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FHLB-SF Strategic Articulation Map
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STRATEGIC ARTICULATION MAP
OUR MISSION
The mission of the Federal Home Loan Bank of San Francisco is to provide our members with
Resources for Aordable Housing & Economic Development
Essential Financial Services & Expertise
Reliable Access to Low-cost Liquidity
Together, we make our communities more vibrant, equitable, and resilient, changing lives for the better.
1
OUR DEI PURPOSE
inclusive workplace that empowers team members
To drive an
equitable finances with a
to execute the banks mission to provide
strong commitment to the communities we serve
OUR DEI VISION
We envision our Team members inspired by the bank's mission and committed to DEI so we have a Positive Sustained Community Impact Through Improved Access to Home Ownership powered by attracting and retaining top talent.
2
VISION SNAPSHOTS:
STRATEGIC PRIORITIES
Start Small 2022
Scale Fast 2024
Think Big 2026
FHLB-SF influences federal policy and advocates for markets served
Incubator program for Suppliers whether this is developed in-house or partnership with a certifying agency (NMSDC)
FHLBSF helps author fair housing legislation signed into law
Champion Diversity
Brand Diversity
FHLBSF recognized as one of the West Coast's best places to work for diverse employees
Components of FHLB-SF DEI program published on the CEO Action Pledge
BOD announces support for Black Home Ownership initiative to direct CID funding
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)
Lead Diversity
3
VISION SNAPSHOTS:
STRATEGIC PRIORITIES
Start Small 2022
Scale Fast 2024
Think Big 2026
Market and Community Equity
FHLBSF plays vital role in reducing the Black Home Ownership gap
Bank identifies five organizations to partner on to bridge Black Home ownership gap
CARE @ FHLBSF program donates increased (dollars or man hours)
• Bank leadership academy creates management and promotion pipeline • Sponsorship program is launched across the bank to help diverse employees get promoted to senior roles
• DEI and HR pilot sponsorship program with ELT • Succession plan is in place for all EVP, SVP, and MD positions
Development programs focus on people from underrepresented communities and all members of the Bank for the various dierent levels.
Opportunity Equity
Wealth Gap Stats published and Bank launches educational series on wealth gap
Rewards Equity
HR and DEIO historical analysis reveals no pay or promotion disparities between racial or gender populations
DEIO and HR partner to develop pay equity program
4
VISION SNAPSHOTS:
STRATEGIC PRIORITIES
Start Small 2022
Scale Fast 2024
Think Big 2026
We are confident with our DEI work and ready to submit our qualifications for corporate equality indexes e.g. HRC - for LGBTQ and DisabilityIN
Announcements posted showing support of significant days in D&I, Black History Month, Pride, Hispanic Heritage Month, etc
Many team members across the various demographics (race/ethnicity, age, gender) are posting about FHLBSF - stating it is a great place to work.
Find Inclusion
Mature ERG programming - Training for ERG Chairs
Employee survey results show employees feel included at work
1/3 of all Bank employees are DEI certified
Engage Inclusion
DEIO publishes expanded DEI metrics, some for all-employee consumption, for improved transparency
FHLBSF earns spots on most inclusive place to work lists by HRC, Disability:In; Working Mother Media;
Detailed development plans in place for all positions
Grow Inclusion
5
DIFFERENTIATORS // What we must do dierently going forward
Transparency
More leadership engagement in diversity initiatives
Shift Philanthropic Spend Toward Programming
Invest in our DEI and Employee Brand
HEADLINE INDICATORS // How we will know we’ve done it
Employee Engagement
Black Home Ownership (Financial Support, Legislative Advocacy, Diversity in Decision Making)
Supplier Diversity (Breakdown of Supplier Diversity, Percent of Total Spend from Diverse Suppliers, Revenue Increase Post Incubator)
Regulatory Rating
Workforce Diversity (Gender, Ethnicity, Level)
6
VISION SNAPSHOTS
STRATEGIC PRIORITIES
Start Small 2022
Scale Fast 2024
Think Big 2026
Champion Diversity FHLBSF helps author fair housing legislation signed into law
FHLB-SF influences federal policy and advocates for markets served
Incubator program for Suppliers whether this is developed in-house or partnership with a certifying agency (NMSDC)
CRITICAL INITIATIVES
• Grow and evolve ERG’s - Increase ERG budget to facilitate more opportunities for third party experts to provide DEI training and education to Bank sta - Improved visibility to Bank-wide calendar for improved coordination between ERG ‘s and other Bank-wide activities. Provide a monthly summary of events at the start of each month. - For ERG collaborative events, continue to encourage collaboration such as the recently successful Angel Island virtual tour event with the CHISPA and AA ERGs. - Partner with Marketing and ERG’s to increase content on ERG Empower pages
• Expand depth, performance and impact of supplier diversity initiatives - Supplier Diversity Best Practices training - Develop and launch Incubator program for Suppliers whether this is developed in-house or partnership with a certifying agency (NMSDC) - Leverage membership/sponsorship funds to partner with third party organizations who provide incubator or training and development programs for diverse businesses with the goal of improving the success rate of bid opportunities with GSE’s. • Advocate for policy and legislation initiatives in alignment with DEI and bank purpose and missions - Help author fair housing legislation signed into law - Influence federal policy and advocates for markets served
• Develop DEI workshop for Legal team on best practices in pursuing DEI change and managing risk
7
VISION SNAPSHOTS
STRATEGIC PRIORITIES
Start Small 2022
Scale Fast 2024
Think Big 2026
Brand Diversity
FHLBSF recognized as one of the West Coast's best places to work for diverse employees
Components of FHLB-SF DEI program published on the CEO Action Pledge
BOD announces support for Black Home Ownership initiative to direct CID funding
CRITICAL INITIATIVES
• Develop Branding On DEI Purpose Strategy and Campaign - Bolster our Marketing and Branding that showcases our mission and our work. We have been in this community for many years, yet most do not know that we exist. - Use social media to post relevant content - Partner with Marketing and ERG’s to increase content on ERG Empower pages - Partner with Marketing and ERG’s to develop content appropriate for the Bank’s public website (Develop a B2C marketing strategy inclusive of DEI eorts) • Grow employee brand through DEI conscious recruiting - Provide guidance to all hiring managers on diverse interview panels and unconscious bias in interviewing - Focus on using marketing eorts to attract diverse talent.(Develop a B2C marketing strategy inclusive of DEI eorts) - Partner with ERG members for gender and minority-focused college/trade group recruiting. - Partner with Marketing to improve recruiting collateral (candidate >Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15
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