African-AmericanCredit Union

Coalition

AboutUsTheAfrican-AmericanCreditUnionCoalition(AACUC)startedwithasimpleconversationamongagroupofGeorgiacreditunionprofessionalswhosharedadesiretogettoknowotherAfricanAmericanprofessionalsintheirindustry.

Today,23yearslater,goalsandobjectivesoftheAACUCareever-changing,butitscommitmenttoitsmission“toincreasediversitywithinthecreditunioncommunitythroughadvocacyandprofessionaldevelopment”remainsthecoretenetoftheorganization.

AACUChasmorethanliveduptoitsmissiontoincreasediversityinthecreditunionmovement.Itssupportofcreditunionsandthosewhoworkwithinthemhasmadetheorganizationarelevantandvaluedpartofthecreditunionstory.

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AACUCInclusiveNotExclusive.AACUCrecognizesthedifferencesanddistinctionsofeachindividual,group,ororganizationthatisrepresentedinsocietyandwithintheCreditUnionMovement.

InalignmentwiththeAACUC’shistoryandgoals,wedefineDiversityinourmissiontoexpresstheinclusion,advocacy,andsupportofAfrican-AmericansthroughouttheCreditUnioncommunityandatlarge. Notwithstanding,theAACUCwelcomesthemembershipofallindividuals,groupsandorganizationsinfurtheranceofitsmissiontostrengthentheglobalCreditUnionMovement.

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ImportantStatisticsAfricanAmericanCEOs

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164 as of August 31, 2018• 94 led by Women

48 credit unions less than $1 m in assets• 30 led by Women

39 credit unions $1- $6 m in assets• 29 led by Women

ImportantStatisticsAfricanAmericanCEOs

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19 CUs $6+ - $20m in assets• 7 led by Women

16 CUs $20+ - $40m in assets• 8 led by Women

12 CUs $41 - $85m in assets• 6 led by Women

ImportantStatisticsAfricanAmericanCEOs

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4 credit unions $100 - $300 million in assets• 1 led by a Woman, Lynette Smith, Board Secretary of the

AACUC

8 credit unions over $400 million in assets• 1 led by a Woman, Tiffany Ford ($857)

ImportantStatisticsAfricanAmericanCEOs

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5 credit unions over $1 billion in assets• Tyrone Muse, Visions Credit Union

• Don Lewis, Aberdeen Proving Ground FCU

• John Hamilton, MECU of Baltimore, Inc.

• Marsha Majors, U.S. Eagle FCU

• Maurice Smith, Local Government FCU

AACUCMilestones8

• AdoptACreditUnion– HurricaneKatrina

2005

• NCUF’sPeteCrearCommunityInvestmentFundCreated

• 1st CEOInstituteScholarshipestablished

2004

• AACUCIncorporatedinMissouri

• ReachingTowardtheFutureInternshipProgramLaunched

2002

• 501c3Non-ProfitStatus

• LifetimeAchievementAwardnamedafterPeteCrear

2003

• 1st AnnualMeetinginSt.Louis,MO

1999

• EstablishedPeteCrearInternshipScholarships

2007

• 1st AACUCdisplayattheAmerica’sCreditUnionMuseum

2008

• EasternRegionalChaptercreated

• CreditUnionsContributeover$1MillionfortheMLKMonument

2009

• AACUC&WOCCUestablishthePeteCrearFund

2011

• InauguralFinancialRealityFair(DEProject)

2013

• 1st YoungProfessionalsSummit

2017

AACUC – Current Structure9

• President/CEO,RenéeSattiewhite,managestheday-to-daydutiesandresponsibilities.

• RegionalChaptersareestablishedbytheBoard

• Currentlytherearethree:EasternRegionalChapter,theSouthernRegionalChapterandtheWestCoastChapter.

• Thepurposeofthechaptersistoprovidenetworking,communityinvolvement,andeducationalopportunitiesforthememberbaseandtorecruitnewmembers.

MembershipOverview

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a 258CurrentMembershipa 59CreditUnionsa 8Vendorsa 4CreditUnionLeaguesa 4TradeOrganizations

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THENEXT 20YEARSAACUCwill:

ØContinuetobethe“goto”organizationtoidentifyexecutivetalentforcreditunionorganizations.

ØCollaboratewithourpartnerstoensurethatthecreditunionindustryhasdiversity,equityandinclusion.

ØWorkdiligentlytomaintainasoundandhealthypartnershipsthatcansafelyadapttomembers’changingneeds.

ØContinuetoengageyoungprofessionals.

ØContinuetoprovideprofessionaldevelopmentopportunities.

ØAdvocateforcreditunionsandcollaboratewithourpartners.

