Diversity and Inclusion
We support a diverse and inclusive work environment where employees are respected, treated fairly, and given equal opportunities to perform to their fullest potential. By valuing diverse experiences, styles, approaches and ideas, we can achieve our goals, serve our stakeholders and become a higher-performing organization.
The Federal Reserve Bank of Chicago received a score of 100 on the 2017 Corporate Equality Index (CEI), a national benchmarking survey and report on corporate policies and practices relating to lesbian, gay, bisexual and transgender (LGBT) workplace equality, administered by the Human Rights Campaign Foundation.
The Chicago Fed’s score reflects a commitment to LGBT workplace equality, with respect to tangible policies, benefits and practices.
“For the second year in a row, the Federal Reserve Bank of Chicago has the honor of being recognized by the HRC for our commitment to LGBT workplace equality,” said Nokihomis Willis, executive committee member and senior vice president, Human Resources, Diversity and Inclusion and Internal Communications. “We are thrilled with this year’s score of 100 percent and believe it reflects the continued progress we’ve made in our diversity and inclusion efforts as we seek to build a great place to work for all of our employees.”
Office of Diversity & Inclusion
The Office of Diversity and Inclusion has been established to build upon the Bank's ongoing efforts and assist the Bank's leadership in the development and execution of its strategic diversity and inclusion plans and the execution of related initiatives, including the monitoring and reporting requirements of Section 342& of the Dodd-Frank Wall Street Reform and Consumer Protection Act.
Create synergy by connecting existing work across functions — bridging both external and internal best practices in the achievement of Diversity & Inclusion goals and objectives. These efforts will help to enhance the Bank's reputation as:
- An Employer of Choice — a diverse and inclusive organization that attracts highly talented and motivated profesionals.
- A Business Partner of Choice — cultivating external relationships with minority-owned and women-owned businesses to increase participation in the procurement process.
- A Trusted Community Partner — build relationships and actively promote collaboration between the Bank, schools, and professional, civic and community organizations to support business priorities and the communities we serve.
Lesbian, gay, bisexual and transgender (LGBT) employees and allies gathered Wednesday, June 22, in the Great Hall of the Federal Reserve Bank of Chicago to make a "human" pride flag in honor of LGBT Pride Month. More than 120 employees lined up in the colors of the rainbow to stand proud and show support for the LGBT community.
Spectrum, FRB Chicago's LGBT Employee Support Network Group, organized the photo as just one of their many events marking Pride Month. LGBT employee groups from around the System have created similar photos in the last few years, including Boston and San Francisco.
Office of Minority & Women Inclusion
The Federal Reserve Bank of Chicago's Annual Report to Congress offers a comprehensive summary of the Bank's accomplishments, challenges and opportunities as they relate to minority and women employment, supplier diversity and financial literary and community outreach. This report covers the period from January 1 through December 31, 2014. The Office of Minority and Women Inclusion (OMWI) was established by the Dodd-Frank Wall Street Reform and Consumer Protection Act, which was signed into law in 2010.
Senior Vice President & Chief Financial Officer Valerie J. Van Meter serves as the EEO Officer and Director of the Office of Minority & Inclusion (OMWI).
Updates from the OMWI Director
- 2015 Annual Report - Fifth Annual Report, covering January 1 to December 31, 2015. The report offers a comprehensive summary of the Bank’s accomplishments, challenges and opportunities as they relate to minority and women employment, supplier diversity and financial literary and community outreach. This report covers the period from January 1 through December 31, 2015.
- 2015 EEO-1 Report - This information serves as a general snapshot of overall employee composition in 2015 to give the public a sense of who works for us. The race and gender categories as well as job categories are defined by the Equal Employment Opportunity Commission (EEOC) and are the industry standard for measuring and comparing employee populations. Like most employers, the Federal Reserve Bank of Chicago is required to file this data with the EEOC.
- 2014 Annual Report - Fourth Annual Report.
- 2014 EEO-1 Report - Overall employee composition in 2014.