African -American Credit Union Coalition · Important Statistics African American CEOs 4 164 as of...
Transcript of African -American Credit Union Coalition · Important Statistics African American CEOs 4 164 as of...
African-AmericanCredit Union
Coalition
AboutUsTheAfrican-AmericanCreditUnionCoalition(AACUC)startedwithasimpleconversationamongagroupofGeorgiacreditunionprofessionalswhosharedadesiretogettoknowotherAfricanAmericanprofessionalsintheirindustry.
Today,23yearslater,goalsandobjectivesoftheAACUCareever-changing,butitscommitmenttoitsmission“toincreasediversitywithinthecreditunioncommunitythroughadvocacyandprofessionaldevelopment”remainsthecoretenetoftheorganization.
AACUChasmorethanliveduptoitsmissiontoincreasediversityinthecreditunionmovement.Itssupportofcreditunionsandthosewhoworkwithinthemhasmadetheorganizationarelevantandvaluedpartofthecreditunionstory.
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AACUCInclusiveNotExclusive.AACUCrecognizesthedifferencesanddistinctionsofeachindividual,group,ororganizationthatisrepresentedinsocietyandwithintheCreditUnionMovement.
InalignmentwiththeAACUC’shistoryandgoals,wedefineDiversityinourmissiontoexpresstheinclusion,advocacy,andsupportofAfrican-AmericansthroughouttheCreditUnioncommunityandatlarge. Notwithstanding,theAACUCwelcomesthemembershipofallindividuals,groupsandorganizationsinfurtheranceofitsmissiontostrengthentheglobalCreditUnionMovement.
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ImportantStatisticsAfricanAmericanCEOs
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164 as of August 31, 2018• 94 led by Women
48 credit unions less than $1 m in assets• 30 led by Women
39 credit unions $1- $6 m in assets• 29 led by Women
ImportantStatisticsAfricanAmericanCEOs
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19 CUs $6+ - $20m in assets• 7 led by Women
16 CUs $20+ - $40m in assets• 8 led by Women
12 CUs $41 - $85m in assets• 6 led by Women
ImportantStatisticsAfricanAmericanCEOs
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4 credit unions $100 - $300 million in assets• 1 led by a Woman, Lynette Smith, Board Secretary of the
AACUC
8 credit unions over $400 million in assets• 1 led by a Woman, Tiffany Ford ($857)
ImportantStatisticsAfricanAmericanCEOs
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5 credit unions over $1 billion in assets• Tyrone Muse, Visions Credit Union
• Don Lewis, Aberdeen Proving Ground FCU
• John Hamilton, MECU of Baltimore, Inc.
• Marsha Majors, U.S. Eagle FCU
• Maurice Smith, Local Government FCU
AACUCMilestones8
• AdoptACreditUnion– HurricaneKatrina
2005
• NCUF’sPeteCrearCommunityInvestmentFundCreated
• 1st CEOInstituteScholarshipestablished
2004
• AACUCIncorporatedinMissouri
• ReachingTowardtheFutureInternshipProgramLaunched
2002
• 501c3Non-ProfitStatus
• LifetimeAchievementAwardnamedafterPeteCrear
2003
• 1st AnnualMeetinginSt.Louis,MO
1999
• EstablishedPeteCrearInternshipScholarships
2007
• 1st AACUCdisplayattheAmerica’sCreditUnionMuseum
2008
• EasternRegionalChaptercreated
• CreditUnionsContributeover$1MillionfortheMLKMonument
2009
• AACUC&WOCCUestablishthePeteCrearFund
2011
• InauguralFinancialRealityFair(DEProject)
2013
• 1st YoungProfessionalsSummit
2017
AACUC – Current Structure9
• President/CEO,RenéeSattiewhite,managestheday-to-daydutiesandresponsibilities.
• RegionalChaptersareestablishedbytheBoard
• Currentlytherearethree:EasternRegionalChapter,theSouthernRegionalChapterandtheWestCoastChapter.
• Thepurposeofthechaptersistoprovidenetworking,communityinvolvement,andeducationalopportunitiesforthememberbaseandtorecruitnewmembers.
MembershipOverview
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a 258CurrentMembershipa 59CreditUnionsa 8Vendorsa 4CreditUnionLeaguesa 4TradeOrganizations
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THENEXT 20YEARSAACUCwill:
ØContinuetobethe“goto”organizationtoidentifyexecutivetalentforcreditunionorganizations.
ØCollaboratewithourpartnerstoensurethatthecreditunionindustryhasdiversity,equityandinclusion.
ØWorkdiligentlytomaintainasoundandhealthypartnershipsthatcansafelyadapttomembers’changingneeds.
ØContinuetoengageyoungprofessionals.
ØContinuetoprovideprofessionaldevelopmentopportunities.
ØAdvocateforcreditunionsandcollaboratewithourpartners.
