Form FDIC 2710/05 FDIC 2710/05 Diversity Self-Assessment of Financial Institutions Regu

OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS

ESTIMATED REPORTING BURDEN
Public reporting burden for this collection is estimated to average eight (8) hours per response, including the time for reviewing
instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection
of information.
The reporting burden is decreased to three (3) hours per response for repeat filers using the copy/clone functionality. Send comments
regarding the burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to
Paperwork Reduction Act, Legal Division, FDIC, 550 17th Street NW, Washington, D.C. 20429; and to the Office of Management and
Budget, Paperwork Reduction Act Project (3064-0200), Washington, D.C. 20503. Respondents need not respond to this request for
information unless it displays a currently valid OMB Control Number. An agency may not conduct or sponsor, and a person is not
required to respond to, a collection of information unless it displays a currently valid OMB control number.

FDIC 2710/05 (7-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
The Federal Deposit Insurance Corporation (FDIC) 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-assessment of their
diversity policies and practices against the Standards contained in the Policy Statement may use this instrument or its own assessment
tool.
The FDIC may use information submitted by financial institutions to monitor progress and trends in the financial services industry with
regard to diversity and inclusion in employment and contracting activities. This information may also be used to highlight successful
policies and practices. The FDIC may publicize leading practices in any form that does not reveal the identity of any organization,
financial institution or individual, and does not disclose any confidential business information or trade secrets. The FDIC will treat the
information submitted as confidential to the extent permitted by law and will not disclose it unless required by law.
The FDIC will continue to reach out to financial organizations, financial institutions, other federal financial regulators, and other
interested parties to discuss diversity and inclusion in the financial services industry and share leading practices.
SECTION I - FINANCIAL INSTITUTION INFORMATION
Name of Financial Institution

CERT Number

Period Covered by the Assessment

Address

City

Diversity and Inclusion Officer or Equivalent:

Supplier Diversity Officer or Equivalent:

Name

Name

Title

Title

Email

Email

Telephone

Telephone

Fax

Fax

Does your financial institution have an outreach program?

Does your financial institution have a supplier diversity program?

Yes

No

Yes

State

Date Submitted
Zip Code

No

Diversity and Inclusion Website

Provide a brief description of the financial institution covered by this assessment (e.g., governance structure, workforce size, total
assets and community characteristics) below.

FDIC 2710/05 (7-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
SECTION II - ASSESSMENT OF THE FINANCIAL INSTITUTION'S DIVERSITY POLICIES AND PRACTICES
1. 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 a financial institution promotes diversity and inclusion in both
employment and contracting and how it fosters a corporate culture that embraces diversity and inclusion.

Standards

Yes

No

Activities that support Program Success or
Program Challenges

In a manner reflective of the individual financial institution's size and other characteristics,
1.1 The financial 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 financial 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 financial institution provides regular progress reports to the
board and senior management.

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

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

1.6 The financial 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.

FDIC 2710/05 (7-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
2. Workforce Profile and Employment Practices
Many financial 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. Financial institutions with successful diversity and inclusion programs also regularly evaluate their programs and identify
areas to be improved.

Standards

Yes

No

Activities that support Program Success or
Program Challenges

In a manner reflective of the individual financial institution's size and other characteristic,
2.1 The financial institution implements policies and practices related
to workforce diversity and inclusion in a manner that complies with all
applicable laws.

2.2 The financial 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 financial institution has policies and practices that create diverse applicant pools for both internal and external opportunities
that may include:
2.3(a) Outreach to minority and women organizations.

2.3(b) Outreach to educational institutions serving significant
minority and women student populations.

2.3(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 financial institution uses 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
financial institution, including the executive and managerial ranks.
2.5 The financial 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.

FDIC 2710/05 (7-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
3. 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 financial institutions have
achieved success at expanding available business options by increasing outreach to minority-owned and women-owned businesses.
As in the employment context, financial 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, financial 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, financial 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. Financial institutions may
encourage the use of minority-owned and women-owned subcontractors by incorporating this objective in their business contracts.

