Please ensure that the responses to this survey are data driven rather than focused on narratives and summaries. 

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* 1. Contact Information

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* 2. How is the company’s senior leadership accountable for advancing diversity, equity, and inclusion, and meeting the company’s overall commitments?
Additional Context including Requested Data (if available): Describe the policies and processes in place to ensure accountability (e.g., annual performance reviews and/or incorporated in organizational and departmental KPIs).

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* 3. Is the company disaggregating people-related data across demographic groups, including race, ethnicity, and gender?
Additional Context including Requested Data (if available): Describe the company's people-related data disaggregation practices and how it uses data to shape DEI strategies.

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* 4. Is the company achieving high scores on annual culture and engagement surveys across demographic groups, including race, ethnicity, and gender?
High scores = an overwhelming majority (70% and above) of positive and strongly positive responses.
Additional Context including Requested Data (if available): Are you surveying? (Yes or No)
If yes, share current and last 2 years’ culture and engagement survey scores, disaggregated across demographic groups.
What concrete actions is the company taking to address any significant disparities in scores across demographic groups?

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* 5. Has the company expanded its talent channels and workforce opportunities to support building and retaining a diverse workforce across demographic groups?
Additional Context including Requested Data (if available): Describe how the company is expanding its talent channels and workforce opportunities (e.g., partnerships with HBCUs, adopting fair chance hiring, expanding sponsorship opportunities, and combating bias in the hiring and promotion processes).

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* 6. Are retention and turnover rates at, or close to, parity across demographic groups, including race, ethnicity, and gender?
Turnover = voluntary and involuntary separations.
Additional Context including Requested Data (if available): Share current and last 2 years’ retention and turnover rates, disaggregated across at least race, ethnicity, and gender.
What concrete actions is the company taking to address any disparities in retention and turnover rates across demographic groups?

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* 7. Are promotion and internal hire rates at parity across demographic groups, including race, ethnicity, and gender?
Promotion = advancing to a position that is classified at a higher pay grade.
Internal hire = filling a vacant job from within the organization, including lateral moves or transfers.
Additional Context including Requested Data (if available): Share current and last 2 years’ promotion and internal hire rates rates, disaggregated across at least race, ethnicity, and gender.
What concrete actions is the company taking to address any disparities in promotion and internal hire rates across demographic groups (e.g., combating bias in promotion processes and widely communicating internal hire opportunities)?

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* 8. What is the demographic diversity of the C-suite and how is the company ensuring greater equity in senior leadership opportunities?
Additional Context including Requested Data (if available): Share demographics of current C-suite and other senior leaders (VPs and above), disaggregated across at least race, ethnicity, and gender.
What concrete actions is the company taking to promote greater diversity at the top-most leadership levels of the organization (e.g., expanding sponsorship opportunities and combating bias in selection processes)?

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* 9. What is the demographic diversity of the board of directors and how is the company ensuring greater equity in board appointment opportunities?
Additional Context including Requested Data (if available):  Share demographics of the board, disaggregated across at least race, ethnicity, and gender.
What concrete actions is the company taking to promote greater diversity among the board (e.g., expanding board skills and expertise matrices, adopting robust refreshment practices, and combating bias in selection processes)?

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* 10. On an annual basis, does the company analyze and achieve pay equity by job function across demographic groups, including race, ethnicity, and gender?
Additional Context including Requested Data (if available): Yes or No? Provide additional context if necessary.
If pay equity by job function is not evaluated and addressed on an annual basis, within what timeline does the company plan to adopt regular review and pay adjustment processes?

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* 11. Does the company have an enterprise-wide procurement policy in place that require diversity and living wages among suppliers, business partners, and vendors? If you have this information disaggregated across demographic groups, please provide.
Additional Context including Requested Data (if available): Yes or No? Provide additional context if necessary.
Provide policy signed by CEO or other executive officer.
If not, does the company have a timeline for putting one in place?
Does the company have a dedicated supplier diversity or business diversity program and team?
Does the company have supplier diversity goals tied to executive leadership’s annual performance plans?

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* 12. Are all spend categories sourcing from minority business enterprises (MBEs) on an annual basis?
Additional Context including Requested Data (if available): What efforts is the company making to ensure spending with MBEs in higher margin categories (e.g., R&D, IT, real estate, legal, capital management, and other professional services)?
How many new MBEs has the company introduced into the company’s supply chain within the last 2 years?
Please provide the company spend with Tier I and Tier II MBE suppliers for the last two years.

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* 13. How is the company contributing to building the pipeline and supporting the growth of minority business enterprises?
Additional Context including Requested Data (if available): Describe the company's efforts over the last three years and how/where it is continuing to support the growth of MBEs.
What MBE development programs does the company support (e.g., mentorship and coaching, scholarships for MBE learning and development, programs for access to capital, early payment term)?

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* 14. What proportion of treasury dollars does the company deposit with CDFIs and MDIs? 
Additional Context including Requested Data (if available): Percentage of treasury deposits with CDFIs, MDIs, and other community banks.
Describe the company's efforts over the last three years and how/where it is continuing to support the strength and stability of financial institutions that serve historically underinvested communities.
What percentage of the company’s total treasury dollars are managed by minority investment/money management firms?
Additional Context including Requested Data (if available)

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* 15. What percentage of your CSR budget goes toward advancing racial and economic equity? 
Additional Context including Requested Data (if available): Provide percentage of commitments achieved or dollars dispersed.
Describe the company's corporate philanthropic efforts and how they aim to tackle inequality, including by supporting historically marginalized groups and underinvested communities.

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* 16. How does the company integrate equity considerations with any tax subsidies, incentives, or tax policy it may be eligible for?
Does your company receive tax subsidies or incentives? If so, what commitments have been made in exchange for such benefits and how are you meeting such commitments? (e.g., job creation commitments, community benefit agreements, diversity commitments)
Additional Context including Requested Data (if available): Report the percentage gap between statutory tax rate and effective tax rate.
Describe how the company ensures it is paying its fair share in taxes and, if there is a gap between its statutory tax rate and effective tax rate, how it plans to mitigate it or ensure it remains low.

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* 17. How does the company ensure its civic activities promote the fundamentals of a strong and healthy democracy (e.g., paid time off to vote; advocacy for public policies that expand voting access and promote greater economic and social inclusion; actively combating disinformation)?
Additional Context including Requested Data (if available): Percentage of workforce with paid time off to vote.
Describe how the company ensures its civic and political activities promote the fundamentals of a strong and healthy democracy.

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* 18. If you have an office or position dedicated to your company’s DEI efforts, does that office report directly to the CEO and do they regularly present to the Board?
Additional Context including Requested Data (if available): Explain how information from this office is being utilized to effectuate change.

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* 19. Are there additional actions, including industry-specific actions, the company has taken to advance DEI and greater economic inclusion (e.g., accelerating digital equity and access; advancing credit access and financial literacy; promoting health equity)?
Additional Context including Requested Data (if available): Describe the company's additional, and/or industry-specific, achievements to date and future plans

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* 20. Did your company make internal or external commitments in the wake of George Floyd’s murder in 2020?
If yes, what progress has been made towards those commitments?
What are you still working towards?
Additional Context including Requested Data (if available): Yes or No?
Detail your progress to date.
Describe your areas for continued improvement.

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* 21. How can the Congressional Black Caucus support the company to have an even greater positive impact across its current efforts and to expand its efforts over the coming years?
Additional Context including Requested Data (if available): We look forward to your insights.

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* 22. Please upload any additional information that your corporation would like to provide to assist in our evaluation of responses. 

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