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At the Federal Reserve Bank of Atlanta, we embrace diversity and inclusion as essential to who we are. The Bank's values—integrity, excellence, and respect—also support our sincere belief that every employee is an important part of the Atlanta Fed's story and success. Our aim is to demonstrate, in all of our actions, the simple truth that only by drawing on the talent, expertise, and perspectives of our entire staff and external stakeholders will the Bank reach its greatest potential in fulfilling its mission.

President Raphael Bostic and First Vice President Andre Anderson, both of the Atlanta Fed
Raphael Bostic, president and CEO (left), and André Anderson, first vice president and chief operating officer

Delivering on Our Commitment

Established by Section 342 of the Dodd-Frank Wall Street Reform and Consumer Protection Act, the Atlanta Fed Office of Minority and Women Inclusion (OMWI) is responsible for all matters relating to diversity in management, employment, and business activities at the Bank. The OMWI builds upon our long-standing efforts to create an inclusive workplace, attract and retain a diverse staff, and promote supplier diversity.

The Bank informs its commitment to diversity and inclusion, in part, with the support of the Executive Council on Diversity and Inclusion, the Diversity Advisory Council, and eight employee-led Employee Resource Networks.

Executive Council on Diversity and Inclusion

The Executive Council for Diversity and Inclusion is comprised of senior officers and chaired by First Vice President and Chief Operating Officer André Anderson. The council provides executive leadership and ensures corporate support for strategies to accomplish the Atlanta Fed’s diversity and inclusion objectives.

Diversity Advisory Council

The Diversity Advisory Council is an employee-led group composed of diverse staff across the organization who work in an advisory capacity to implement and support the Atlanta Fed's diversity and inclusion initiatives. The council is involved in efforts ranging from educational programs on diversity and inclusion to outreach efforts promoting the Atlanta Fed’s corporate citizenship and reputation as an inclusive employer within the communities we serve.

Employee Resource Networks

Employee Resource Networks (ERNs) have been an integral part of the Atlanta Fed's diversity-and-inclusion success since 2012. Voluntary, employee-led ERNs build business value by bringing awareness to relevant diversity-and-inclusion issues that affect the Bank's staff, values, and culture.

Our current ERNs include:

  • BUILD (Blacks United in Leadership Development)
  • EAGLE (Equality Alliance for Gay, Lesbian, Bisexual, and Transgender Employees and Allies)
  • GPS (Generations Promoting Success)
  • HOLA (Honoring Our Latino/Hispanic Allies)
  • IDEA Network (promotes technology, innovation, and creativity)
  • VRN (Veterans Resource Network)
  • WFN (Working Families Network)
  • WISE (Women Inspiring Success and Empowerment)

The Atlanta Fed evaluates all managers on their competence in managing diverse teams and practicing inclusion in achieving objectives. All staff members receive education and training on best practices for embracing diversity and inclusion in the workplace.

Ensuring a respectful workplace enriches the Bank and helps us maintain our position as a high-performing organization and an employer of choice. We expect every employee to model the utmost professionalism and fairness by consistently communicating and behaving in a respectful manner.

Our commitment to equal opportunity employment

It is the policy of the Federal Reserve Bank of Atlanta to seek and employ qualified personnel and to provide those employed both equal treatment and equal opportunity for advancement. Accordingly, the Bank's terms and conditions of employment including employment decisions (for example, recruiting, hiring, promotion, compensation, benefits, facilities, evaluation, training, transfer, disciplinary action, and termination) will be made without regard to age, race, color, sex, religion, physical or mental disability, covered veteran or uniformed service status, pregnancy, national origin, genetic information, sexual orientation, gender identity or expression, or any other classification protected by federal, state, or local law or ordinance.

The Bank will make reasonable accommodations for qualified persons with known disabilities unless doing so would result in an undue hardship. In addition, Bank-sponsored activities shall be available to all employees without unlawful discrimination