Third-Party Review (Completed May 2024)
A Special Committee of the FDIC Board will conduct an independent, third-party review of the FDIC’s workplace culture and response to allegations of harassment and misconduct.
Prompt Corrective Action
If the analysis identifies a barrier that adversely affected a subset of employees, the FDIC will promptly take corrective action to address and remedy the identified harm, which may include compensatory damages in cases involving discrimination.
Investigation of Barriers
Engage an Equal Employment Opportunity (EEO) firm to conduct an in-depth analysis of ongoing challenges in workforce representation, as identified in the Executive Summary of the FDIC’s Annual Equal Employment Opportunity Program Status Report for Fiscal Year 2022. The EEO firm will conduct a Barrier Analysis and recommend a plan to eliminate barriers. Results will be shared with employees.
Barrier Analysis
Engage an independent third party to conduct a barrier analysis to determine what, if any, barriers exist at the FDIC in recruiting and retaining women and people from minority groups.
See Cleary Gottlieb recommendation 2.c at page 168
Compensation Practices
Engage an EEO firm to conduct a review of performance-based cash awards and retention bonuses to determine if discriminatory practices exist. If any discriminatory practices exist, the FDIC will take prompt corrective action to address and remedy the identified harm, which may include compensatory damages.