Ensuring a diverse and inclusive workplace culture
In accordance with federal law, we work hard to attract, develop, and retain a workforce that reflects the diversity of the consumers we serve.
We out-perform government-wide averages
The number of minority employees in our workforce is 1.3 percentage points higher than the government-wide average.
The number of women in our workforce is 6.7 percentage points higher than the government-wide average.
Higher inclusion quotient
Our inclusion quotient is 9.5 percentage points higher than the government-wide score.
Learn more about these and other workplace diversity and inclusion figures:
Come work with us
People are our most valuable resource. We welcome potential candidates from all backgrounds to contribute their experiences and perspectives to help ensure that consumer financial markets work for consumers, responsible providers, and the economy as a whole.
How we support diversity and inclusion
Training on diversity and inclusion
We train staff to value the benefits of diversity and inclusion, and to develop skills for interacting in an inclusive environment. Training topics have included:
- Working in a multi-generational work environment
- Understanding and eliminating micro-triggers in the workplace
- Engaging in difficult but critical conversations
- Recognizing and mitigating unconscious bias
- Managing and leading in a diverse environment and fostering inclusion
- Understanding EEO laws
Celebrating our differences
We regularly celebrate our employees' diversity by hosting or supporting educational and heritage events throughout the year. Events have included:
- International Diversity Day
- Asian American and Pacific Islander Heritage Month
- Black History Month
- Caribbean Heritage Month
- Hispanic Heritage Month
- LGBTQ+ Pride Month
- National Disability Employment Awareness Month
- Native American Heritage Month
- Women's History Month
The Diversity and Inclusion Council of Employees (DICE) consists of employees from across CFPB, including our regional offices, who represent many job series and management and non-management positions. DICE provides recommendations on OMWI programs and initiatives, offers feedback on workplace inclusion and CFPB initiatives and policies, and works on projects and programs that support our diversity and inclusion goals.
Our Workforce of the Future Committee (WFF) was established to focus our efforts in building a great organization with the overarching goal of making CFPB a sustainable organization and a great place to work. Similarly, the Workplace Effectiveness Committee (WEC) works to engage our workforce and ensure that we take a holistic, consistent approach to workforce related programs and initiatives by providing diverse perspectives and guidance to leadership.
Employee Resource Groups (ERGs) are networks of CFPB employees with similar interests, backgrounds, or experiences designed to provide their members with a supportive environment encouraging networking and collaborating on career management, personal and professional development, and community involvement. ERGs also provide input and perspective on CFPB policies and practices. We have six active ERGs: ADELANTE, ASPIRE, PARENTS, PRIDE, RISE, and SPARK. Membership in any of the ERGs is open to all employees.
- ADELANTE is focused on issues that are important to Hispanic/Latino employees and their allies. Their mission is to foster professional and leadership development to improve Hispanic/ Latino representation at the CFPB through retention, recruitment, and recognition
- ASPIRE focuses on the recruitment, retention, learning, and advancement of CFPB Asian Americans and Pacific Islanders.
- The PARENTS ERG provides expecting, new, and experienced parents and guardians in the workplace with resources that provide support as they move through various phases of parenthood.
- PRIDE is focused on issues that are important to LGBTQ+ (lesbian, gay, bisexual, transgender, queer, and questioning) employees and their allies. Their mission is to advocate for a diverse workplace and support the professional and personal development of its members at the CFPB.
- RISE focuses on issues that are important to Black employees and consumers. RISE seeks to provide more opportunities for networking, recruitment, and recognition of Blacks represented at the CFPB.
- SPARK is focused on addressing issues that are of importance to women at the CFPB. SPARK’s main goal is to develop leaders, celebrate women, and ultimately improve the representation of women at the CFPB through recruitment, retention, and recognition.