Form FR 2100 FR 2100 Diversity Self-Assessment Template for the Federal Reser

DIVERSITY SELF-ASSESSMENT TEMPLATE
for the Federal Reserve Board Regulated Entities

OMB No. 7100-0368 Approval
Expires August 31, 2023
Page 1 of 8

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

The Board of Governors Federal Reserve System provides this self-assessment template to institutions regulated by the Federal Reserve Board (FRB)
in support of the Interagency Policy Statement Establishing Joint Standards
for Assessing the Diversity Policies and Practices of Entities Regulated by
the Agencies dated June 10, 2015. Pursuant to the Statement of Policy, a
self-assessment by an institution is voluntary.

Please provide the following
information and submit via email to:

[email protected]

An institution may utilize this template or its own assessment tool when conducting a self-assessment of the
diversity policies and practices using the standards contained in the Statement of Policy. Prior to completing the
self-assessment, click the Detailed Standards for more information.
Use of Information by the Federal Reserve Board
The FRB may use information submitted by the institution to monitor progress and trends in the financial services industry
regarding diversity and inclusion in employment and contracting activities, and to identify and highlight those policies and
practices that have been successful. The FRB may also publish information disclosed by the institution, such as leading
practices, in any form that does not identify a specific institution or individual or disclose confidential business information.
If an institution submits confidential commercial information that is both customarily and actually treated as private by the
institution, the institution should separately designate such information as “confidential commercial information” as
appropriate, and the FRB will treat as confidential the information that is designated by the institution as “confidential
commercial information” to the extent permitted by law, including the Freedom of Information Act, 5 U.S.C. § 552.
Assessment Period From:

To:
MM/YYYY

MM/YYYY

Submitted:
Organization Name

Address

MM/DD/YYYY

State

City

Diversity and Inclusion Officer or Equivalent

Supplier Diversity Officer or Equivalent

Name

Name

Title

Title

Email Address

Email Address

Phone Number (10 digits including area code)

Phone Number (10 digits including area code)

Zip Code (5 digits)

Diversity and Inclusion Website:
Brief description of the institution covered by this assessment (e.g., governance structure, workforce size, total assets, geographic
location, and community characteristics):

PAPERWORK REDUCTION ACT NOTICE
This questionnaire is authorized by law (12 U.S.C. § 5442) and is voluntary. Public reporting burden for this questionnaire is estimated to average 8 hours per response. Send
comments regarding this burden estimate or any other aspect of this information collection, including suggestions for reducing this burden, to Secretary, Board of Governors of
the Federal Reserve System, 20th and C Streets, N.W., Washington, DC 20551; and to the Office of Management and Budget, Paperwork Reduction Project (7100-0368),
Washington, DC 20503.
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DIVERSITY SELF-ASSESSMENT TEMPLATE
PART I. Assessment of the Institution’s Diversity Policies and Practices

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1. Institution’s Commitment to Diversity and Inclusion
Informs how an institution promotes diversity and inclusion in both employment and contracting, and how it fosters a corporate culture that embraces diversity and inclusion.
[In a manner reflective of the individual institution’s size and other characteristics,]
STANDARDS

YES

NO

PROGRAM SUCCESSES AND / OR CHALLENGES

1.1. The institution includes diversity and inclusion considerations in both
employment and contracting as an important part of its strategic plan for
recruiting, hiring, retention, and promotion.

1.2. The institution has a diversity and inclusion policy that is approved and
supported by senior leadership, including senior management
and the Board of Directors.

1.3. The institution provides regular progress reports to the Board and
senior management.

1.4. The institution regularly conducts training and provides educational
opportunities on equal employment opportunity and on diversity
and inclusion.

1.5. The institution has a senior level official, preferably with knowledge of
and experience in diversity and inclusion policies and practices, who
oversees and directs the institution’s diversity and inclusion efforts.

1.6. The institution takes proactive steps to promote a diverse pool of
candidates, including women and minorities, in its hiring, recruiting,
retention, and promotion, as well as in its selection of board members,
senior management, and other senior leadership positions.

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2. Workforce Profile and Employment Practices
Promotes 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.
[In a manner reflective of the individual institution’s size and other characteristics,]
STANDARDS

YES

NO

PROGRAM SUCCESSES AND / OR CHALLENGES

2.1. The institution implements policies and practices related to workforce
diversity and inclusion in a manner that complies with all applicable laws.

