or charges, informal or formal, were filed for each calendar year, 1990 and 1991? C. For each category listed in b. above, please give a breakdown of the grounds alleged for discrimination by category, whether race, religion, sex, national origin, disability, or age, and the status or resolution of the complaint. 3. With respect to contracts between the bank and minority or women contractors: a. Does the bank have a specific minority and women contracting outreach program? If So, attach all relevant documents, including policy statements and program guidelines. Include any information pertaining to the executive level positions which administer or oversee such programs. What is the current reporting structure to your office? b. Describe specifically for 1991 the number and monetary value of contracts with (i) minorities, or minority-owned entities, and (ii) women, or women-owned entities, which provide (a) financial services, (b) investment banking, (c) underwriting, (d) accounting, (e) legal services, (f) asset management (g) asset disposition or (h) other (please describe). Indicate the date the contract began and its term. c. Does the bank have a minority and women certification process? Does the bank accept certifications made by other Federal Reserve Banks or government, State or Federal, agencies? If you have any questions, please do not hesitate to call Barbara Shycoff, Committee counsel, at (202) 225-4247. Thank you for your cooperation. incerely, Suegells Henry B. Gonzalez 73-209 0-93-30 Enclosed are our responses to the questions in your June 19 letter regarding equal employment opportunities and contracting programs for minorities and women. I would also like to share with you some additional information on our efforts to enhance contracting with minority and female firms, our progress in increasing the representation of minorities and women, participation in training and development programs by women and minorities to advance their careers, internal and community based programs that promote affirmative action, and environmental factors which will impact our affirmative action goals for the next few years. women. Contracting with Women and Minorities We have an active outreach program to provide business opportunities to small businesses and, in particular, businesses owned by minorities and We advise all prospective vendors of our outreach program and make specific efforts to identify firms owned by minorities and women who can meet our business needs. In 1991, we had 297 orders for goods or services with 23 minority-owned firms and nine female-owned firms for a total volume of $1.25 million. Progress in Affirmative Action In 1991, the Bank continued to focus on the development of minorities and women for advancement to the higher level managerial/professional positions. Three women were promoted to officer positions and one minority officer was promoted. The Bank exceeded its goal for women in higher level Page No. 2 To The Honorable Henry B. Gonzalez Committee on Banking, Finance managerial/professional positions, increasing their representation from 49 in 1989 to 70 in 1991. For the same period of time, the number of minorities in these higher level positions increased from 25 to 30, very close to the goal the Bank had set. In June of 1992, two more women were promoted to officer positions and a minority officer and female officer were promoted. To progress further, we are working on identifying new sources of minority recruitment and positioning more minorities for upward mobility through training and development programs. Training & Development The Bank provides executive level training for upper level management personnel at various universities and management development organizations. In 1991, 10 people participated in such programs, of which two were a minority man and woman, and three others were women. Our tuition reimbursement program continues at a high level with 211 employees participating in the program in 1991, of which 41.2% were women and 40.8% were minorities. In 1991, internal training programs increased, both in the number of programs offered and participation, with 297 professional/managerial employees taking the courses. Female representation in these programs was 43.4% and 23.6% of the participants were minorities. Internal and Community-Based Programs We support the following programs which promote and enhance The Philadelphia Academy High School Program (Business Experience Educational Program, "BEEP") Junior and Senior minority students from participating high schools are accepted for co-op work assignments at the Bank. These students are placed in various departments to gain meaningful work experience and job skills that would help them obtain employment. Participating students are considered for employment at the Bank upon successful completion of their work assignment. We currently have a Vice President on our staff who started at the Bank as a student from this program. Black Executive Exchange Program (National Urban League) The Bank sends minority staff members upon requests from Black educational institutions to: 1) serve as guest lecturers, 2) to supplement classroom instructions, 3) to provide role identification. Minority Resource Council This in-house Council consists of minority managerial/professional employees who assist and support the Bank's recruitment programs. These employees provide input to help identify minority recruitment sources and contacts for the Bank. They also may accompany Bank recruiters to selected colleges. Recruitment for Minorities and Females The Bank continues to seek qualified minorities and women for openings in all levels and operations in the Bank. Special emphasis is placed on candidates for managerial/professional positions. To achieve this objective, recruitment will be ongoing at colleges, employment agencies, professional trade associations, and other community service Page No. 4 To The Honorable Henry B. Gonzalez Committee on Banking, Finance and Urban Affairs July 28, 1992 American Economics Association (AEA) (Federal Reserve System Ph.D. Fellowship for Minority Students) The Bank provides financial support to this program which seeks to increase the representation of minorities at the Ph.D. level in the economics profession. Environmental Factors Maintaining and improving the Bank's minority and female population over the next few years will be particularly challenging due to environmental factors such as consolidation of several Federal Reserve System activities and the forecasted reduction in volumes in several other areas. In this environment we expect to experience declining staffing levels. During 1992 and 1993, we will expand our efforts to provide continued progress for minorities and women by effectively utilizing the programs mentioned earlier, encouraging more employee referrals, seeking new sources of hiring, and providing further training and development opportunities. We believe these efforts will help us to reach our affirmative action goals and continue to move minorities and women into the upper ranks of our organization. Sincerely, Edward Is Bord Edward G. Boehne |