Corporate Definition of Diversity
"Diversity is about
who we are as individuals, both differences and similarities. The
Corporation recognizes that its strength comes from the dedication,
experience, and diversity of its employees
and believes that, given the opportunity, each employee can make
a difference. The FDIC is committed to promoting and supporting
an inclusive environment that provides to all employees, individually
and collectively, the chance to work to their full potential in
the pursuit of the Corporation's mission."
Diversity Vision Statement
The FDIC is recognized as a preferred employer by the public. Its
employees respect each other and work cooperatively and effectively
with one another in achieving the Corporation's mission.
Diversity Mission Statement
The FDIC achieves its mission by creating an inclusive work environment
that recognizes and appreciates all employees' perspectives and
talents, allows employees opportunities to reach their highest potential,
and attracts and retains the most talented employees.
The FDIC Diversity Steering Committee established four working
groups to research and develop the FDIC Diversity Strategic Plan
(the "Plan"). Each group had a single strategic area on which
to focus: Leadership Behaviors, Recruitment and Selection, Education
and Communication, and Career Development.
The Leadership Behaviors Working Group's mission was to identify
leadership behaviors that support a corporate culture that encourages
and values diversity. Six of the twelve FDIC Success Factors were
identified as key to the corporation's diversity efforts. These
factors are: 1) communicate effectively, 2) provide vision and direction,
3) show respect and concern for others, 4) demonstrate and promote
teamwork, 5) develop others, and 6) demonstrate initiative, responsibility
The Recruitment and Selection Working Group's mission was to establish
a strategy for the FDIC to consistently recruit and select, both
internally and externally, from diverse pools, the best-qualified
candidates for all positions.
The Education and Communication Working Group's mission was to
establish an education and communication strategy and mechanism
to promote the FDIC's diversity goals. This working group understood
that providing a consistent message to all employees and reinforcing
that message is necessary to facilitate a cultural change.
The Career Development Group's mission was to develop a strategy
to retain, develop, and motivate a diverse workforce. This working
group addressed developmental opportunities and retention issues
that included work life and benefits issues. The working group understood
that individualized developmental practices, flexible workplace
policies, and comprehensive benefits packages are important in developing,
motivating, and retaining a diverse workforce.
A fifth working group, the Affirmative Action Working Group, was
established to develop affirmative action policies for employment
and procurement that are consistent with Federal, legal, and statutory
guidelines and corporate diversity objectives. The Affirmative Employment
and Procurement Policies are separate documents from the FDIC Diversity
Strategic Plan. Affirmative action plans are mechanisms designed
to identify and analyze, on a regular basis, areas of imbalance
in workforces or contracting services. They are tools for ensuring
that all qualified individuals and entities have equal opportunity
to compete based on ability and merit.
The Vision Statement, Mission, and Goals included in the FDIC
Diversity Strategic Plan are results oriented and reflect the FDIC
that we expect to result from the adoption and implementation of
the strategies and initiatives included in the Plan. The FDIC will
develop performance measures to monitor its success in achieving
the diversity mission and goals. This Plan is the first step toward
achieving our vision. The Corporation is committed to accomplishing
the goals and strategies included in the Plan. The actions detailed
in the Plan are based on our assessment of the current corporate
culture and the research conducted by our working groups. As we
gather more data and evaluate our performance toward achieving our
diversity goals, we may add to and change the action steps. Our
commitment to achieving the goals and strategies will not change.
Every FDIC employee is ultimately responsible for the success
of the diversity plan. Respect and cooperation are FDIC corporate
values. Every employee's contribution is necessary to achieve an
atmosphere of respect and cooperation. The FDIC Diversity Strategic
Plan reinforces our corporate values and supports employees in achieving
The working groups identified the corporate divisions and offices
and, in some cases, positions responsible for implementing specific
strategies included in the Plan. This information, while not included
in the Plan, will be used by the FDIC Diversity Steering Committee
as it moves toward implementation.
FDIC management is responsible for negotiating workplace conditions
and benefits with the National Treasury Employees Union (NTEU).
Each working group included a NTEU representative who participated
equally in researching and developing the strategies. Implementation
of many of the strategies, however, remains subject to negotiation
with the NTEU.
The FDIC Diversity Steering Committee and all working groups acknowledge
that without the cooperation and commitment of every Corporation
employee this plan will not be successful. We solicited comments
and concerns of the FDIC workforce through the Diversity Web Page
on diversity issues and, specifically, on the Draft FDIC Diversity
Strategic Plan. The working groups and the FDIC Diversity Steering
Committee considered all of the comments and suggestions received.
Employee contributions were invaluable to the completion of the
final product. Based on these comments, the working groups' strategies
and goals were combined as appropriate and categorized in the final
plan under the following six areas:
Building Commitment and Developing Awareness,
Enhancing the Corporate Recruiting Program,
Creating Developmental Opportunities,
Enhancing the Internal and External Selection Process,
Addressing Benefits and Workplace Issues, and
Monitoring Progress and Establishing Accountability.