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Diverse and inclusive practices help the Bank achieve its goals.

Last Updated: 05/02/14

Diversity & 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.

Office of Diversity & Inclusion

Mission

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.

Vision

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.

Office of Minority & Women Inclusion

The Office of Minority & Women Inclusion (OMWI) was established by the Dodd-Frank Wall Street Reform and Consumer Protection Act, which was signed into law in 2010.

Valerie J. Van Meter

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

  • 2013 Annual Report - Third Annual Report, covering January 1 to December 31, 2013. The report highlights the Bank's progress on diversity initiatives promoting the inclusion of women and minorities throughout the Seventh District in 2013. The report meets the Dodd Frank Act ;Section 342Section 342 (Office of Minority and Women Inclusion, or OMWI) requirement to provide a summary of activities towards advances in the areas of workforce and supplier diversity as well as majority-minority and all-girl high schools.
  • 2013 EEO-1 Report - This information serves as a general snapshot of overall employee composition in 2013 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.
  • 2012 Annual Report - Second Annual Report, covering January 1 to December 31, 2012, summarizes a wide variety of practices at the Chicago Fed that foster diversity and inclusion in areas related to the Bank’s workforce, suppliers and financial literacy outreach initiatives.
  • 2012 EEO-1 Report - This information serves as a general snapshot of overall employee composition in 2012 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.
  • 2011 Annual Report - First Annual Report, covering January 1 to December 31, 2011, summarizes a wide variety of practices at the Chicago Fed that foster diversity and inclusion in areas related to the Bank’s workforce, suppliers and financial literacy outreach initiatives.
  • 2011 EEO-1 Report - This information serves as a general snapshot of overall employee composition 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.
  • Section 342 of Dodd Frank Act


Press Releases

 

Federal Reserve System OMWI Offices

Section 342 of the Dodd-Frank Act requires each of the 12 regional Federal Reserve Banks as well as the Board of Governors to establish an OMWI office.