The report found that the CFPB has taken steps to foster a diverse and inclusive workforce since it began operations in July 2011, but identified four areas of the CFPB's diversity and inclusion efforts that can be enhanced.
- First, diversity and inclusion training is not mandatory for CFPB employees, supervisors, and senior managers.
- Second, data quality issues exist in the CFPB's tracking spreadsheets for EEO complaints and negotiated grievances, and certain data related to performance management are not analyzed for trends that could be indicative of potential diversity and inclusion issues.
- Third, the CFPB's diversity and inclusion strategic plan has not been finalized, and opportunities exist for the CFPB to strengthen supervisors' and senior managers' accountability for implementing diversity and inclusion initiatives and human resources–related policies.
- Finally, the CFPB would benefit from a formal succession planning process to help ensure that it will have a sufficient and diverse pool of candidates for its senior management positions.