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Each depositor insured to at least $250,000 per insured bank

2013 Diversity and Inclusion Strategic Plan
The cover of 2013 Diversity and Inclusion Strategic Plan
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Message from the Chairman

February 26, 2013

FDIC 2013 Diversity and Inclusion Strategic Plan

To All FDIC Employees,

I am pleased to share with you the FDIC's 2013 Diversity and Inclusion Strategic Plan. Last year, I established performance goals to update the FDIC's Diversity Strategic Plan and asked each division and office to develop strategic plans that identify steps to promote increased diversity through the FDIC's recruiting and hiring processes. The 2013 Diversity and Inclusion Strategic Plan builds on what we have been doing for years and addresses the goals of President Obama's Executive Order calling for federal agencies to develop and implement a more comprehensive, integrated, and strategic focus on diversity and inclusion. The plan 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 our diversity and inclusion achievements by equipping leaders with the ability to manage diversity, measure results, and refine approaches on the basis of data. The plan details specific steps to enhance diversity and inclusion at the FDIC in the areas of leadership engagement, analytics and reporting, training, communications, strategic planning, and program enhancement.

Going forward, I have asked the FDIC's new Diversity and Inclusion Executive Advisory Council (EAC), composed of a group of the agency's senior executives, to oversee implementation of the plan and to review and update it annually so that our commitment to diversity and inclusion remains an important priority. The EAC will work together with the Office of Minority and Women Inclusion (OMWI) to maintain the FDIC's commitment to diversity and inclusion. I encourage all of you to take an active role in implementing the plan as well. By valuing the knowledge, ideas, and experiences of all employees, we will serve the public at the highest level.

Sincerely,
Martin J. Gruenberg
Chairman


Preface

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 FDIC's 2013 Diversity and Inclusion Strategic Plan includes updated strategies to continue the FDIC's success in ensuring that all employees are valued members in the workplace and active participants in carrying out the FDIC's mission.

Additionally, this Diversity and Inclusion Strategic Plan addresses the goals of Executive Order 13583, dated August 18, 2011, which establishes a coordinated government-wide initiative for promoting diversity and inclusion in the Federal workforce and follows the guidance issued by the U.S. Office of Personnel Management in November 2011. Three goals were identified to align all Federal agencies with the priorities of the Executive Order: (1) workforce diversity, (2) workplace inclusion, and (3) sustainability. The FDIC strongly believes that its diversity and inclusion efforts benefit the entire agency. In 2012, the FDIC established Performance Goals related to diversity, inclusion, and equal employment opportunity. In fulfillment of these goals, each division and major office developed strategies and actions to promote increased diversity within their respective workforces. The Performance Goals and the goals contained in this plan guide the division and office plans and the wide variety of human resources and diversity policies, practices, and programs currently in place. Going forward, this Strategic Plan will be reviewed on an annual basis and, if necessary, updated to support the FDIC's overall goal of promoting diversity and inclusion. The FDIC will continue to uphold its commitment to provide all employees with a work environment that embodies excellence and that acknowledges and honors the diversity of its employees.


Table of Contents

Vision and Definitions

Workforce Diversity

Workplace Inclusion

Sustainability


Vision and Definitions

Vision

Respect for diversity and inclusion are embedded in the FDIC's core values and will be integrated throughout its organizational structure and work environment to position the FDIC to effectively achieve its mission of preserving and promoting public confidence in the U.S. financial system.

Diversity

Diversity is defined by who we are as individuals. The FDIC recognizes that strength comes from the dedication, experience, talents, and perspectives of all its employees. Diversity encompasses the range of similarities and differences each individual brings to the workplace, including but not limited to national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, and family structures.

Inclusion

Inclusion is the process of creating a working culture and environment that recognizes, appreciates, and effectively utilizes the talents, skills, and perspectives of every employee; uses employee skills to achieve the agency's objectives and mission; connects each employee to the organization; and encourages collaboration, flexibility, and fairness.

