Life Cycle Accounts help employees
to address work/life balances by reimbursing expenses that are important to individuals at different life stages.
The Public Transit Subsidy program provides employees with the costs
of using public transportation for home-to-work travel, up to the Internal Revenue's tax-free limit.
The LifeWorks program offers a one-stop resource for consultation, information, direction and personalized referrals to employees in balancing the demands of work with those of their personal lives.
The Chairman's Diversity Advisory Councils advise the FDIC Chairman, through the Director of the Office of Minority and Women Inclusion, on diversity issues and concerns.
A Diversity Web site allows employees to ask questions or provide comments on diversity issues. Diversity Dialogue Groups enhance individual awareness and under- standing of workforce diversity, and promote individual learning and change.
Monitoring Progress and Establishing Accountability
Through their Performance Management Plans, executives, managers and supervisors are encouraged to promote and support a work environment in which all employees feel valued, respected and included. The diversity-related per- formance expectations for this group were expanded to include specific examples of behavior that managers can use to improve performance in this area.
An Organizational Assessment Survey obtained employee opinions about the FDIC's work environment and culture. The Diversity Strategic Plan provides for periodic progress reports on diversity initiatives. The Diversity Annual Performance Report is shared with all employees.
These are just a few of the innovative ways the FDIC is working to become a premier employer of choice.