The FDIC's Action Plan for a Safe, Fair, and Inclusive Work Environment has been expanded to include recommendations made in the report from the independent third-party review (i.e., Cleary Gottlieb recommendations). The FDIC's Office of Inspector General has also made recommendations that will be included in our Action Plan.
Foundational Accomplishments
These completed Action Items are considered foundational to the Agency’s success in sustaining meaningful and positive changes to our culture.
- Obtained Board approval to establish an Office of Professional Conduct (OPC) and Office of Equal Employment Opportunity (OEEO).
- Publicly posted and announced OPC and OEEO Director job positions and received over 300 applications. Subject Matter Experts are conducting a thorough review of job applications to identify the most highly qualified applicants.
- Retained a Transformation Monitor and selected an Independent Third-Party Advisor. (Cleary Gottlieb recommendation)
- Developed and seeking employee feedback on a new Anti-Fraternization Policy. (Cleary Gottlieb recommendation)
- Developed and seeking employee feedback on an Anti-Retaliation Policy to protect complainants from retaliation and to take action against those found to have engaged in retaliation. (Cleary Gottlieb recommendation)
- Developed an interim Case Tracking System for harassment, discrimination, and misconduct complaints.
- Realigned the Anti-Harassment Program Coordinator function to a full-time, professional, and trained individual, with dedicated back-up support.
- Published new guidance for Renting Vehicles to ensure that employees have comfortable options when on travel status.
- Enhanced free Counseling services available to employees by staffing counselors with expertise in harassment and discrimination.
- Established a toll-free 24/7 Hotline staffed with live professional personnel to ensure immediate assistance for individuals in distress.
- Selected and coordinated a 360-Degree Assessment for senior leadership. (Cleary Gottlieb recommendation)
Other Completed Action Items
These Action Plan items have been completed and communicated to staff. Ongoing monitoring and enhancements are essential to ensuring continued effectiveness.
- Distributed report from Third-Party Review of allegations of sexual harassment and interpersonal misconduct, as well as issues relating to the workplace culture at the FDIC.
- Created a Female Recruitment and Retention Task Force to develop recommendations to address issues primarily impacting females in the workforce.
- Implemented a Student Residence Center (SRC) Code of Conduct that all visitors must review and sign before being allowed to stay at the Residence Center.
- Delivering Anti-Harassment Prevention Training with partners at the Equal Employment Opportunity Commission. As of August 16, 2024, 40 training sessions have been delivered to 3,049 employees, including nearly all executives, managers, and supervisors. We are on target to have all FDIC employees trained by year-end.
- Implementing New Employee Orientation that includes Anti-Harassment Prevention Training to all new FDIC hires.
In Progress
This section includes Action Plan items on which substantial progress has been made (e.g., policies drafted, items issued for employee review and comment).
- Developing a Table of Penalties to ensure that disciplinary actions are consistently applied, and clearly communicated, across the Agency. The Table of Penalties will be published for employee review and comment.
- Drafting an Anti-Harassment Directive that addresses recommendations made by the third-party independent firm and the Office of Inspector General.
- Finalizing a Risk Assessment memorandum to clearly document the impact of not addressing sexual harassment or other misconduct in a timely manner.
- Conducted a Travel Policy Survey that solicits employees’ feedback on current FDIC travel regulations, as well as Divisional/Office and Regional travel practices. Approximately 2,300 responses have been received.
- Working to engage one or more contractors with EEO expertise to conduct a Barrier Analysis and analysis of compensation practices.
- Updating Leadership Performance Standards to better support accountability for sexual harassment detection and prevention.
- Incorporating employee feedback on an Agency-wide Code of Conduct and Modeling FDIC Values document, that emphasizes FDIC’s organizational values.
- Implementing recommendations to Empower Local Leadership (i.e., supervisors, CDACs, ERGs, and NTEU) and Engage Employees to help improve the culture within local teams.
- Implementing recommendations to expand Agency-Wide Resources for conflict management and resolution resources.
- Continuously delivering on an Internal Communication and Outreach Strategy developed in December 2023 to inform employees, enhance trust through transparency, and transform FDIC’s culture.
- Enhancing the Agency’s External Communication and Outreach Strategy to communicate the FDIC’s commitment to creating and maintaining a harassment- and discrimination-free environment.