMBA) career fair andexposition to attract additional diversetalent. Over 200 candidates were screened,but sponsorship requirements limited thenumber of eligible applicants. Although noplacements resulted from this event, a newpartnership has developed and will beleveraged in the local marketplace.o Partnered with INROADS, an organizationthat develops and places talentedunderserved youth and prepares them forcorporate and community leadership, andhired one intern.o Attended career fair for the AtlantaUniversity Center, which includes ClarkAtlanta University, Morehouse College(both are HBCUs), and Spelman College (awomen’s college and HBCU). From thisevent, the Atlanta Fed was able to identify13 top candidates for full-time and internpositions. Two of those candidates appliedfor an open position, but there have been nohires to date.o Hosted two annual speaking events, one forlocal NSHMBA and one for local ALPFAmembers and job candidates. In addition toproviding networking opportunities, theseevents enhanced participants’ understanding about the roles of the Federal Reserve6
Congressional Report 2013Bank of Atlanta and the Federal ReserveSystem as well as about current economicconditions. More than 75 participantsattended these events.o Applies diversity of thought to businessprocesses.The Atlanta Fed hosted a total of 27 interns in2013. Five were returning students from 2012,and 22 were new hires. Two interns werelocated in our Miami Branch and theremaining students were in Atlanta. Six of the27 became eligible for hire during 2013, andtwo of the six (or 33 percent) were extendedfull-time employment offers; one was retainedand the other declined the offer. A third internaccepted a position with another Bank withinthe Federal Reserve System. All three internsoffered full-time employment within theFederal Reserve System were minorities.o Hosted an orientation program, to whichrepresentatives from HBCUs and women’scolleges and universities were invited, toestablish a basis to strengthen externalpartnerships for recruiting and diversity.Participants were provided an overview ofOMWI Atlanta and the Bank’s diversityand inclusion efforts as a part of therecruiting strategy.o Developed a partnership with ClarkAtlanta University (CAU), an HBCU, tofacilitate networking and connections withstakeholders within the Bank to supportthe development of a Graduate School ofBanking at CAU.Many of our most successful hires over theyears have been multiyear interns. Consequently, the Atlanta Fed continued to focus itsrecruiting efforts for rising juniors andseniors. Twelve interns (33 percent womenand 42 percent minorities) were extended pastthe traditional 12-week summer internship,and eight of the 12 remained until the end of2013. College internship program:Executed formal college internship recruitingprogram. Among the colleges and universitieswhere the Atlanta Fed actively recruited areSpelman College (a women’s college andHBCU), and Clark Atlanta University andMorehouse College (both are HBCUs). TheBank also recruited online for a niche jobposting for one of our intern positions on thecareer services website of Agnes Scott College(a women’s college). Internal mentoring programs:o Continued Bank-wide mentoringThe Atlanta Fed’s formal mentoringprogram provides an opportunity foremployees to obtain others’ perspectives onprofessional growth and development, gainexposure to other areas of the organization,and connect and build businessrelationships that may not otherwise occur.In doing so, the program serves as aplatform for leveraging the richness of thedifferent backgrounds, experiences, andstyles of thinking that exist in theworkplace. Program participation in 2013included 53 percent women and 60 percentminorities.The internship program serves severalpurposes for the Atlanta Fed:o Provides an opportunity to recruit andretain new talent.o Provides students with employmentexperience and career development.o Leverages the interns’ experience throughconversion to direct hires.o Continued the Career Advisor Networko Builds networks for future hires.The Atlanta Fed continued to supplementits formal mentoring program in 2013 byoffering the Career Advisor Network for allstaff. At lunch-and-learn sessionsthroughout the year advisorso Expands the Atlanta Fed’s public outreachand education to thousands of collegestudents.7
Congressional Report 2013(predominantly directors and officerswithin the Bank) offered their insights intoa series of topics, including navigating theAtlanta Fed’s culture, networking andrelationship building, career direction,career planning, and transitioning into amanager’s position.development and growth. In addition, atraining program focused on individualdevelopment planning for managers and staffwas developed and implemented. This course,part of the performance managementinitiative curricula, provides an overview ofindividual development planning and how itintegrates into the performance managementprocess.o Launched an informal mentoring programOne of the Bank’s Employee ResourceNetworks, Generations Promoting Success,launched a quarterly “Secrets to Success”program series that invites staff to dinewith officers, who discuss their careerpaths, highlighting important milestonesand achievements along the way. A total of24 employees and six officers participatedin each of the three quarterly sessionsduring the inaugural year. This programwill be expanded to include participationwith each branch location in 2014.The table below summarizes totaldevelopment offerings by employee level.Women asPercent ofTotalAttendeesMinorities asPercent tors553%66%All staff66%59%Target Audience Training and development:Training and development opportunities areavailable to staff members at all levels of theorganization. In 2013, the Atlanta Fedcontinued to offer courses and activities on avariety of topics and in different formats toreach diverse cross-sections of employees. TheBank offered activities focused on keydevelopment areas, including leadership, communication, coaching and feedback, relationship building, and personal effectiveness.Formats included structured classroom instruction, on-the-job training, self-directedlearning, coaching, counseling, and mentoring.The Bank also supported attendance atexternal courses, programs, and degree-basededucational pursuits through the EducationalReimbursement Program. In addition, virtualmeeting and distance-learning tools such asvideoconferences and enterprisecommunication software were leveragedwhere appropriate to enable remote staff anopportunity to effectively participate. New-hire onboarding:After reviewing best practices and feedbackfrom new hires and others, the Atlanta Fedimplemented a new process for onboarding inlate 2013. This process provides new hiresenhanced organizational understanding andwill ideally increase employee engagementand retention. The key components of the newprocess include overviews of the Bank’smission, vision, core functions, andorganizational processes. A high-levelsummary of the expanded programenhancements is outlined below:o Fed Beginnings, an expanded Day OneOrientation—offered every other weekand includes essential Fed informationsuch as the Bank’s mission, vision, and corevalues.o Fed Fundamentals, a new programdesigned by Public Affairs—emphasizesthe Bank’s core functions and employees’role as reputation ambassadors.In 2013, the Atlanta Fed hosted its first everEmployee Development Fair, which isdesigned to con
Office of Minority and Women Inclusion . March 2014 . Submitted by: Joan Buchanan . Director of the Office of Minority and Women Inclusion . This document contains an annual summary of the actions of the Office of Minority and Women Inclusion with regard to the requirements under Section
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