VISION SNAPSHOTS
STRATEGIC PRIORITIES
Start Small 2022
Scale Fast 2024
Think Big 2026
Lead Diversity
FHLBSF sets the pace for GSE's ELT representing diverse communities
Each ELT member publishes their DEI mission statement on EMPOWER
Senior ERG members engaged in mentoring new hires/junior sta (consider mentoring 360 program for DEI focus new hires)
CRITICAL INITIATIVES
• Leadership Communications on DEI that build brand and Awareness - Leadership Team members and Pillar Leads discuss their DEI initiatives/progress during Town Hall meetings - Leverage public platforms (eg, CEO Action Pledge) and social media (eg LinkedIn) to share DEI initiatives and progress - Ensure DEI “IAM” Campaign provides team members at all levels the opportunity to showcase the work they’re doing with DEI e.g. pillar leads participation.
• Set the pace for GSE's ELT representing diverse communities - Convene and lead FHLB / GSEs network and share best practices - Comms on program’s value and why it’s important to the communities we work and live in. - Host an in-person or virtual system conference for DEI/HR - D&I becoming second nature has begun. The program has evolved within the past year and strategic plans will continue to help with us achieving this goal. This is marathon not a sprint and we need to continue to share our Goals and progress with the Bank on a continuous basis. DEI should be an update at every other townhall. Additionally, our progress will lead us to becoming a leader in the system Banks.
- Quarterly comms/updates from 3 Pillar Leads - Use social media to post relevant content
- Publish department level DEI mission statements to articulate how each leader will contribute to the Bank’s DEI culture and activities. - LT members should continue to promote their ERGs at bi-weekly LT meetings and encourage their colleagues to attend their events. - Develop metrics dashboard across the bank and share with leadership so they understand gaps. - ELT members publish their DEI mission statement on EMPOWER
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