WASHINGTON–In response to a request during a recent House hearing, NCUA has sent Congress an update on its anti-harassment policies and practices, sharing a dozen or so things it has done.
The update was provided following a request from Rep. Maxine Waters (D-CA) during a Nov. 15 hearing by the House Committee on Financial Services during which the alleged “toxic culture” and “sexualized boys club” at the FDIC was the subject of much of the discussion.
As CUToday.info reported here, in addition to demands made of the FDIC, a similar request was made regarding additional information about the culture and anti-harassment policies and procedures of the other agencies that were testifying on the same day.
In response, NCUA Chairman Todd Harper, who was among those testifying, sent a letter from Katherine Easmunt, acting chief ethics counsel in the Office of Ethics Counsel at NCUA, outlining NCUA’s policies.
Easmunt said the agency undertook a review for the purpose of ensuring its workforce understands the agency’s harassment prevention policies and procedures and “feels safe using our anti-harassment process.”
Easmunt said “Harassment and misconduct have no place at the NCUA. These types of behaviors are unacceptable and will not be tolerated.”
Examples Shared
Examples of policies and practices at NCUA, Easmunt said, include:
- In March 2020 the NCUA Board established an independent Office of Ethics Counsel to house the agency’s Ethics Program and our Anti-Harassment Program. “Any employee or agency contractor who feels they have been subjected to or has witnessed workplace harassment can contact the agency’s Anti-Harassment Program staff for guidance. In December 2020, the agency hired its first Chief Ethics Counsel to lead the Office of Ethics Counsel at an executive level reporting directly to the agency head. Subsequently, in April 2021, the agency recruited a dedicated Anti-Harassment Coordinator -- a Senior Counsel with more than 30 years of federal employment law experience -- to lead the agency’s harassment prevention program.”
- In 2021, the NCUA’s Anti-Harassment Coordinator updated the agency’s anti-harassment policies and procedures, working closely with subject matter experts at the Equal Employment Opportunity Commission (EEOC). “In its review of the agency’s final procedures the EEOC stated that the NCUA’s policies and procedures are a model policy for other agencies,” Easmunt stated.
- The agency has established a dedicated email address (Anti-Harassment@ncua.gov) as an additional reporting mechanism.
- There is recurring training for all agency employees on the policies and procedures to prevent harassment, including training for new employees, for new supervisors upon promotion, and periodic refreshers.
- There are communications to all agency managers and supervisors to ensure that they are aware of their responsibilities to identify and eliminate harassment.
- A survey of all employees is conducted to ensure they were familiar with the agency’s anti- harassment policies and procedures, and how to report harassment.
- There is active engagement by the NCUA’s Anti-Harassment Coordinator with the NCUA’s employee resource groups, NCUA’s Culture, Diversity, & Inclusion Council, and anti-harassment coordinators from other federal agencies.
- NCUA’s policy and procedures for preventing and reporting harassment are posted in all NCUA facilities.
- The agency’s Anti-Harassment Program, the NCUA’s Equal Employment Opportunity (EEO) program is housed in the Office of Minority and Women Inclusion (OMWI). “Any employee may bring their concerns regarding potential harassment or discrimination to an EEO Counselor at any time, with the option of anonymity,” Easmunt stated. “The EEO process includes the right to a full investigation of a complaint of discriminatory harassment, a hearing before an EEOC Administrative Judge, an administrative appeal to the EEOC, and ultimately the opportunity to bring a civil action in court
In addition to the protections provided under the law by its EEO office, in October 2019 NCUA established a Culture, Diversity, and Inclusion Council, led by OMWI and the Office of Human Resources. “The council’s primary focus is the advancement and promotion of an inclusive and equitable agency culture,” Easmunt stated.
Additional Efforts
Easmunt said NCUA intends to continue its anti-harassment activities as well as ongoing reviews and has a number of other initiatives planned.