Joint Standards for Assessing the Diversity Policies and Practices

Section 342(b)(2)(C) of the Dodd-Frank Wall Street Reform and Consumer Protection Act

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OMB No. 3170-0060
Exp Date: 02/28/2019

Voluntary Diversity Self-Assessment of
Financial Institutions Regulated by the
Bureau of Consumer Financial Protection

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DIVERSIT Y SELF-ASSESSMENT

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Organization information
The Bureau of Consumer Financial Protection (Bureau) provides this self-assessment instrument in support of the Interagency Policy
Statement Establishing Joint Standards for Assessing Diversity Policies and Practices of Regulated Entities dated June 10, 2015.
Pursuant to the Policy Statement, a self-assessment is voluntary. However, financial institutions conducting self-assessments of
their diversity policies and practices against the Standards contained in the Policy Statement may use this instrument or their own
assessment tool.

Please provide
information about
your organization.

NAME OF ENTITY

STREET

Please list
diversity and
inclusion officer
or equivalent:

CITY

STATE

PERIOD COVERED BY ASSESSMENT

DATE SUBMITTED

FULL NAME OF POINT OF CONTACT FOR ENTITY

POSITION TITLE

WORK PHONE

ZIP CODE

EMAIL

FAX NUMBER

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Organization information cont.
Please list
the supplier
diversity and
inclusion officer
or equivalent
(if different from
D&I Officer):

FULL NAME OF POINT OF CONTACT FOR ENTITY

WORK PHONE

POSITION TITLE

EMAIL

FAX NUMBER

Please list your
company’s
diversity and
inclusion website
URL:

COMPANY’S WEBSITE OR URL

Please briefly include a description of the Financial Institution Covered by this Assessment
(e.g., governance structure, workforce size, total assets, geographic location(s), and
community characteristics).

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DIVERSIT Y SELF-ASSESSMENT

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Organizational Commitment to Diversity and Inclusion
The leadership of an organization with successful diversity policies and practices demonstrates its commitment to diversity and
inclusion. Leadership comes from the governing body, such as a board of directors, as well as senior officials and those managing the
organization on a day-to-day basis. These Standards inform how an entity promotes diversity and inclusion in both employment and
contracting and how it fosters a corporate culture that embraces diversity and inclusion.

POLIC Y & PR AC TICES STANDARDSL]]

In a manner reflective of the individual entity’s size and other
characteristics:

YES.

NO.

Activities that Support
Program Success or
Program Challenges .

The entity includes diversity and inclusion considerations
in both employment and contracting as an important part
of its strategic plan for recruiting and hiring, as well as for
promotion and retention.
The entity has a diversity and inclusion policy that is
approved and supported by senior leadership, including
senior management and the board of directors.
The entity provides regular progress reports to the board
and senior management.
The entity regularly conducts training and provides
educational opportunities on equal employment
opportunity and on diversity and inclusion.
The entity has a senior-level official, preferably with
knowledge of and experience in diversity and inclusion
policies and practices, who oversees and directs the entity’s
diversity and inclusion efforts.
The entity takes proactive steps to promote a diverse
pool of candidates, including women and minorities, in its
recruiting, hiring, promotion, and retention efforts, as well
as in its selection of board members, senior management,
and other senior leadership positions.

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DIVERSIT Y SELF-ASSESSMENT

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Workforce Profile and Employment Practices
Many entities promote the fair inclusion of minorities and women in their workforce by publicizing employment opportunities,
creating relationships with minority and women professional organizations and educational institutions, creating a culture that values
the contribution of all employees, and encouraging a focus on these objectives when evaluating the performance of managers.
Entities with successful diversity and inclusion programs also regularly evaluate their programs and identify areas to be improved.

POLIC Y & PR AC TICES STANDARDSL]]

YES.

NO.

Activities that Support Program
Success or Program Challenges

YES.

NO.

Activities that Support Program
Success or Program Challenges

In a manner reflective of the individual entity’s
size and other characteristics:
The entity implements policies and practices
related to workforce diversity and inclusion
in a manner that complies with all applicable
laws.
The entity ensures equal employment
opportunities for all employees and applicants
for employment and does not engage in
unlawful employment discrimination based on
gender, race, or ethnicity.
POLIC Y & PR AC TICES STANDARDSL]]

The entity has policies and practices that create
diverse applicant pools for both internal and
external opportunities that may include:
Outreach to minority and women
organizations.
Outreach to educational institutions serving
significant minority and women student
populations.
Participation in conferences, workshops, and
other events to attract minorities and women
and to inform them of employment and
promotion opportunities.