Thank You

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Lynn HecklerChief Talent Officer, PSCU

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I&D Strategy & Structure

Awareness Operationalize SustainableAccountabilityMetrics

Source: Gartner

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Roadmap for Diversity & Inclusivity at Your Credit Union

Fix Your Pipeline

Shape Your Culture

Walk the

Walk

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I&D Branding

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DIVERSITY AND INCLUSIONThe Credit Union Advantage

Monica DavyNational Credit Union Administration

KEY POINTS

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• State of the credit union system

• NCUA credit union diversity resources

• NCUA’s internal DEI journey and focus

STATE OF THE INDUSTRY20

5,375 312,771 52% 13% 87%Credit unions Credit union

employeesCredit union CEOs

are womenCredit unions with

more than $1 billion in assets run by

women

Credit unions with more than $1 billion in assets run by men

No collective data on race or national originNo collective data on gender for non-CEO

JOINT STANDARDS I and II

I. Leadership and Organizational Commitment to Diversity and Inclusion

Written policy approved by leadership

Senior official overseeing diversity

Regular EEO and diversity training

Proactively includes diverse pool for selecting employees, managers and board members

Diversity and inclusion in strategic planProvides regular progress reports on diversity to board or senior management

II. Proactive implementation of employment practices that expand outreach efforts to diverse individuals

Implements policies to ensure equal employment opportunities

Implements policies that foster diverse applicant pools for employment

Communicates employment opportunities broadly

Cultivates relationships with diverse professional organizations

Evaluates diversity and inclusion programs for future improvement

Uses analytical tools to assess measure and track

Holds management accountable for diversity and inclusion efforts

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JOINT STANDARDS III and IV

III. Consideration of Supplier Diversity in Procurement and Business Practices

Written SD policy approved by leadership

Leadership support to incorporate SD policies into business planning

Established policy to solicit bids from minority and women owned businesses

Conducts targeted outreach to minority and women owned businesses

Uses metrics to identify baseline and track spending

Implements practices that promote diverse supplier pool

IV. Promotion of Transparency of Diversity and Inclusion Practices

Publishes information about diversity and inclusion efforts (i.e. demographic workforce composition)Makes information on the following public: diversity and inclusion strategic plan, policy, and effortsPublicizes opportunities that promote diversity and inclusion in employment, internships, and contracting opportunities

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JOINT STANDARD V

V. Monitoring and Assessment of Diversity Policy and Practices

Conducts self-assessment or evaluation of diversity policy and practices annually

Modifies diversity policies and practices based on results of self-assessment

Provides information pertaining to self-assessment or evaluation to NCUA’s OMWI Director annually

Publishes information pertaining to assessment

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It’s simple and briefThe tool is very easy to use and is very short.

It’s voluntaryThe CUDSA is not mandatory and in no way associated with your examination.

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CUDSA (Credit Union Diversity Self-Assessment)

It’s a toolDesigned to help credit unions assess existing diversity and inclusion policies and practices, and identify opportunities to implement best practices.

Results reported in aggregateNCUA submits an annual report to Congress sharing the aggregated data anonymously. Your credit union will not be identified in the analysis.

It’s conducted annuallyIt is meant to be submitted annually but can be submitted any time during the year. We collect all data as of December 31st.

It has no effect on CAMEL ratingsThe assessment is no way related to your NCUA exam nor does it have any impact on your CAMEL rating.

CUDSA

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CUDSA

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CUDSA

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CUDSA

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2018 CUDSA Results

2016 2017 2018 Multiple Years

Proactive Employment Practices

Supplier Diversity

Transparency of Diversity Practices

Monitoring and Assessment

57% 47% 5% 14% 30%

Leadership Commitment

2018 Aggregate Workforce Data from 66 Credit Unions30

Employees Total Women Men

Total Reported American Indian or Alaska Native

Asian Black or African American

Native Hawaiianor Other Pacific Islander

White Two or More Races

Hispanic or Latino Only

Unspecified/Not Known Only

All Employees 9,796 0.3% 3.9% 9.4% 0.3% 65.7% 1.5% 18.2% 0.8%

All Management 1,513 0.3% 2.8% 5.9% 0.1% 73.4% 0.6% 14.8% 2.0%

All Board 392 0.3% 1.6% 16.6% 0.5% 68.6% 0.5% 7.2% 4.6%

*66 of the 81 CUDSA submitters in 2018 reported some degree of workforce diversity data*Some credit unions provided breakdowns by gender only, some by race/ethnicity only

*2018 was the first year we collected workforce diversity data

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Industry-wide supportData collection

Centralized learningCU DEI curriculum

Measurable growthStronger CU System

NCUA’S INTERNAL JOURNEY AND FOCUS

Expanding definition of diversityBroadening diversity message beyond race and gender to include all aspects of diversity

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Unconscious bias Unconscious bias awareness, training and providing tools to identify specific types of bias and ways to mitigate for all levels of employment including senior leaders

Intentional InclusionMentoring across differences, VIBE campaign, OMWI Talks, employee resource groups, culture, diversity and inclusion council

Transparency

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Transparency

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NCUA Workforce Diversity (Q2 2019)

35White Black AAPI Hispanic Multi-racial Native Am

69.2%

15.2%

6.9%

6.2%2.0%

0.5%

NCUA Senior Leadership (Q2 2019)

36White Black/AA Hispanic Multi-racial

78.0%

10.0%

10.0%2.0%

NCUA Workforce Diversity Trends (YE 2014 - Q2 2019)

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73.7% 69.2%88.2%

78.0%

14.7%15.2%

5.9%10.0%

5.9%6.9%

3.9%4.3% 6.2%2.0%

10.0%0.8% 0.5%

0.6% 2.0% 2.0%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2014 TOTAL 2019 Q2 TOTAL 2014 SSP 2019 Q2 SSP

MultiNative Am.Hispanic/Lat.AAPIBlack/Afr.Am.White

2014: TOTAL= 1235, SSP=51; 2019: TOTAL=1124, SSP=50

THANK YOU!