Consumer bureau ended 2017 with slightly more workers (totaling 1,643) than previous year

The federal consumer financial protection agency had more than 1,600 employees at the end of last year – up slightly from 2016 – according to details contained among three reports dealing with employment and inclusion issues posted on the agency’s website Tuesday.

The three reports – each dated March 29 – were posted on the Consumer Financial Protection Bureau’s (CFPB) website with no additional public notification. The reports are the agency’s “2017 Office of Minority and Women Inclusion annual report to Congress”; its “No FEAR Act annual report” for fiscal year 2017”; and its “Equal Employment Opportunity (EEO) program” status report for fiscal year (FY) 2017. The reports are mandated by statute or regulation.

The OMWI report indicates that at the end of 2017, the agency counted 1,643 employees, consisting of 843 men and 800 women, spread across four regions (northeast, southeast, midwest and west). The report noted that count was up by 10 employees from 2016, after accounting for turnover.

The report also noted a slight increase in its workforce for minority workers. “There was a slight increase of 1.48% in the percentage of minority ethnic and race indicator (ERI) employees from 37.66% in 2016 to 39.44% in 2017, with a corresponding slight decrease in white employees,” the report states. “Compared to the U.S. Census Civilian National Labor Force (CLF), overall Bureau demographics have not changed significantly since fiscal year (FY) 2016. White men, followed by White women, comprise the largest racial groups in Bureau, followed by Black women and Black men, respectively,“ according to the report.

More specifically, the report breaks down demographics of “mission critical” positions (totaling about 1,100 employees) comprising the largest occupational categories as:

  • Miscellaneous Administration and Program Series (330 employees): 46% minorities; 59% women;
  • Economists (33): 27% minorities; 30% women;
  • Examiners (433): 42% minorities; 32% women;
  • General Attorneys (311): 25% minorities; 53% women.

The report states that the bureau hired 104 new permanent employees in 2017 – 56 men and 48 women, with 49% being minorities. Of the 48 women hired, the agency said, 17% were Black, 3% were Asian, and 5% were Hispanic. Of the 56 men hired, 8% were Black, 9% were Asian, and 9% were Hispanic.

“When compared with 2016, there was an increase in the percentage of hires who were Asian (1%) and Hispanic (3%), and a five percent decrease of Black hires,” the report states. “The overall percentage of new women hires declined 11% from 2016, with White and Black women accounting for most of the decline.”

The “No FEAR Act” report (which complies with the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, listing significant agency EEO program accomplishments) indicates a decrease in the number of formal complaints pending at the end of the fiscal year compared with previous fiscal years (16 pending at the end of FY 2017 compared to 21 pending at the end of FY 2016 and 32 at the end of FY 2015).

The report also notes that at the end of FY2017 there were no formal complaints filed in previous fiscal years remaining in the investigation or “reports of Investigations” (ROI)-issued/election phases. Also at the end of the fiscal year, the report states, one formal complaint remained pending in the Final Agency Action phase, down from two in FY 2016 and six in FY 2015.

The report noted that 12 complaints were pending at the hearing phase, compared with 18 in FY 2016 and 12 in FY 2015; nine were pending at the appeal phase, compared with six in FY 2016 and four in FY 2015. Those complaints were based on age (four), reprisal (three), race (two) and national origin and color (both one).

The EEO report notes that during FY 2017, the agency “demonstrated deep commitment to ensuring that the Bureau’s talented and diverse staff have equal employment opportunities and are treated fairly and with respect,” requiring executives, managers, and supervisors to enforce the “standards of fairness the Bureau expects of the companies and industries it regulates.”

The report states that the agency has committed to the same approach for FY2018.

2017 Office of Minority and Women Inclusion annual report to Congress

No FEAR Act annual report for fiscal year 2017

Equal Employment Opportunity (EEO) program status report for fiscal year (FY) 2017