Plan Implementation

Implementation

Implementation of the strategies in this plan will begin in2013. The FDIC's Diversity and Inclusion Executive Advisory Council (formerly the Office of Minority and Women Inclusion (OMWI) Steering Committee) will oversee the implementation in conjunction with OMWI and will seek to promote leadership engagement on diversity and inclusion issues, enhance OMWI's role as advisor to FDIC leadership on issues related to diversity and inclusion, promote actionable analytics and reporting on diversity and inclusion topics, and increase organizational awareness and engagement about diversity and inclusion throughout the agency on an ongoing basis.


Workforce Diversity

Goal 1: The FDIC will recruit from a diverse, qualified group of potential applicants to secure a high-performing workforce drawn from all segments of American society.

Objective: Recruit highly qualified, diverse talent to sustain the FDIC's mission

Strategy 1: Ensure FDIC's recruitment process reaches and attracts a diverse and highly qualified pool of candidates

Action Items:


Workforce Diversity

Goal 1: The FDIC will recruit from a diverse, qualified group of potential applicants to secure a high-performing workforce drawn from all segments of American society.

Objective: Recruit highly qualified, diverse talent to sustain the FDIC's mission

Strategy 2: Ensure that all qualified internal FDIC candidates have an equal opportunity to compete for open positions

Action Items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 1: Retain FDIC's valued and diverse workforce

Strategy 1: Identify and implement strategies to retain valued employees

Action Items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 1: Retain FDIC's valued and diverse workforce

Strategy 2: Integrate coaching into the FDIC's leadership competencies

Action items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 2: Ensure every employee has an equal opportunity for career advancement

Strategy 1: Apply developmental policies and practices consistently to all employees

Action items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 2: Ensure every employee has an equal opportunity for career advancement

Strategy 2: Expand career development paths to meet FDIC long term mission needs

Action items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 3: Develop and maintain diversity and inclusion initiatives to ensure they are a consistent part of the FDIC's work environment

Strategy 1: Create additional methods for communicating the FDIC's commitment to and value of diversity and inclusion to its workforce and to the public

Action items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 3: Develop and maintain diversity and inclusion initiatives to ensure they are a consistent part of the FDIC's work environment

Strategy 2: Nurture the acceptance of diversity and inclusion through continuous learning efforts

Action items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 4: Strengthen programs to increase employee engagement to support and promote agency-wide diversity and inclusion

Strategy 1: Update the Chairman's Diversity Advisory Councils (CDACs)

Action items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 4: Strengthen programs to increase employee engagement to support and promote agency-wide diversity and inclusion

Strategy 2: Consider enhancements to existing diversity and inclusion programs by revitalizing and implementing FDIC Employee Affinity Groups and Employee Resource Groups

Action Items:


Workplace Inclusion

Goal 2: The FDIC will cultivate a culture that encourages collaboration, flexibility, and fairness to enable individuals to contribute to their full potential and improve retention.

Objective 4: Strengthen programs to increase employee engagement to support and promote agency-wide diversity and inclusion

Strategy 3: Recognize the differing priorities and needs of employees in maintaining healthy career/work life integration

Action Items:


Sustainability

Goal 3: The FDIC will develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.

Objective 1: Improve diversity and inclusion analytics and reporting

Strategy: Make diversity and inclusion reporting more actionable through improvements in data collection, presentation, and reporting frequency

Action Items:


Sustainability

Goal 3: The FDIC will develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.

Objective 2: Demonstrate continuous leadership commitment to diversity and inclusion

Strategy 1: Tie diversity and inclusion to FDIC business success

Action Items:


Sustainability

Goal 3: The FDIC will develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.

Objective 2: Demonstrate continuous leadership commitment to diversity and inclusion

Strategy 2: Create opportunities for executives to clearly demonstrate commitment to and participate in diversity and inclusion programs, activities, and events

Action Items:


Sustainability

Goal 3: The FDIC will develop structures and strategies to equip leaders with the ability to manage diversity, be accountable, measure results, refine approaches on the basis of such data, and institutionalize a culture of inclusion.

Objective 3: Demonstrate FDIC's commitment to diversity and inclusion to its employees and the public.

Strategy: Expand the FDIC's Awards Program to recognize and reward outstanding leadership in diversity and inclusion efforts

Action Items: