Driving Inclusion at the Federal Reserve Bank of San Francisco
by Eric Cheng, Inclusion + Diversity Manager
Creating an inclusive culture in the workplace takes a lot of introspection. We looked in the mirror and really focused on nurturing a culture that values, respects, and embraces the unique experiences, backgrounds, and identities of our employees and the communities we serve.
It takes a lot of work, but it’s possible — especially when your employees get involved.

Diversity as a First Step
Five years ago, the SF Fed formed a Diversity Council made up of senior leaders. These leaders helped define what it means to be a diverse and inclusive organization and developed strategies to achieve their goals.
Our definition of diversity at the SF Fed is expansive. It includes race, gender identity and expression, age and ethnicity, as well as socio-economic background, education, religious beliefs, sexual orientation, veteran status, physical abilities, and life experiences. We recognize that we have a lot in common, yet we also recognize how each person brings their unique perspective and experience to our shared table. We’re committed to cultivating a workplace that encourages everyone to contribute to their fullest potential.
The Diversity Council made significant strides in its mission, especially in driving Inclusion + Diversity efforts within the organization and their business areas. Inclusion + Diversity became integrated into the organization’s strategic plan and continues to be a regular topic at executive and management meetings.
Next, the Diversity Council considered how best to continue to embed I+D at the core of what we do as an organization by engaging employees across all levels and District branches. They wanted to pass the baton to a new group of employees with the charge to focus on the next stage of our I+D journey — Inclusion.
From Diversity to Inclusion: An Employee Alliance
Soon after, the SF Fed took the next step by forming the Inclusion Alliance, a group of employees from across levels and businesses who could continue the momentum of building an inclusive culture at the SF Fed.

The ultimate goal of the Inclusion Alliance? To create an environment where people with different backgrounds and perspectives can learn from each other, discover shared values, and contribute to our mission together.
In identifying the core group of employees for the Inclusion Alliance, the selection committee aimed to practice inclusive values and practices in making their selections. This goal drove the selection committee’s decision to use a blind review process — removing all personal identifying information from each application — for their initial evaluation. The committee then scored and ranked each application based on answers to just two short questions:
- What does inclusion mean to you?
- What would the Bank look like if we were more inclusive as an organization?
Since the Inclusion Alliance was launched in July 2018, members have:
- Met monthly to develop their expertise on I+D
- Used storytelling to share their experiences addressing issues of inclusion in the workplace
- Spearheaded conversations on difficult topics such as race, power, and privilege
- Provided a toolkit to help employees facilitate more inclusive meetings

Next up for the SF Fed’s Inclusion Alliance
The Bank strives to create a culture and experiences that are inclusive for all our employees. We believe that when our culture is truly inclusive, we are more likely to be successful at retaining and developing our diverse employees and attracting more to the Bank. The Inclusion Alliance plays a key role in this.

In 2020, they will continue experimenting with new ideas and synthesizing their learnings, all with the ultimate goal of creating and sustaining a place where all employees feel a sense of belonging and being heard. Look out for more in the coming weeks.

