Chairman’s EEO Policy Statement

When I joined the FDIC two years ago, I affirmed my commitment to a workforce that is diverse and inclusive, reflecting the communities we serve, and respecting the value and contributions of all employees. Since then, we have steadily increased diversity across the organization, but the journey to truly eliminate inequality continues.

I welcome this opportunity to reaffirm my commitment to the principles of equal opportunity, non-discrimination, diversity and inclusion (D&I), and equal access for all individuals across all our activities. The FDIC will continue its work to uphold equal opportunity for all employees and applicants for employment regardless of race, religion, color, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age, and genetic information.

This commitment will be reflected in all of the FDIC’s personnel and employment programs, management practices, and decisions, including our recruitment and hiring; promotions, transfers, and reassignments; training and career development; benefits; and more. We will provide reasonable accommodations to employees and applicants with disabilities, and for religious observances and practices, to ensure a fair and level playing field for all. The FDIC does not tolerate discrimination, harassment (including sexual harassment), or retaliation, and every allegation of these unlawful behaviors is taken seriously. FDIC managers and supervisors must address harassment allegations immediately and appropriately.

Employees should avail themselves of the resources available, including the EEO complaint process, if they are being treated unfairly. Retaliation against individuals for their participation in the EEO complaint process or opposition to discriminatory practices is prohibited.

Earlier this year, I announced a number of specific initiatives we have undertaken to increase diversity in our workforce and our leadership, to create a culture of excellence that supports and sustains high performance, to educate all employees on the importance of D&I, and to identify and eliminate barriers to successfully meeting our strategic D&I objectives. This work will continue and as we cultivate an FDIC that is accessible, inclusive, and diverse—that treats everyone with dignity and respect and embraces our differences.

For more information on the FDIC’s Equal Opportunity Policy and the Anti-Harassment Program, I encourage you to read Circular 2710.1 and Circular 2710.03. Bargaining unit employees may wish to review the grievance procedures included in the FDIC-NTEU Collective Bargaining Agreement related to equal employment opportunity.

Jelena McWilliams
Chairman