Thank You
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Lynn HecklerChief Talent Officer, PSCU
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I&D Strategy & Structure
Awareness Operationalize SustainableAccountabilityMetrics
Source: Gartner
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Roadmap for Diversity & Inclusivity at Your Credit Union
Fix Your Pipeline
Shape Your Culture
Walk the
Walk
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I&D Branding
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DIVERSITY AND INCLUSIONThe Credit Union Advantage
Monica DavyNational Credit Union Administration
KEY POINTS
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• State of the credit union system
• NCUA credit union diversity resources
• NCUA’s internal DEI journey and focus
STATE OF THE INDUSTRY20
5,375 312,771 52% 13% 87%Credit unions Credit union
employeesCredit union CEOs
are womenCredit unions with
more than $1 billion in assets run by
women
Credit unions with more than $1 billion in assets run by men
No collective data on race or national originNo collective data on gender for non-CEO
JOINT STANDARDS I and II
I. Leadership and Organizational Commitment to Diversity and Inclusion
Written policy approved by leadership
Senior official overseeing diversity
Regular EEO and diversity training
Proactively includes diverse pool for selecting employees, managers and board members
Diversity and inclusion in strategic planProvides regular progress reports on diversity to board or senior management
II. Proactive implementation of employment practices that expand outreach efforts to diverse individuals
Implements policies to ensure equal employment opportunities
Implements policies that foster diverse applicant pools for employment
Communicates employment opportunities broadly
Cultivates relationships with diverse professional organizations
Evaluates diversity and inclusion programs for future improvement
Uses analytical tools to assess measure and track
Holds management accountable for diversity and inclusion efforts
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JOINT STANDARDS III and IV
III. Consideration of Supplier Diversity in Procurement and Business Practices
Written SD policy approved by leadership
Leadership support to incorporate SD policies into business planning
Established policy to solicit bids from minority and women owned businesses
Conducts targeted outreach to minority and women owned businesses
Uses metrics to identify baseline and track spending
Implements practices that promote diverse supplier pool
IV. Promotion of Transparency of Diversity and Inclusion Practices
Publishes information about diversity and inclusion efforts (i.e. demographic workforce composition)Makes information on the following public: diversity and inclusion strategic plan, policy, and effortsPublicizes opportunities that promote diversity and inclusion in employment, internships, and contracting opportunities
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JOINT STANDARD V
V. Monitoring and Assessment of Diversity Policy and Practices
Conducts self-assessment or evaluation of diversity policy and practices annually
Modifies diversity policies and practices based on results of self-assessment
Provides information pertaining to self-assessment or evaluation to NCUA’s OMWI Director annually
Publishes information pertaining to assessment
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It’s simple and briefThe tool is very easy to use and is very short.
It’s voluntaryThe CUDSA is not mandatory and in no way associated with your examination.
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CUDSA (Credit Union Diversity Self-Assessment)
It’s a toolDesigned to help credit unions assess existing diversity and inclusion policies and practices, and identify opportunities to implement best practices.
Results reported in aggregateNCUA submits an annual report to Congress sharing the aggregated data anonymously. Your credit union will not be identified in the analysis.
It’s conducted annuallyIt is meant to be submitted annually but can be submitted any time during the year. We collect all data as of December 31st.
It has no effect on CAMEL ratingsThe assessment is no way related to your NCUA exam nor does it have any impact on your CAMEL rating.
CUDSA
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CUDSA
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CUDSA
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CUDSA
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2018 CUDSA Results
2016 2017 2018 Multiple Years
Proactive Employment Practices
Supplier Diversity
Transparency of Diversity Practices
Monitoring and Assessment
57% 47% 5% 14% 30%
Leadership Commitment
2018 Aggregate Workforce Data from 66 Credit Unions30
Employees Total Women Men
Total Reported American Indian or Alaska Native
Asian Black or African American
Native Hawaiianor Other Pacific Islander
White Two or More Races
Hispanic or Latino Only
Unspecified/Not Known Only
All Employees 9,796 0.3% 3.9% 9.4% 0.3% 65.7% 1.5% 18.2% 0.8%
All Management 1,513 0.3% 2.8% 5.9% 0.1% 73.4% 0.6% 14.8% 2.0%
All Board 392 0.3% 1.6% 16.6% 0.5% 68.6% 0.5% 7.2% 4.6%
*66 of the 81 CUDSA submitters in 2018 reported some degree of workforce diversity data*Some credit unions provided breakdowns by gender only, some by race/ethnicity only
*2018 was the first year we collected workforce diversity data
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Industry-wide supportData collection
Centralized learningCU DEI curriculum
Measurable growthStronger CU System
NCUA’S INTERNAL JOURNEY AND FOCUS
Expanding definition of diversityBroadening diversity message beyond race and gender to include all aspects of diversity
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Unconscious bias Unconscious bias awareness, training and providing tools to identify specific types of bias and ways to mitigate for all levels of employment including senior leaders
Intentional InclusionMentoring across differences, VIBE campaign, OMWI Talks, employee resource groups, culture, diversity and inclusion council
Transparency
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Transparency
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NCUA Workforce Diversity (Q2 2019)
35White Black AAPI Hispanic Multi-racial Native Am
69.2%
15.2%
6.9%
6.2%2.0%
0.5%
NCUA Senior Leadership (Q2 2019)
36White Black/AA Hispanic Multi-racial
78.0%
10.0%
10.0%2.0%
NCUA Workforce Diversity Trends (YE 2014 - Q2 2019)
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73.7% 69.2%88.2%
78.0%
14.7%15.2%
5.9%10.0%
5.9%6.9%
3.9%4.3% 6.2%2.0%
10.0%0.8% 0.5%
0.6% 2.0% 2.0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2014 TOTAL 2019 Q2 TOTAL 2014 SSP 2019 Q2 SSP
MultiNative Am.Hispanic/Lat.AAPIBlack/Afr.Am.White
2014: TOTAL= 1235, SSP=51; 2019: TOTAL=1124, SSP=50
THANK YOU!