This annual report describes FHFA's accomplishments, as well as challenges, the agency faced in meeting the strategic goals and objectives during the past fiscal year.
Read about the agency’s 2018 examinations of Fannie Mac, Freddie Mac and the Home Loan Bank System.
Submit comments and provide input on FHFA Rules Open for Comment by clicking on Rulemaking and Federal Register.
Implement critical reforms that will produce a stronger and more resilient housing finance system.
FOSTER competitive, liquid, efficient, and resilient (CLEAR) national housing finance markets that support sustainable homeownership and affordable rental housing; OPERATE in a safe and sound manner appropriate for entities in conservatorship; and PREPARE for eventual exits from the conservatorships.
2020 Scorecard
2019 Conservatorships Strategic Plan
FHFA experts provide reliable data, including all states, about activity in the U.S. mortgage market through its House Price Index, Refinance Report, Foreclosure Prevention Report, and Performance Report.
Source: FHFA
FHFA economists and policy experts provide reliable research and policy analysis about critical topics impacting the nation’s housing finance sector. Meet the experts...
Glossaries
Language Translation Disclosure
Diversity is one of FHFA's four values. We promote diversity in our employment and business practices and those of Fannie Mae, Freddie Mac and the Federal Home Loan Bank System.
Diversity and inclusion in the workplace, within a board of directors and among an institution's suppliers is a relative concept, periodically measured against availability of talent in the market place. As a strategic goal, achieving measures of diversity and inclusion are imperative to success in all businesses and institutions in the private and public sectors. At FHFA, diversity among its workforce and among its vendors is also a compliance requirement under new federal statutes. Furthermore, accomplishing diverse and inclusive conditions within FHFA is also a key engineering strategy that produces effective, fair and sound policies guiding housing finance for the American people.
In recent years, FHFA has demonstrated steady progress in building a workforce and a community of vendors from among diverse contributors and leaders. The demographics of its workforce compares favorably with the federal workforce and with the private sector in financial services and related fields.
Read our latest (2018) OMWI Strategic Plan (added on October 22, 2018)
Read our latest (2018) Annual Congressional Office of Minority, Women and Inclusion report.
All OMWI Reports to Congress
FHFA's Office of Minority and Women Inclusion (OMWI) was established in accordance with section 342 of The Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (Dodd-Frank Act), to promote diversity and ensure inclusion of minorities and women in all business and activities of the Agency. The Dodd-Frank Act requires the Director of the Agency to appoint a Director, OMWI who is responsible for developing standards for:
Section 1116 of the Housing and Economic Recovery Act of 2008 (HERA) requires each entity that FHFA regulates to establish an OMWI, or its functional equivalent, to promote diversity in all activities at every level of their respective organizations, including employment, management and contracting. FHFA must also comply with Section 1116(f) of HERA that, among other things, charges the Agency with seeking diversity in its workforce. An identical provision was adopted in section 342 of the Dodd-Frank Act which applies to the federal agencies listed in section 342(g)(1), including FHFA..
Altogether, FHFA's OMWI is responsible for carrying out the obligations of: Section 342 of the Dodd-Frank Act; section 1116(f) of HERA; the rules and regulations of the Equal Employment Opportunity Commission's Office of Federal Programs; Executive Order 13583; and other applicable executive orders governing federal agencies' diversity and inclusion programs. OMWI also offers to its employees and contractors Alternate Dispute Resolution services for conflicts internal to the Agency. These conflicts may or may not be related to EEO concerns and complaints.
To learn more about FHFA's EEO Services, please visit the EEO page.
Pursuant to section 1116, FHFA has an office specifically dedicated to regulatory supervision of the diversity and inclusion programs of its regulated entities including board of directors' diversity as well as workforce and supplier diversity. The Office of Minority and Women Inclusion (OMWI) reports to the Director of the FHFA and provides advice and counsel to the Director related to EEO compliance, a division of the OMWI. The OMWI also serves as an advisor to the Director on FHFA's workforce and procurement programs. OMWI develops policies, processes and strategies in all of the work it performs on behalf of the American public and pursuant to the laws that created it. It also executes the polices and rules of the U.S. Equal Employment Opportunity Commission (EEOC) to bring FHFA into compliance with Equal Employment Opportunity (EEO) laws and protects against work place discrimination on behalf of FHFA colleagues who work in Washington, D.C. and in other towns and cities across the U.S.
In both of these domains, the OMWI team collaborates with FHFA colleagues, and taps research with academic institutions, and among corporate research data bases. OMWI benchmarks and studies models of diversity programming among state, local and federal regulators and Congress and considers the views of community groups and stakeholders devoted to advancing efficient and effective diversity and inclusion strategies.
FHFA specifically aims to include minorities, women, service-disabled veterans, and individuals with disabilities in job and business opportunities created as a part of the federal government's efforts to reform and strengthen the banking system and the financial services industry.
If you are interested providing goods or services visit our Doing Business with FHFA page.
If you are interested in working with us visit our Careers page.
FHFA achieves its purpose by establishing and implementing policies, procedures, incentives and programs to increase hiring, promotion, and procurement opportunities within the agency and within the financial institutions that it regulates: Fannie Mae, Freddie Mac, and the Federal Home Loan Banks.
Sharron P. A. Levine, Director
Sylvia Martinez, Principal Policy Analyst
Donald McLellan, Senior Diversity & Inclusion Specialist (Lead)
Kenneth Hunter, Senior Diversity & Inclusion Specialist
Gwendolyn Jones, Special Emphasis Program Analyst
Deola Cole, Program Assistant
Brian Guy, EEO Director
Soquel Harding, Senior EEO Specialist
Paul Priest, Supervision and Operations Manager
Felicia Bland, Senior Examination Specialist
Donovan Benjamin, Senior Examination Specialist
Sonja Wilson, Senior Examination Specialist
Doncella Young, Senior Examination Specialist
Catherine Chiang, Senior Data Analytics Specialist
Amanda Tucker, Management Analyst
OMWI: (202) 649-3806, OMWIinfo@fhfa.gov
EEO: (202) 649-3816, EEOServices@fhfa.gov
EEO Counseling: (202) 338-1468, office@susangrimes.com
Read more about FHFA's Equal Employment Opportunity (EEO) program and No FEAR Act.
