Diversity at the Fed

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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—are a clear statement supporting the notion that every employee is an important part of the Atlanta Fed's story and success. We advocate a simple truth: only by drawing on the talent, expertise, and perspectives of our entire staff and our external stakeholders will our Bank achieve its greatest potential in fulfilling our 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

We value our diversity, considering it to be a competitive asset, and cultivate different perspectives, fresh ideas, and relationships. The Bank demonstrates its commitment to diversity and inclusion, in part, through its support of the Office of Minority and Women Inclusion, the Diversity Advisory Council, and eight employee-led Employee Resource Networks. 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 in 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.

The Office of Minority and Women Inclusion helps the Atlanta Fed foster a culture of inclusion and a work environment that leverages diverse perspectives, ideas, and approaches to solving important business problems. We are able to achieve this culture by working collaboratively with business-line leaders and staff members across the organization, reaching out to our constituents, and developing community partnerships. We recognize the positive impact these collaborative efforts have on employee engagement, on the Bank's reputation within our communities, and on our organization's overall high performance.

The Diversity Advisory Council (DAC) works in partnership with the OMWI in an advisory capacity and to implement and support the Atlanta Fed's diversity and inclusion initiatives. Established in 2001, the DAC is an employee-led group composed of diverse staff across the organization. Through the work of these diverse staff, the DAC is involved in efforts ranging from educational programs on diversity and inclusion to outreach efforts that promote the Atlanta Fed's corporate citizenship and reputation as an inclusive employer within the communities we serve.

In addition to the DAC, we currently have eight Employee Resource Networks (ERNs) in place to build business value for the Atlanta Fed. These networks are a valuable component of the Bank's diversity strategy. An ERN is a voluntary, employee-led group that the Atlanta Fed endorses. It is formed around shared characteristics or professional interests for the purpose of supporting diversity and inclusion and other strategic initiatives. Employees create these groups organically and establish them based on their interests. Every ERNs are open to all employees.

The Atlanta Fed welcomes and supports employees' participation in these groups.

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)
  • WISE (Women Inspiring Success and Empowerment)
  • WFN (Working Families Network)
  • VRN (Veterans Resource Network)

The DAC along with the ERNs provide employees at the Atlanta Fed opportunities for:

  • Volunteering; developing and enhancing their careers
  • Gathering and distributing diversity information
  • Interacting with senior leaders within the organization
  • Building cultural awareness through shared knowledge and support