Annual Voluntary Credit Union Diversity Self-Assessment

Best Practices for Demonstrating a Commitment to Diversity and Inclusion

---

Section I – Credit Union Information

Business Contact Information*
	Point of Contact (POC) for this self-assessment (generally the preparer)	Diversity and Inclusion (D&I) Officer or equivalent	Supplier Diversity Officer or equivalent
		Same as CU POC	Same as CU POC Same as D&I Officer
Name
Title
Email
Phone
Fax
*NCUA will use the Business Contact Information provided SOLELY for the purpose of follow-up communications and will not share such information publicly or outside of NCUA (unless required by court order to do so). If you choose not to identify a point of contact, you can still provide an email address and we will communicate via the email address provided.

Section II – Self-Assessment

Please identify which practices your credit union currently engages in and share your comments in the space provided.

A - Organizational Commitment to Diversity and Inclusion

Successful diversity policies and practices generally begin at the top, with leadership that demonstrates its commitment by promoting diversity and inclusion in both employment and contracting and by fostering an organizational culture that embraces diversity and inclusion. This leadership includes the board of directors, senior officials, and staff managing the daily operations. The following best practices demonstrate an organizational commitment to diversity and inclusion.

In a manner reflective of our size and other characteristics, our credit union:	Yes	Comments
A1 - Has a written diversity and inclusion policy approved by senior leadership, including the board of directors and senior management. Please Share! Include a hyperlink or email a sample to CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV
A2 - Has a senior-level official with knowledge of and experience in diversity and inclusion policies and practices to oversee our diversity and inclusion strategies and initiatives.
A3 - Regularly conducts training and provides educational opportunities on equal employment opportunity and on diversity and inclusion.
A4 - Takes proactive steps to include a diverse pool of women and minorities or other diverse individual candidates for:
A4a - Hiring, recruiting, retention, or promotion of employees.
A4b - Selection of board member candidates and senior management.
A5 - Includes diversity and inclusion considerations in our strategic plan for recruiting, hiring, retention, and/or promotion of our workforce.
A6 - Includes diversity and inclusion considerations in our strategic plan in contracting with vendors.
A7 - Provides regular (such as quarterly) progress reports on diversity and inclusion efforts to our board of directors or senior management. Please Share! Include a hyperlink or email a sample to CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV

The definition of diversity established by the Joint Standards references minorities and women, but does not preclude you from using a broader definition of diversity. If your credit union defines diversity more broadly including characteristics such as individuals with disabilities, veterans, or lesbian, gay, bisexual, and transgender individuals, please describe:

B - Workforce Profile and Employment Practices

Credit unions can promote the fair inclusion of minorities, women, or other diverse individuals in their workforce by proactively working to expand applicant pools to include diverse candidates; cultivating a culture that values the contribution of all employees; and encouraging a focus on inclusion when evaluating the performance of managers. Common best practices to promote diversity and inclusion in the workforce include the following.

In a manner reflective of our size and other characteristics, our credit union:	Yes	Comments
B1 - Implements policies and practices to ensure equal employment opportunities for employees and applicants for employment.
B2 - Implements policies and practices that create or foster diverse applicant pools for employment opportunities. These may include:
B2a - Conducting outreach to minority, women, or other diverse individuals. footnote
B2b - Conducting outreach to educational institutions serving significant or predominantly minority, women, or other diverse student populations.
B2c - Participating in conferences, workshops, and other events that attract minorities, women, or other diverse individuals to inform them of employment and promotion opportunities.
B3 - Communicates employment opportunities through media reaching diverse populations, including publications or professional organizations and educational institutions predominantly serving minority, women or other diverse populations. Please Share! Include a hyperlink or email a sample to CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV
B4 - Cultivates relationships with professional organizations or educational institutions that primarily serve minority, women, or other diverse individuals or organizations.
B5 - Evaluates our diversity and inclusion programs regularly, and identifies areas for future improvement.
B6 - Uses analytical tools, including quantitative and qualitative data, to assess, measure and track: footnote
B6a - Our workforce diversity at all levels, including supervisory and executive ranks, by race, ethnicity, gender or other diverse categories.
B6b - The inclusiveness of our employment practices for hiring, promotion, career development, internships, or retention, by ethnicity, gender, or other diverse category.
B7 - Holds management accountable for diversity and inclusion efforts, for example by ensuring these efforts align with business strategies or individual performance plans.

C - Procurement and Business Practices – Supplier Diversity

Credit unions can craft and implement supplier diversity policies and practices to expand outreach for and open access to contracting opportunities to minority and women-owned businesses. This involves providing opportunities for diverse businesses to bid on contracts or procurement activities (office supplies, promotional items, and legal, auditing or accounting services, for example) and informing diverse vendors of how to do business with your credit union. The goal is for the credit union to develop a competitive advantage by having a broad selection of suppliers to choose from with respect to factors such as price, quality, attention to detail, and future relationship building. Following are examples of effective ways to implement or demonstrate a commitment to supplier diversity.

