The Office of Diversity and Inclusion
The Federal Reserve Bank of Cleveland continues to make strides in diversity and inclusion with the support of the Office of Diversity and Inclusion (ODI). ODI fosters an inclusive environment both inside and outside of the Bank through fulfilling its Office of Minority and Women Inclusion (OMWI) responsibilities, supporting Bankwide inclusion, and measuring and assessing our diversity and inclusion progress and how our current efforts align with our strategies. The Bank and ODI are dedicated to sustaining an environment in which diversity is valued and differences are strengths. Our plans and actions are designed to leverage the opportunities that diversity presents. We are working to create a richly collaborative environment that values diversity and inclusion and fosters employee engagement to establish the Bank as a premier organization in our communities. Additionally, as part of our bank responsibilities and the involvement in our communities, we value the diversity of our bank directors. Please visit the Board of Governors website for detailed information about the demographic characteristics of Reserve Bank main office and branch directors.
At the Federal Reserve Bank of Cleveland, we are dedicated to sustaining an environment in which diversity is valued and viewed as a strength, and our plans and actions are designed to leverage the opportunities that diversity presents. A focus on diversity and inclusion means that we, as an organization and as employees, appreciate and respect those individual, personal, and organizational attributes that we have in common along with those that make us unique. The Bank is committed to diversity and inclusion, and, in fact, inclusion is one of our core values.
Our diversity and inclusion efforts also involve data collection and analysis, including participating in regional and national benchmarking surveys, to measure inclusion progress toward our strategic business objectives. On a regular basis, we review processes and reporting to identify trends related to diversity in our daily processes such as talent acquisition, talent retention, and employee movement throughout the organization. When upward or downward trends are discovered, the Office of Diversity and Inclusion researches the causes and provides recommendations for actions to address them and bring about positive responses.
Our data and information are also used to benchmark our efforts against leading industry practices regarding executive involvement, talent development, employee benefits, supplier/subcontractor good faith efforts, and social responsibility, among other things, with respect to diverse and inclusive operations.
Currently, we participate in the following annual surveys:
- Commission on Economic Inclusion – Employer Diversity Survey: We are a Hall of Fame recipient for supplier diversity and a 2016 Best-in-Class awardee for workforce diversity
- DiversityInc Top 50 Companies for Diversity: Named to Top Regional Companies list in 2014, 2015, 2016, and 2017
- Diversity Best Practices: Recognized in the 2017 Inclusion Index
- Diversity MBA: Ranked 16 on the 2017 Best Companies for Women & Diverse Managers to Work List
- Human Rights Campaign (HRC) Corporate Equality Index: Earned 100 percent in 2015, 2016, 2017, and 2018
Resource Network Groups
At the Cleveland Fed, we want our employees to feel supported and valued. Our resource network groups (RNGs) are one example of support we provide for our employees to thrive. From an inclusive leadership perspective, RNGs provide an opportunity for employees who share a common purpose or background to come together and assist in the Bank’s recruitment and onboarding and retention processes and to provide support to business and strategic initiatives. Our groups promote a welcoming work environment—open to all employees—that embraces differences and creates value in all that we do.
RNGs support and develop their members and help the Bank achieve its business and workforce engagement goals by providing input on business initiatives, recruiting and retention strategies, and employee initiatives. The Federal Reserve Bank of Cleveland has the following resource network groups.
The CollaborAsians RNG provides a means to share knowledge, experiences, and perspectives regarding issues related to “Asian-ness” and the Asian culture.
The mission of the Women Inspiring Leadership and Development (WILD) RNG is to identify topics of interest to Bank employees related to gender diversity, to coordinate events/activities to promote engagement around these topics, and to build relationships and share experiences within the coordinating group itself.
The mission of Strengthening Talented African American Resources (STAAR) is to be actively engaged in our Bank’s success by supporting a culture that values differences and advocates awareness through open minds and inclusive attitudes.
The Lesbian, Gay, Bisexual, Transgender, Queer, and Ally (LGBTQA) RNG exists to support the LGBTQ community at the Federal Reserve Bank of Cleveland and to help the Bank become an employer of choice for the LGBTQ community.
Communities for Overcoming the Obstacles in Life (COOL) exists to provide sharing support to coworkers and the Bank by breaking down biases, stereotypes and behaviors and building awareness and understanding through education.
STRIVE is a resource network group open to all FRB Cleveland and System employees with a mission that focuses on three areas: Learning, Engagement, and Growth.
4VETS is a network that allows employees and family members with shared military backgrounds and interests to connect with colleagues inside and outside of their business lines to broaden personal and professional networks and support veterans in the district.
Somos Uno fosters the professional development of Latino employees through education and mentoring and facilitates Bankwide awareness of Latino cultures.
FedOrators, affiliated with Toastmasters International, provides a safe environment for employees to practice their public speaking skills and become confident communicators who can deliver powerful messages in front of any audience.
The ROOTS (Resources, Outreach and Outlooks To Support) Parents resource network group connects employees who have new, transitioning, or established families. ROOTS brings together a diverse assembly of parental caregivers (moms, dads, stepparents, foster parents, aunts, uncles, grandparents, and many others) that spans generations, with the main goal of providing information and education to those who have or care for children of any age.
Diversity and Inclusion Team
Margie Wright-McGowan (not pictured), Diana Starks, Elfreda Walter, LaVelle Blackwell, and Tabatha Findley.
What does inclusion look and feel like at the Cleveland Fed?
Diana Starks, vice president of human resources, offers her thoughts about the look and feel of diversity and inclusion at the Cleveland Fed.