A Message from the ODI Director
Our Mission
- Promoting an inclusive culture for the purpose of nourishing a skilled and high-performing workforce that advances creativity, innovation and collaboration
- Cultivating relationships with community and professional organizations and suppliers to support business priorities
- Sharing our knowledge and experiences with internal and external stakeholders to advance leading D & I practices
Who We Are
Office of Diversity & Inclusion (ODI)
PrintThe Federal Reserve Bank of Richmond has a long-standing commitment to diversity and inclusion in our workplace and business practices. We established our Office of Diversity and Inclusion (ODI) to lead our efforts and as part of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, requiring the establishment of an Office of Minority and Women Inclusion (OMWI).
Annual Report to Congress
Our Office of Diversity & Inclusion produces an Annual Report to Congress. This Report focuses on our progress implementing Section 342 of the Dodd-Frank Act for the calendar year, as well as outlines our diversity and inclusion priorities for upcoming year.
Our Vision
To be a trusted and respected information source and catalyst of change that drives innovation and business results by harnessing the power of diversity and inclusion.
Our ODI Leadership
The Fifth District ODI is led by Director Tammy Cummings and Deputy Director Bill Cooper. Cummings is a senior vice president with responsibility for the Fifth District Human Resources and Equal Employment Opportunity functions and the Federal Reserve System Payroll. Cooper is vice president with responsibility for diversity and inclusion.
EEO Report
| Job Categories | Male | Female |
|---|---|---|
| Executive/Sr. Officials & Mgrs. | 1 | 1 |
| First/Mid-Officials & Mgrs. | 5 | 5 |
| Professionals | 34 | 10 |
| Technicians | 0 | 0 |
| Sales Workers | 0 | 0 |
| Administrative Support | 0 | 2 |
| Craft Workers | 1 | 0 |
| Operatives | 0 | 0 |
| Laborers & Helpers | 0 | 0 |
| Service Workers | 9 | 0 |
| Totals | 50 | 18 |
2012 EEO-1 Data August 31, 2012
- This information serves as a general snapshot of the Bank's 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 created by the Equal Employment Opportunity Commission (EEOC) and are the industry standard to measure and compare employee populations. At this time, other diversity groups that employees may identify themselves with – like religion, national origin, age, sexual orientation or disability – are not measured or required to be reported to the EEOC in the same way.
- View additional information regarding our Bank's Diversity and Inclusion practices.
| Job Categories | White | Black or African American | Native Hawaiian or Pacific Islander | Asian | American Indian or Alaskan Native |
|---|---|---|---|---|---|
| Executive/Sr. Officials & Mgrs. | 15 | 1 | 0 | 0 | 0 |
| First/Mid-Officials & Mgrs. | 273 | 52 | 0 | 18 | 2 |
| Professionals | 657 | 111 | 2 | 84 | 6 |
| Technicians | 19 | 16 | 0 | 0 | 0 |
| Sales Workers | 0 | 0 | 0 | 0 | 0 |
| Administrative Support | 24 | 13 | 1 | 7 | 1 |
| Craft Workers | 43 | 9 | 0 | 0 | 3 |
| Operatives | 0 | 0 | 0 | 0 | 0 |
| Laborers & Helpers | 2 | 0 | 0 | 0 | 0 |
| Service Workers | 71 | 47 | 0 | 1 | 0 |
| Totals | 1104 | 249 | 3 | 110 | 12 |
2012 EEO-1 Data August 31, 2012
- This information serves as a general snapshot of the Bank's 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 created by the Equal Employment Opportunity Commission (EEOC) and are the industry standard to measure and compare employee populations. At this time, other diversity groups that employees may identify themselves with – like religion, national origin, age, sexual orientation or disability – are not measured or required to be reported to the EEOC in the same way.
- View additional information regarding our Bank's Diversity and Inclusion practices.
| Job Categories | White | Black or African American | Native Hawaiian or Pacific Islander | Asian | American Indian or Alaskan Native | Two or More Races |
|---|---|---|---|---|---|---|
| Executive/Sr. Officials & Mgrs. | 6 | 0 | 0 | 0 | 0 | 0 |
| First/Mid-Officials & Mgrs. | 169 | 35 | 0 | 11 | 1 | 0 |
| Professionals | 386 | 125 | 0 | 32 | 2 | 0 |
| Technicians | 14 | 19 | 0 | 0 | 1 | 0 |
| Sales Workers | 0 | 0 | 0 | 0 | 0 | 0 |
| Administrative Support | 101 | 61 | 0 | 5 | 0 | 0 |
| Craft Workers | 2 | 0 | 0 | 0 | 0 | 0 |
| Operatives | 0 | 0 | 0 | 0 | 0 | 0 |
| Laborers & Helpers | 0 | 0 | 0 | 0 | 0 | 0 |
| Service Workers | 10 | 13 | 0 | 0 | 1 | 0 |
| Totals | 688 | 253 | 0 | 48 | 5 | 0 |
2012 EEO-1 Data August 31, 2012
- This information serves as a general snapshot of the Bank's 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 created by the Equal Employment Opportunity Commission (EEOC) and are the industry standard to measure and compare employee populations. At this time, other diversity groups that employees may identify themselves with – like religion, national origin, age, sexual orientation or disability – are not measured or required to be reported to the EEOC in the same way.
- View additional information regarding our Bank's Diversity and Inclusion practices.
| Job Categories | Overall Totals |
|---|---|
| Executive/Sr. Officials & Mgrs. | 24 |
| First/Mid-Officials & Mgrs. | 571 |
| Professionals | 1450 |
| Technicians | 69 |
| Sales Workers | 0 |
| Administrative Support | 215 |
| Craft Workers | 58 |
| Operatives | 0 |
| Laborers & Helpers | 2 |
| Service Workers | 152 |
| Totals | 2541 |
2012 EEO-1 Data August 31, 2012
- This information serves as a general snapshot of the Bank's 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 created by the Equal Employment Opportunity Commission (EEOC) and are the industry standard to measure and compare employee populations. At this time, other diversity groups that employees may identify themselves with – like religion, national origin, age, sexual orientation or disability – are not measured or required to be reported to the EEOC in the same way.
- View additional information regarding our Bank's Diversity and Inclusion practices.
Supplier Diversity
The Office of Diversity and Inclusion works closely with our regional and national procurement offices to ensure that women- and minority-owned firms access resources — information and expertise — that improve their potential to meet our needs for products and services.
Additional Resources
Contact Us
Richmond
Bill Cooper
(800) 526-2028
Employment Opportunities
We recognize and reward the value that diversity brings – serving customers more effectively, finding more innovative solutions, and creating dynamic opportunities for career success. We promote a diverse and inclusive work environment through education, employee resource networks, mentoring, diversity recruiting and supplier diversity.
YouTube
Twitter
RSS
Email Updates