In a manner reflective of our size and other characteristics, our credit union:	Yes	Comments
C1 - Has a written supplier diversity policy that provides opportunities for minority- and women-owned businesses to bid to deliver business goods and services to us. Please Share! Include a hyperlink or email a sample to CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV
C2 - Has leadership support to incorporate supplier diversity into business planning cycles or initiatives.
C3 - Has an established policy to solicit bids from a certain number or percentage of qualified minority- and women-owned businesses. Please Share! Include a hyperlink or email a sample to CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV
C4 - Conducts targeted outreach specifically to inform minority- and women-owned businesses or affinity groups representing these constituencies of contracting opportunities and how to do business with us.
C5 - Uses metrics to identify a baseline and track:
C5a - The total amount we spend annually buying and contracting goods and services.
C5b - The availability of relevant minority- and women-owned businesses to compete in our contracting opportunities.
C5c - The amount we spend with minority- and women-owned businesses.
C5d - The percentage of contract dollars awarded to minority- and women-owned businesses by race, ethnicity, and gender as compared to total contract dollars awarded for the calendar year.
C5e - The changes related to the above items over time.
C6 - Implements practices that promote a diverse supplier pool which may include:
C6a - Participation in conferences, workshops, and other events that attract minority- and women-owned businesses to inform them of our contracting opportunities.
C6b - Maintaining a listing of qualified minority- and women-owned businesses that may bid on upcoming contracting opportunities.
C6c - Having an ongoing process to publicize our contracting opportunities.
C7 - Encourages prime contractors to use minority- and women-owned subcontractors by incorporating this objective into their business contracts.

D - Practice to Promote Transparency of Organizational Diversity and Inclusion

Transparency and communications are essential aspects of assessing diversity policies and practices. Transparency does not require you to share confidential or proprietary information. Credit unions can communicate information about their diversity and inclusion efforts through normal business methods, such as displaying information on websites, on appropriate promotional materials, and in annual reports to members.

By communicating your commitment and plans for achieving diversity and inclusion and the metrics to measure success in workplace and supplier diversity, you inform a broad constituency of current and potential members, employees, suppliers and the general community about your efforts to promote diversity and inclusion. The publication of this information can make new markets accessible for minorities, women, and other diverse groups, and illustrate the progress made toward an important business goal. Following are some ways to promote transparency of your credit union’s diversity and inclusion efforts.

In a manner reflective of our size and other characteristics, our credit union:	Yes	Comments
D1 - Periodically publishes information about our efforts to enhance diversity and inclusion, which may include:		Please email CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV a sample or share a hyperlink below if appropriate.
D1a - Demographic information on workforce composition (such as that found on an annual EEOC report).
D1b - Demographic information on supplier diversity (contracting activities).
D1c - Demographic information on the board members and other officials.
D1d - Information on sponsorships or partnerships with diverse organizations.
D1e - Other information on our diversity and inclusion efforts.
D2 - Makes the following information public:		Please email CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV a sample or share a hyperlink below if appropriate.
D2a - Our diversity and inclusion strategic plan.
D2b - Our policy on the credit union’s commitment to diversity and inclusion in the workforce.
D2c - Our policy on the credit union’s commitment to diversity and inclusion to supplier diversity.
D2d - Our efforts and progress toward achieving diversity and inclusion in our workforce and contracting activities.
D3 - Publicizes opportunities that promote diversity and inclusion, which may include:		Please email CUDiversity@NCUA.GOV CUDiversity@NCUA.GOV a sample or share a hyperlink below if appropriate.
D3a - Employment and internship opportunities.
D3b - Contracting opportunities.
D3c - Mentorship or developmental programs for employees.
D3d - Developmental programs for potential contractors.

E - Self-Assessment

Credit unions with successful diversity policies and practices allocate time and resources to monitor and evaluate performance of diversity policies and practices on an ongoing basis. The NCUA encourages credit unions to disclose their diversity policies and practices and related information to both the NCUA and the public.

In a manner reflective of our size and other characteristics, our credit union:	Yes	Comments
E1 - Conducts a self-assessment or evaluation of our diversity policies and practices annually.
E2 - Modifies our diversity policies and practices based on the results of the self-assessment or evaluation of our diversity policies and practices.
E3 - Provides information pertaining to the self-assessment or evaluation of our diversity policies and practices to the NCUA’s OMWI director annually.
E4 - Publishes information pertaining to our assessment of our diversity policies and practices.

Section III – Diversity Data

	ALL Employees (Include Management but do not include Board Members or Volunteers)		Management Employees ONLY (Do not include Board Members or Volunteers)		Board Members ONLY
TOTAL NUMBER
Number of Women
Number of Men
	Enter NON-Hispanic or Latino ONLY
American Indian or Alaska Native
Asian
Black or African American
Native Hawaiian or Other Pacific Islander
White
Two or more races
	Enter Hispanic or Latino ONLY
Hispanic or Latino ONLY
	Enter Unspecified/Not Known ONLY
Unspecified/Not Known ONLY

Procurement – Supplier Diversity

(Optional, you may submit the self-assessment without this information)

What is the credit union’s total annual procurement spend for the prior year with minority- and women-owned businesses compared to the total procurement spend with all vendors and suppliers?

As of December 31			Percent of Total
Total Spend		$
Minority-Owned		$
Woman-Owned		$
Both Minority-Owned and Woman-Owned		$

Section IV – Recommendations and Feedback

The NCUA welcomes your feedback on this form and recommendations on how we can assist credit unions with their diversity and inclusion efforts. Please share your thoughts below or email us at CUDiversity@NCUA.GOV. CUDiversity@NCUA.GOV.

Section V – Success Stories

Do your diversity and inclusion efforts include a special loan, share, or other type of product or service? Have you run special marketing campaigns that have been effective in promoting diversity and inclusion? We’re always looking for diversity and inclusion success stories to share when reporting the value and benefits of diversity and inclusion in credit unions. We only share information anonymously unless given specific authorization to use your credit union’s name so please share your success stories below or email them to us anytime at CUDiversity@NCUA.GOV. CUDiversity@NCUA.GOV.

---