Company: Fannie Mae
Diversity Team Name: Office of Minority and Women Inclusion
Diversity Team Leader: Bill Fahey
- Tamara Carrera Enterprise Program Manager
- Tasha Daniels Enterprise Program Manager
- Tracy Fitzgerald Compliance/Ethics Specialist
- Damien Heath Diversity & Inclusion Manager
- Damion Henderson Diversity & Inclusion Consultant
- Lisa Huynh Business Analyst
- Jinny Jang Diversity & Inclusion Consultant
- Shannon Ice Compliance/Ethics Specialist
- Daphane Womack Non-Tech Project Manager
Fannie Mae is a leader in diversity and inclusion (D&I) across the financial services industry. Our mission is to harness the power of a diverse workforce, and our relationships with diverse suppliers and business partners, to enable Fannie Mae to achieve optimal business results. Our Office of Minority and Women Inclusion (OMWI) is responsible for oversight and promotion of D&I programming, engagement, strategic planning, metrics, and reporting. We promote diversity and cultivate an inclusive culture through key actions including these:
Governance: We established a D&I Strategic Plan and D&I Policy to provide the overall governance framework for an enterprise D&I program. This framework includes roles and responsibilities, establishes requirements and accountability, and provides direction for all business activities across Fannie Mae.
Senior Leadership Engagement: Our team engages leadership regularly through meetings and robust reporting on key D&I performance metrics. These meetings build accountability and visibility across each leader’s contribution to our D&I goals. Our board of directors provides independent oversight of our D&I program. Our Management Committee (inclusive of president and CEO) oversees the implementation of the D&I Strategic Plan. Our leaders serve as executive sponsors for our employee resource groups (ERGs), facilitate courageous conversations (CC), and speak or blog at internal and external D&I events.
Diversity Advisory Council (DAC): We created the DAC, an advisory working group of officers and employees representing various business units across the company. The DAC’s mission is to ensure the successful delivery of the D&I strategy through identification of opportunities and corresponding actions.
D&I Training: We partner with business leaders to develop D&I training plans. We provide courses, including, but not limited to, unconscious bias and inclusive leadership. Our robust internal page includes articles, blogs, leadership development opportunities, and other D&I resources for all employees.
Courageous Conversations (CC): We provide opportunities for employees to engage in respectful dialogues focused on important and sensitive topics in a safe space through our CC series. The goal is to promote a culture of inclusion through self-reflection, practicing authenticity, challenging assumptions, learning the perspectives of others, and building affinity with colleagues across the enterprise.
ERGs: We built on our culture of inclusion and created a strategy to leverage our 11 employee- led ERGs as a resource for the company. We are maximizing the diversity of voices at the table and empowering employees across the company in supporting business objectives.
Disability Inclusion Strategy: We launched a renewed focus on disability inclusion, inclusive of strategic partnerships, education, training, and resources.
Future Housing Leaders: We developed a program that connects college students from diverse backgrounds with paid summer internships with housing industry employers to promote diversity in the talent pipeline. We enhance those internship programs by offering a curated curriculum rooted in housing finance, executive exposure, peer networking, and educational materials to help students succeed.
Recognition & Awards
Additionally, we have received recognition and awards from a number of organizations for our D&I work, including Black Enterprise, Human Rights Campaign, Latina Style Magazine, Profiles in Diversity Journal, Hispanic Network Magazine, and Omnikal.