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Workforce Profile and Employment Practice cont.
POLIC Y & PR AC TICES STANDARDSL]]

In a manner reflective of the individual
entity’s size and other characteristics:

YES.

NO.

Activities that Support Program
Success or Program Challenges

The entity utilizes both quantitative and
qualitative measurements to assess
its workforce diversity and inclusion
efforts. These efforts may be reflected,
for example, in applicant tracking, hiring,
promotions, separations (voluntary and
involuntary), career development, and
retention across all levels and occupations
of the entity, including the executive and
managerial ranks.
The entity holds management at all levels
accountable for diversity and inclusion
efforts, for example, by ensuring that such
efforts align with business strategies and
individual performance plans.

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DIVERSIT Y SELF-ASSESSMENT

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Procurement and Business Practices—Supplier Diversity
Companies increasingly understand the competitive advantage of having a broad selection of available suppliers to choose from
with respect to factors such as price, quality, attention to detail, and future relationship-building. A number of entities have achieved
success at expanding available business options by increasing outreach to minority-owned and women-owned businesses. As in the
employment context, entities often use metrics to identify the baseline of how much they spend procuring and contracting for goods
and services, how much they spend with minority-owned and women-owned businesses, and the availability of relevant minorityowned and women-owned businesses, as well as changes over time. Similarly, entities may use outreach to inform minority-owned
and women-owned businesses (and affinity groups representing these constituencies) of these opportunities and of the procurement
process. In addition, entities’ prime contractors often use subcontractors to fulfill the obligations of various contracts. The use of
minority-owned and women-owned businesses as subcontractors provides valuable opportunities for both the minority-owned
and women-owned businesses and the prime contractor. Entities may encourage the use of minority-owned and women-owned
subcontractors by incorporating this objective into their business contracts.

POLIC Y & PR AC TICES STANDARDS

In a manner reflective of the individual entity’s size
and other characteristics:

YES.

NO.

Activities that Support Program
Success or Program Challenges.

The entity has a supplier diversity policy that
provides for a fair opportunity for minority-owned
and women-owned businesses to compete for
procurement of business goods and services. This
includes contracts of all types, including contracts
for the issuance or guarantee of any debt, equity,
or security, the sale of assets, the management
of the entity’s assets, and the development of the
entity’s equity investments.

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POLIC Y & PR AC TICES STANDARDSL]]

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YES.

NO.

Activities that Support Program
Success or Program Challenges

YES.

NO.

Activities that Support Program
Success or Program Challenges

The entity has methods to evaluate its supplier
diversity, which may include metrics and analytics
related to:
Annual procurement spending.

Percentage of contract dollars awarded to
minority-owned and women-owned businesses by
race, ethnicity, and gender.
Percentage of contracts with minority-owned and
women-owned business subcontractors.

POLIC Y & PR AC TICES STANDARDSL]]

The entity has practices to promote a diverse
supplier pool, which may include:
Outreach to minority-owned and women-owned
contractors and representative organizations.
Participation in conferences, workshops,
and other events to attract minority-owned
and women-owned firms and inform them of
contracting opportunities.
An ongoing process to publicize its procurement
opportunities.

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Practices to Promote Transparency of Organizational Diversity and Inclusion
Transparency and publicity are important aspects of assessing diversity policies and practices. Greater awareness and transparency
give the public information to assess those policies and practices. Entities publicize information about their diversity and inclusion
efforts through normal business methods, which include displaying information on their websites, in their promotional materials, and
in their annual reports to shareholders, if applicable. By making public an entity’s commitment to diversity and inclusion, its plans
for achieving diversity and inclusion, and the metrics it uses to measure success in both workplace and supplier diversity, an entity
informs a broad constituency of investors, employees, potential employees, suppliers, customers, and the general community about
its efforts. The publication of this information can make new markets accessible for minorities and women and illustrate the progress
made toward an important business goal.

POLIC Y & PR AC TICES STANDARDSL]]

In a manner reflective of the individual entity’s
size and other characteristics, the entity is
transparent with respect to its diversity and
inclusion activities by making the following
information available to the public annually
through its website or other appropriate
communication methods.

YES.

NO.

Activities that Support Program
Success or Program Challenges

The entity publicizes its diversity and inclusion
strategic plan.

The entity publicizes its policy on its
commitment to diversity and inclusion.
The entity is transparent about its progress
toward achieving diversity and inclusion in its
workforce and procurement activities, which
may include the entity’s current workforce and
supplier demographic profiles.