2.2. The institution 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.
2.3. The institution has policies and practices that create diverse applicant
pools for both internal and external opportunities that may include:
a. Outreach to minority and women organizations;
b. Outreach to educational institutions serving significant minority and
women student populations and;

c. Participation in conferences, workshops, and other events to attract
minorities and women and to inform them of employment and
promotion opportunities.
2.4. The institution 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 institution, including
the executive and managerial ranks.

2.5. The institution 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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3. Procurement and Business Practices–Supplier Diversity
Understands 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.
[In a manner reflective of the individual institution’s size and other characteristics,]
STANDARDS

YES

NO

PROGRAM SUCCESSES AND / OR CHALLENGES

3.1. The institution 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 institution’s assets, and the development of the institution’s
equity investments.
3.2. The institution has methods to evaluate its supplier diversity, which may
include metrics and analytics related to:
a. Annual procurement spending;
b. Percentage of contract dollars awarded to minority-owned and
women-owned businesses by race, ethnicity, and gender and;

c. Percentage of contracts with minority-owned and women-owned
business subcontractors.

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

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

YES

NO

PROGRAM SUCCESSES AND / OR CHALLENGES

4.1. The institution publicizes its diversity and inclusion strategic plan.

4.2. The institution publicizes its policy on its commitment to diversity
and inclusion.

4.3. The institution is transparent about its progress toward achieving diversity
and inclusion in its workforce and procurement activities, which may include
the institution’s current workforce and supplier demographic profiles.

4.4. The institution publicizes its opportunities to promote diversity, which
may include:
a. Current employment and procurement opportunities;

b. Forecasts of potential employment and procurement opportunities and;

c. The availability and use of mentorship and developmental programs
for employees and contractors.

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5. Institution’s Self-Assessment
Institutions 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. Institutions are encouraged to disclose their diversity policies and practices, as well as information related to their assessments,
to the Federal Reserve Board and the public.
[In a manner reflective of the individual institution’s size and other characteristics,]
STANDARDS

DESCRIBE THE INSTITUTION'S PRACTICES DURING THE ASSESSMENT FOR EACH
STANDARD AND HIGHLIGHT PROGRAM SUCCESSES AND/OR CHALLENGES.

5.1. The institution conducts an assessment of its diversity policies and
practices annually.

5.2. The institution monitors and evaluates its performance under its diversity
policies and practices on an ongoing basis.

5.3. The institution publishes information pertaining to its assessment of its
diversity policies and practices.

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DIVERSITY SELF-ASSESSMENT TEMPLATE
PART II. Diversity Data

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Workforce Profile and Employment Practices
Total
Number
Total workforce percentage of the institution comprised of women and minorities:

Women
%

Minorities
%

%

%

%

%

%

Number of Executive/Senior Level Officials and Managers job category as shown in
its most recent EEO-1 Report:
Percentage of Executive/Senior Level Officials and Managers job category as shown
in its most recent EEO-1 Report:
Total number on Board of Directors:
Total percentage on the Board of Directors:

Procurement–Supplier Diversity
WomenOwned
Spending

TotalSpending
Most recent total amount of annual spending compared with the total spending with
all vendors and suppliers:
Total Percentage compared to all vendors and suppliers:

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$

MinorityOwned
Spending

$

$
%

%

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DIVERSITY SELF-ASSESSMENT TEMPLATE
PART III. Other Information or Comments

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Provide any other information or comments regarding the self-assessment of its diversity and inclusion policies and
practices.

DETAILED STANDARDS
Institution’s Committment to Diversity and Inclusion
The leadership of an institution 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
institution on a day-to-day basis. These Standards inform how an institution promotes diversity and inclusion in both employment and
contracting and how it fosters a corporate culture that embraces diversity and inclusion.
Workforce Profile and Employment Practices
Many institutions 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. Institutions with successful
diversity and inclusion programs also regularly evaluate their programs and identify areas to be improved.
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 institutions have achieved success at
expanding available business options by increasing outreach to minority-owned and women-owned businesses. As in the employment
context, institutions 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 minority-owned and women-owned
businesses, as well as changes over time. Similarly, institutions 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, institutions’ 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.
Institutions may encourage the use of minority-owned and women-owned subcontractors by incorporating this objective in their business
contracts.
Practice to Promote Transparency of Institution’s 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. Institutions 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 institution’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 institution 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.
Entities’ Self-Assessment
Institutions 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. Institutions are encouraged to disclose their diversity policies and practices, as well
as information related to their assessments, to the Federal Reserve Board and
the public.

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