Standards

Yes

No

Activities that support Program Success or
Program Challenges

In a manner reflective of the individual financial institution's size and other characteristics.
3.1 The financial 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 financial institution’s assets, and the
development of the financial institution’s equity investments.
3.2 The financial institution has methods to evaluate its supplier diversity, which may include metrics and analytics related to:
3.2(a) Annual procurement spending.

3.2(b) Percentage of contract dollars awarded to minority-owned
and women-owned businesses by race, ethnicity, and gender.

3.2(c) Percentage of contracts with minority-owned and womenowned business subcontractors.

3.3 The financial institution has practices to promote a diverse supplier pool, which may include:
3.3(a) Outreach to minority-owned and women-owned
contractors and representative organizations.

3.3(b) Participation in conferences, workshops, and other events
to attract minority-owned and women-owned firms and inform
them of contracting opportunities.
3.3(c) An ongoing process to publicize its procurement
opportunities.

FDIC 2710/05 (7-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
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. Financial 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 a financial 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, a financial 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.
Standards

Yes

No

Activities that support Program Success or
Program Challenges

In a manner reflective of the individual financial institution's size and other characteristics, the financial institution 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.
4.1 The financial institution publicizes its diversity and inclusion
strategic plan.

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

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

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

4.4(b) Forecasts of potential employment and procurement
opportunities.

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

FDIC 2710/05 (7-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
5. Financial Institutions' Self Assessment
Financial 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. Financial institutions are encouraged to disclose their
diversity policies and practices, as well as information related to their assessments, to the FDIC and the public.
Standards

Yes

No

Activities that support Program Success or
Program Challenges

In a manner reflective of the individual financial institution's size and other characteristics,
5.1 The financial institution conducts an assessment of its diversity
policies and practices annually.

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

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

FDIC 2710/05 (7-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
SECTION III - DIVERSITY DATA
Demographic composition of your workforce. NOTE: Definitions for the race and ethnicity categories are provided in footnote.
WORKFORCE DIVERSITY
Hispanic or Latino
Male
What are the numbers and
percentages of women and
minorities in the financial
institution's total workforce
for the period covered by
this assessment?
What are the numbers and
percentages of women and
minorities in the financial
institution's Executive/
Senior Level Officials and
Managers job category for
the period covered by this
assessment?
What are the total numbers
and percentages of women
and minorities of the
financial institution's Board
of Directors for the period
covered by this
assessment?

Female

Males
White

Black

NHPI

Asian

Females
AIAN

2+
Races

White

Black

NHPI

Asian

AIAN

2+
Races

Total
Number

#

%

#

%

#

%

Definitions for race and ethnicity categories:
Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.
White (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
Black or African American - A person having origins in any of the black racial groups of Africa.
Native Hawaiian or Pacific Islander (NHPI) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
Asian - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan,
Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
Native American or Alaska Native (AIAN) - A person having origins in any of the original peoples of North and South America (including Central America), and who maintain
tribal affiliation or community attachment.
FDIC 2710/05 (6-21)

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OMB NUMBER: 3064-0200
EXPIRATION DATE: 01/31/2023

Federal Deposit Insurance Corporation

DIVERSITY SELF-ASSESSMENT OF
FDIC REGULATED FINANCIAL INSTITUTIONS
PROCUREMENT SUPPLIER DIVERSITY
What is the financial institution's total annual procurements with minority and women-owned businesses compared to the total
procurement spend with all vendors and suppliers for the period covered by this assessment?
Minority
Owned Spend

Woman
Owned Spend

Minority and Woman
Owned Spend

Total
Procurement Spend

Dollar Amount ($)
Number of Contracts (#)
SECTION IV - ADDITIONAL INFORMATION
Other information or comments the financial institution deems important regarding its assessment of its diversity policies and
practices:

FDIC 2710/05 (7-21)

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