Contractor's Diversity Profile

OMB No. 3133-0196

National Credit Union Administration

Contractors Diversity Profile

Diversity Strategy
1. How many employees does your company have (excluding 1099 employees) across all sites?
What percentage of your total employees is made up of women? Minorities1?
2. Please describe your process for assessing the representation of minorities and women in your
workforce.
3. Does your organization have a strategy in place to seek diversity within your workforce by
including women and minorities in recruiting efforts? (Yes, No, Not applicable). If so, please
describe.
4. Has your organization identified obstacles / challenges to the inclusion of minorities and women
in its workforce? Have you established a plan of action to overcome / reduce such obstacles? If
so, please describe.
5. Please provide any information your organization believes would demonstrate its good faith effort
to ensure that women and minorities have appropriate opportunities to enter and advance within
the organization’s workforce.

Diversity Policies
1. Does your organization have a diversity and/or EEO policy statement concerning inclusion of
minorities and women in the workforce? (Yes, No, Not applicable). If not applicable, please
explain.
2. Does your organization conduct or provide periodic training for your employees that focuses on
the value of racial, ethnic and gender diversity in the workforce? (Yes, No, Not applicable). If
not applicable, please explain.
3. Please explain your responses above. If possible, describe and/or attach supporting
documentation.

Recruitment
1. Describe steps taken by your organization to recruit minorities and women in your workforce.
a. Does your organization solicit new employees through advertisements in media or
professional service or trade association publications focused on issues important to
minorities and women?
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The term “minority” has the same meaning as in section 1204(c) of the Financial Institutions Reform, Recovery,
and Enforcement Act of 1989 (12 U.S.C. 1811 note), which means any Black American, Native American, Hispanic
American, or Asian American.

b. Does your organization include a statement in its employment applications, job
advertisements or other solicitations indicating that your organization will consider
applicants for employment without consideration of minority status or gender? (Yes, No,
Not applicable). If not applicable, please explain.
c. Does your organization use staffing agencies that actively seek qualified women and
minority applicants? (Yes, No, Not applicable). If not applicable, please explain.
d. Has your organization recruited at historically black colleges and universities, Hispanicserving institutions, women’s colleges, and/or trade schools, vocational groups,
community colleges, or colleges that typically serve minority populations? (Yes, No, Not
applicable). If not applicable, please explain.
e. Does your organization attend or recruit at job fairs sponsored by, organized by, or
affiliated with minority and female professional associations? (Yes, No, Not applicable).
If not applicable, please explain.
f.

Does your organization attend or recruit at job fairs in urban communities? (Yes, No,
Not applicable). If not applicable, please explain.

g. Does your organization partner with inner-city high schools, girls’ high schools, and high
schools with large minority populations to establish or enhance financial literacy
programs and provide mentoring? (Yes, No, Not applicable). If not applicable, please
explain.

Succession Planning
1. Does your organization have a succession plan and/or professional development plan in place to
identify and develop women and minorities at all levels of the organization? If yes, describe and /
or attach supporting information.

Outreach
1. Does your organization have an external communication plan (brochures, newsletter, or
advertisements) concerning the inclusion of minorities and/or women in your workforce? (Yes,
No, Not applicable). If not applicable, please explain.
2. Does your organization partner with or support organizations or charities that, in turn, support
developing minorities and women? (Yes, No, Not applicable). If not applicable, please explain.
3. If yes, to any of the above, please describe and / or attach supporting documentation.

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Supplier – Subcontractor Diversity
1. Does your organization take steps to ensure participation of suppliers and/or subcontractors with
diverse workforces? (Yes, No, Not applicable). If not applicable, please explain.
2. Does your company solicit the interest of certified minority- and women-owned suppliers who
have the capability to perform work under your contracts? (Yes, No, Not applicable). If not
applicable, please explain.
3. If yes, to any of the above, please describe and/or attach supporting documentation.

Paperwork Reduction Act (PRA) Statement: According to the Paperwork Reduction Act of 1995, no persons are required to respond to a collection of information unless it
displays a valid OMB control number. The time required to complete this information collection is estimated to average 45 minutes per response, including the time to
review instructions, search existing data resources, gathering and maintaining the data needed, and completing and reviewing the collection of information. If you have
comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, send comments to: NCUA
OCIO/PRA, National Credit Union Administration, 1775 Duke Street, Alexandria, Virginia 22314.

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