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The Office of Diversity, Equity, Inclusion, and Opportunity

The Federal Reserve Bank of Cleveland continues to make strides in diversity, equity, and inclusion with the support of the Office of Diversity, Equity, Inclusion, and Opportunity (ODEIO). ODEIO fosters an inclusive environment both inside and outside of the Bank through supporting Bankwide inclusion, measuring and assessing our diversity and inclusion progress and how our expanded efforts align with our strategies, and fulfilling its Office of Minority and Women Inclusion (OMWI) responsibilities. The Bank and ODEIO are dedicated to sustaining an environment in which diversity and equity are foundational, inclusion is valued, and differences are strengths. Our plans and actions are designed to make use of the opportunities that diversity presents. We are working to create an ever richer and more collaborative environment that values diversity and inclusion and fosters employee engagement to establish the Bank as a premier organization in our communities.

As part of our mission and the Bank’s 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.

Bankwide Inclusion

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.

On an annual basis, we currently participate in the following benchmarking surveys:

Regional

  • The Greater Cleveland Partnership – Organizational Assessment: We are a Hall of Fame recipient for supplier diversity and a 2016 Best in Class awardee for workforce diversity

National

  • DiversityInc Top 50 Companies for Diversity: Named to Top Regional Companies list in 2014, 2015, 2016, and 2017
  • Diversity Best Practices: Recognized in the 2020 Inclusion Index
  • Diversity MBA: Ranked 8 on the 2020 Best Companies for Women & Diverse Managers to Work List
  • Human Rights Campaign (HRC) Corporate Equality Index: Earned 100 percent for seven consecutive years – (2015-2021).

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.

4VETS

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.

CollaborAsians

The CollaborAsians RNG provides a means to share knowledge, experiences, and perspectives regarding issues related to “Asian-ness” and the Asian culture.

Communities for Overcoming the Obstacles in Life

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.

FedOrators

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.

Green Team

Green Team serves as a resource to the Bank in developing, leading, and maintaining sustainability practices for all functional areas. This allows the Green Team to identify and determine the best approaches for sustainable operations within the Bank and throughout the Fourth District.

Helping Young Professionals Engage and Develop

HYPED supports young professionals in their early career journey by providing opportunities for engagement and development. This group provides time to network with other professionals within the organization, learn about both personal and professional development opportunities, and promote a high-performance culture with alignment to the Cleveland Fed’s strategy.

Lesbian, Gay, Bisexual, Transgender, Queer, and Ally

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.

Resources, Outreach and Outlooks To Support

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.

Somos Uno

Somos Uno fosters the professional development of Latino employees through education and mentoring and facilitates Bankwide awareness of Latino cultures.

Strengthening Talented African American Resources

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.

Women Inspiring Leadership and Development

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.


Diversity, Equity, Inclusion, and Opportunity Team

  • Diana Starks, senior vice president and OMWI director
  • George Sample, assistant vice president and deputy OMWI director
  • Elfreda Walter, senior manager
  • Emily Kalina, project manager
  • Brittany Harris, inclusion specialist
  • LaVelle Blackwell, senior diversity reporting analyst
  • Veronica Ruiz Petraitis, associate

Contact us


What does inclusion look and feel like at the Cleveland Fed?

Diana Starks, senior vice president and director of the Office of Minority and Women Inclusion, offers her thoughts about the look and feel of diversity and inclusion at the Cleveland Fed.

Read the Q&A


Federal Reserve Bank Diversity Offices