« ZurückWeiter »
AFFIRMATIVE ACTION TARGETS FOR 1992
The Bank is entering the final year of its multi-year affirmative action plan, which was adopted in January 1989. The Bank's original targets for 1992 are shown in Table IV. In setting
long term largeus for 1992 we realized early on that we were establishing ambitious goals. At this
poial we capes that the attainment of the original 1992 targets will be very difficult and, in the case of minority officers and senior staff females, probably unattainable this year.
Looking beyond 1992, we will evaluate the results of our affirmative action program in order to develop our next multi-year plan. That plan will be based upon the 1990 census data, scheduled to be available by mid-1992. We believe that the programs begun in 1991 and which will be strengthened and built upon in 1992, will position the Bank to meet the challenge of maintaining
a highly qualified and diverse work force in the years ahead.
AFFIRMATIVE ACTION INITIATIVES FOR 1992
In 1992, the Bank will continue to concentrate on recruitment, the smooth transition of
professionals into the senior staff, and the development and retention of employees. In the area
of recruitment, we will increase our efforts to attract master's level candidates and professionals
through an expanded master's level summer internship program, greater efforts at networking,
various affiliations with professional minority organizations, and targeted advertisements in national,
minority-focused publications. Given the unprecedented staffing increases planned for Bank Supervision in 1992 and 1993, the need for recruiting efforts to tap all available sources of female
and minority talent will be particularly acute.
In addition, we will encourage the more active participation of area management in the
training and development of its staff who are deemed to possess management potential. We expect
to accomplish this through the development of stronger communication between management and
staff with the introduction of a new Coaching and Counseling Program early in 1992 and a new Performance Appraisal System. Also, the Vice President of the Corporate Planning Group and the Personnel Officers will visit area management to discuss the training and development needs of
certain individuals, including minorities and females, with a view toward increasing advancement potential where possible. Details concerning these initiatives are included in Appendix III.
AFFIRMATIVE ACTION FOR THE DISABLED
It is the policy of the Bank to provide equal job opportunity for persons who are disabled.
We will not discriminate against any person because of a physical or mental disability provided the
disability does not impair the person's ability to perform a particular job.
This year, the Americans with Disabilities Act (ADA) will take effect. As part of the Bank's
commitment to Equal Employment Opportunity and the ADA, the Bank's physical facilities have
been reviewed to determine if any structural limitation to the disabled exists. In addition, all
Personnel policies will be reviewed to ensure total compliance with provisions included in the ADA.
The Bank will continue its contact with the International Center for the Disabled and an
officer serves on its Special Committee for Placement.
Additionally, the Bank will provide, upon request, special counseling for disabled employees
in all work-related matters.
INTERNAL GRIEVANCE PROCEDURE
An important element of the Bank's Equal Employment Opportunity policy is the
investigation and resolution of any employee grievance relating to discrimination because of race, color, religion, national origin, sex, sexual orientation, age or disability. Any employee who believes
that he or she has been discriminated against or subject to unlawful harassment should discuss the
grievance with his or her supervisor, assistant chief, chief or manager, or with a counselor in the
Any employee who does not wish to go to his or her area management or to the Personnel
Department may bring the grievance to the Equal Employment Opportunity Officers. A finding by the Equal Employment Opportunity Officers may be appealed to either the First Vice President
or the President.
AFFIRMATIVE ACTION ACCOMPLISHMENTS DURING 1991
Increased emphasis on senior staff and MBA/MA minority recruitment. Given the Bank's increasing need for professionals and master's level candidates, we undertook various recruitment initiatives to target this group.
• attended Columbia University Black Business (MBA) Association Conference;
established affiliations with the national president and the regional president of the National Black MBA Association as well as the regional president of the National Society of Hispanic MBA's;
sponsored for the first time a booth at the job fair of the National Black MBA Association conference;
identified minority publications for placement of national advertisements next year (Hispanic Magazine, Minority MBA Magazine and Black Enterprise magazine).
Increased contact with minority organizations on campuses where we recruit. A number of information sessions were conducted on campus and in the Bank which targeted minority graduate and undergraduate students:
• Rutgers Minority Career Fair
In addition, one-on-one networking occurred between Bank staff members and career counselors and economics professors at Morehouse College, and with a Board member from the Consortium for Graduate Study in Management (a group assisting talented minorities pursuing graduate degrees) in an effort to further strengthen our access to sources of talented minority candidates.
Improved communications and follow-up with minority summer interns. Summer interns are an excellent source of publicity for the Bank on their campuses. Therefore, we initiated efforts to maintain contact with the interns and keep them informed of activities at the Bank. We encouraged interns to participate in our on-campus information sessions and to refer candidates to the Bank.