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Message from the Chairman

February 2018
TO: All FDIC Employees
FROM: Chairman Gruenberg
SUBJECT: FDIC 2018-19 Diversity and Inclusion Strategic Plan

To All FDIC Employees,

I am pleased to share with you the FDIC’s 2018-19 Diversity and Inclusion Strategic Plan.

In 2012, we 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 following year, we committed to regularly reviewing and updating the plan to ensure that it remains current and relevant, and the plan has been updated annually.

Last year we had a number of key accomplishments. In particular, the FDIC:

I am also pleased to say that implementation of the 2017 Diversity and Inclusion Strategic Plan resulted in the FDIC continuing its progress in creating and maintaining a diverse workforce and inclusive work environment. This is evidenced by the fact that our inclusion score from the Federal Employee Viewpoint Survey increased to 72 percent in 2017, well above the federal government average of 60 percent. The FDIC also ranked in the top five mid-sized agencies in the category of Support for Diversity with a score of 73.6, up from 72.0 in 2016.

While our sustained success is certainly encouraging, we must always strive to improve. The 2018-19 Diversity and Inclusion Strategic Plan continues our efforts in this important area and includes numerous specific steps to further enhance diversity and inclusion at the FDIC.

The FDIC’s Diversity and Inclusion Executive Advisory Council (EAC) will continue to oversee the implementation of the plan and ensure that our commitment to diversity and inclusion remains an important priority. While this is a two-year plan, the EAC will review the plan at its midpoint to determine if any changes are necessary. I encourage all FDIC employees to take an active role in implementing the plan.

By valuing the unique talents, ideas, and experiences of all employees, we will foster inclusion and employee engagement and continue to serve the public at the highest level.

Martin J. Gruenberg


Vision and Definitions

Vision

Dedication to diversity and inclusion is embedded in the FDIC’s core values, which are integrated throughout the organization and work environment to help the FDIC continue 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 its strength comes from the dedication, experience, talents, and perspectives of every employee.  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 and maintaining a work culture and environment that recognizes, appreciates, and effectively utilizes the talents, skills, and perspectives of every employee in the achievement of the agency’s objectives and mission; connects each employee to the organization; and encourages collaboration, flexibility, and fairness.

Implementation

The strategies contained in this plan will be implemented in 2018 and 2019. The FDIC’s Diversity and Inclusion Executive Advisory Council will oversee the implementation of the plan to promote leadership engagement on diversity and inclusion issues. OMWI, as advisor to FDIC leadership on issues related to diversity and inclusion, will provide 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.


Goal 1: Workforce Diversity

The FDIC will recruit from a diverse, qualified group of potential applicants to secure and maintain a high-performing workforce drawn from all segments of U.S. society.

Strategy 1: Ensure the FDIC’s recruitment process reaches and appeals to a diverse and highly qualified pool of candidates.

Actions:

Strategy 2: Employ flexibilities and best practices that promote fair and consistent treatment and equal opportunity.

Actions:


Goal 2: Workplace Inclusion

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

Strategy 1: Continue to develop succession management and career path opportunities to retain the FDIC’s valued and diverse workforce.

Actions:

Strategy 2: Apply career management policies and practices consistently to ensure every eligible employee has an equal opportunity for career advancement.

Actions:

Strategy 3: Implement an ongoing communication strategy to reinforce the commitment of all employees to diversity and inclusion.

Actions:

Strategy 4: Nurture the acceptance of diversity and inclusion as a consistent part of the FDIC’s work environment through continuous learning efforts.

Actions:

Strategy 5: Strengthen programs to increase employee engagement to support and promote agency-wide diversity and inclusion efforts.

Actions:

Strategy 6: Support employee inclusion by recognizing the diverse priorities and needs of employees in maintaining healthy career/work-life integration.

Actions:


Goal 3: Sustainability

The FDIC will equip leaders with the ability to manage diversity, measure results, refine approaches on the basis of the results, and institutionalize a culture of inclusion.

Strategy 1: Tie diversity and inclusion to FDIC business success.

Actions:

Strategy 2: Make diversity and inclusion reporting more actionable through improvements in data collection, presentation and reporting frequency.

Actions:

Strategy 3: Create opportunities for executives to demonstrate commitment to and support of diversity and inclusion in the FDIC.

Actions:

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