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Practices to Promote Transparency of Organizational Diversity and Inclusion cont.
POLIC Y & PR AC TICES STANDARDSL]]

The entity publicizes its opportunities to
promote diversity, which may include:

YES.

NO.

Activities that Support Program
Success or Program Challenges

Current employment and procurement
opportunities.
Forecasts of potential employment and
procurement opportunities.
The availability and use of mentorship and
developmental programs for employees and
contractors.

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Entities’ Self-Assessment
Entities that have successful diversity policies and practices allocate time and resources to monitoring and evaluating performance
under their diversity policies and practices on an ongoing basis. Entities are strongly encouraged to disclose their diversity policies
and practices, as well as information related to their assessments, to the Bureau and the public.

POLIC Y & PR AC TICES STANDARDSL]]

In a manner reflective of the individual entity’s
size and other characteristics:

YES.

NO.

Activities that Support Program
Success or Program Challenges

The entity conducts an assessment of its
diversity policies and practices annually.
The entity monitors and evaluates its
performance under its diversity policies and
practices on an ongoing basis.
The entity publishes information pertaining
to its assessment of its diversity policies
and practices.

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Diversity Data

WORKFORCE PROFILE

What are the numbers and percentages of women
and minorities in the entity’s total workforce for the
period covered by this assessment?

What are the numbers and percentages of women
and minorities in the entity’s Executive/Senior Level
Officials and Managers job category for the period
covered by this assessment?

What are the numbers and percentages of women
and minorities of the entity’s Board of Directors for
the period covered by this assessment?

TOTAL
WORKFORCE

TOTAL EXECUTIVE/
SENIOR LEVEL
OFFICIALS AND
MANAGERS

TOTAL BOARD
MEMBERS

NUMBER OF
WOMEN

NUMBER OF
MINORITIES

PERCENT OF
WOMEN

PERCENT OF
MINORITIES

NUMBER OF
WOMEN

NUMBER OF
MINORITIES

PERCENT OF
WOMEN

PERCENT OF
MINORITIES

NUMBER OF
WOMEN

NUMBER OF
MINORITIES

PERCENT OF
WOMEN

PERCENT OF
MINORITIES

NUMBER OF
WOMENOWNED SPEND

NUMBER OF
MINORITYOWNED SPEND

PERCENTOF
WOMENOWNED SPEND

PERCENT OF
MINORITYOWNED SPEND

PROCUREMENT - SUPPLIER DIVERSIT Y

What is the entity’s total annual procurement
spend for the period covered by this assessment
with women- and minority-owned businesses
compared with the total procurement spend with
all vendors and suppliers?

TOTAL SPEND

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Aditional information
Other information or comments the entity deems important regarding its assessment of its diversity policies and practices:

Use of Information at the Bureau of Consumer Financial Protection
The Bureau may use information submitted by the entity to monitor progress and trends in the financial services
industry with regard to diversity and inclusion in employment and contracting activities and to identify and
highlight those policies and practices that have been successful. The Bureau will continue to reach out to
entities, other federal financial regulators, and other interested parties to discuss diversity and inclusion in the
financial services industry and share leading practices. The Bureau may also publish information disclosed
by the entity, such as any identified leading practices, in any form that does not identify a particular entity or
individual or disclose confidential business information.

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Privacy Act Statement
552a(e)(3)
The information that you provide may be used by the Bureau of Consumer Financial Protection (Bureau)
to monitor progress and trends in the financial services industry with regard to diversity and inclusion in
employment and contracting activities and to identify and highlight those policies and practices that have
been successful.
The Bureau may publish information disclosed by the entity, such as any identified leading practices, in any form
that does not identify a particular entity or individual or disclose confidential business.
Identifying information is collected to monitor progress and trends in the financial services industry with regard
to diversity and inclusion in employment and contracting activities and to identify and highlight those policies
and practices that have been successful. Identifying information may be used by and disclosed to employees,
contractors, agents, and others authorized by the Bureau to receive this information to assist in related activities.
Information collected will be treated in accordance with the System of Records Notice (“SORN”), CFPB.0013
External Contact Database, https://www.consumerfinance.gov/privacy/system-records-notices/e
xternal-contact-database/
The collection of this information is authorized by Public Law 111–203, Title III, Sub-Title D, §342(c), July 21,
2010, 124 Stat. 1541, and 12 U.S.C. 5452(b). You are not required to submit this information or provide any
identifying information.

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