Professional Documents
Culture Documents
Most Influential Blacks in Corporate America Some of the topics these courses are focused
by Savoy magazine, and Vice President Zenia on include:
Raudsepp as a Top 20 Elite Woman of the Year • Four Generations—Four Approaches
by Hispanic Business magazine. to Work
Philanthropy • Enhancing Your Cultural Competency
Freddie Mac also continues to be a leader in • Managing Micro-Triggers
the community. In 2009, we contributed more • Exploring Unconscious Bias
than $2.2 million in funding to local non- • Self-Efficacy (for African Americans,
profit organizations, many of which serve ethnic LGBTs, Hispanics/Latinos, Women,
and families in diverse communities through
minority communities. and Asians)
our philanthropic and housing-related efforts.
• Recruiting Through a Diversity Lens
• Performance, Image, and Exposure:
LEADERSHIP P.I.E. —Your Competitive Advantage EMPLOYEE INCLUSIVENESS
What resources are allocated to diversity?
Sometimes diversity is referred to as a
We have a dedicated Office of Diversity & Who chairs your company’s diversity
‘numbers game.’ How does your company
Inclusion, led by Freddie Mac’s Chief Diversity council? How are decisions about diversity
know its culture is not just tied up in
Officer, Tujuanna B. Williams. The team in- made in your organization?
numbers? How do the human stories
cludes two senior diversity advisors and support Freddie Mac will be launching its first internal
circulate in-house/celebrate success?
staff, as well as a separate Supplier Diversity executive diversity council this year, led by the
At Freddie Mac, diversity is much more than
team. This office integrates and aligns senior CEO, Ed Haldeman. The council will meet
a ‘numbers game’—we are cultivating a work
leadership’s vision with daily business prac- regularly to establish and review the diversity
environment where everyone feels included and
tices, and communicates goals and progress to and inclusion goals and progress.
has a responsibility for appreciating, respecting,
the organization.
and celebrating our differences.
The diversity and inclusion budget suffi-
MARKET ISSUES Our diversity is woven into everything we
ciently supports all outreach activity, education,
How does a company in an industry as fast- do, and we have a number of opportunities for
career, and networking events. Additionally, the
changing as yours keep up with diversity employees to participate in a myriad of diver-
seven ENGs are funded through the Office of
development throughout the organization? sity programs and activities, including Hispanic
Diversity & Inclusion.
Recognizing that the market is ever-changing, Heritage Month, Black History Month, and
How does Freddie Mac deal with/train our diversity and inclusion efforts are even Asian Lunar New Year activities; diversity train-
for cross-cultural competencies for its more focused on meeting corporate objectives, ing and education sessions; and external diver-
leadership? What accountability do you particularly in this current housing and sity networking and recruiting events. We not
employ to meet objectives? economic climate. only strive to recruit top diverse candidates, but
Diversity and inclusion training that raises Last year, we made progress in increas- foster an inclusive culture within our workforce
awareness and builds skills is a cornerstone of ing diversity representation—both within our that recognizes and celebrates the unique simi-
professional development for both senior man- workforce, and among our leadership—to be larities and differences of all of our employees.
agement and employees at Freddie Mac. representative of the diverse communities that
How are employees more involved in
We provide the training and skills employ- we serve. We also continued to provide employ-
diversity and inclusion efforts at the
ees and senior leaders can use to forge strong ees with dynamic and comprehensive diversity
company than they were two years ago?
relationships, and make a positive impact on training and education, partnered with numer-
Our ENGs are open to all employees and
our corporate environment. Our instructor-led ous diversity-focused organizations to recruit
provide opportunities for professional advance-
and web-based diversity training and education diverse candidates and stay abreast of diversity
ment and personal development, as well as
programs include a mandatory on-line training best practices, provided employees with com-
an open environment to share insights and
module for all new hires, and seven different petitive benefits and professional development
network. Participation in these network groups
instructor-led courses offered through the year. opportunities, and helped strengthen children
has increased year after year; today, more than
2010 Diversity
Recognition Luncheon
SDAC
Supplier Diversity
Action Council
potential African-Americans and women Freddie Mac carry out its important mission to Pictured (l-r) are Freddie Mac
of every ethnicity to address their specific stabilize the housing market and support the Supplier Diversity Action Council
leadership development needs in a single gender nation’s economic recovery. Supplier Diversity is (SDAC) members who attended the
and single identity training environment. This Freddie Mac’s way of assuring that our suppliers inaugural meeting in August of last
high-impact leadership development program is reflect the diversity of the American workforce. year: Jay Inouye, Graham Kidner,
a multi-year training effort that includes online Our objective is to ensure that M/WBEs receive Anna Smith, Charlene Wilson, Tim
and instructor-led courses, high visibility, and the opportunity to compete fairly in all of the Prime, Jennifer Meyer, Mandy
access to senior leaders of the company. We also corporation’s business dealings.Diversity Mason, Julie Sun, Dean Blake,
offer individual career coaching opportunities Michael Barr, Cie Riley, Deborah
Do you set specific percentage or dollar Gladstone, Tamla Bias, Trang
and specific leadership development programs
targets? How do you measure success? Gueron, Eric Sorensen, John
externally, such as our Executive Leadership
Stickeler, Susan Russell, Lauren
Council pipeline talent program. We measure how well our Supplier Diversity
Englander, Alma Jadallah, Carlos
Freddie Mac also identifies high-potential Program is meeting corporate and business
Martinez, and Bunni Wheeler-
female employees from all racial and ethnic area objectives by looking at the percentage Young. Not Pictured: Donna
backgrounds through its Leadership Talent of total spend, the number of diverse Brandveen, Donald Campbell,
Review Succession Planning Program. This suppliers, and the recognition we receive from Christina Diaz-Malone, Leigh
program is an ongoing effort that identifies outside organizations. Guthrie, Devonna Kee, Alain
high-potential employees from 3 tiers: division In 2009, Freddie Mac generated nearly Pakabomba, Gail Price, Boyd
heads, direct reports, and those that report to $375 million in contracts with Minority- Stewart, and Zixta Martinez.
direct reports. and Woman-owned Business Enterprises
(M/WBEs). This represents a 200% increase
over 2008 and was 26% of Freddie Mac’s
SUPPLIER Diversity total procurement spend. Last year, we also
What is Freddie Mac’s commitment to launched a Supplier Diversity Action Council
minority suppliers? (SDAC), comprised of 25 members from
Freddie Mac’s Supplier Diversity program is across the company that work to better integrate
designed to increase awareness of the capabilities, diversity and inclusion into the contracting
talents, and importance of Minority- and practices of all business areas. PDJ
Woman-owned Business Enterprises (M/WBEs).
Our M/WBE suppliers are critical to helping
“
but we’re also working very closely
cause “they wouldn’t be happy
with the Obama Administration to
there.” I also saw my wife, a We are committed to diversity not help struggling families avoid fore-
Harvard-trained lawyer, attend law
closure and keep their homes.
firm luncheons at a downtown only because it’s the right thing to So I took the job because I
club in Philadelphia and be unable
to walk in the front door with the do, but because it also makes good talented and committed workforce.
wanted to lead and motivate a
”
other lawyers because women had
to walk down a side alley and then business sense. I wanted to help the company
contribute all that it could to the
go in a back entrance. Through my
nation’s economic recovery. And
wife’s experiences, discrimination
ment firms. I became President and CEO I want to help reshape and strengthen
became more real for me.
of UAM in 1997. In 2000, I was recruited Freddie Mac for a successful future once
Who has shaped and influenced your thinking as to be CEO of Delaware Investments, and it emerges from conservatorship. Finally, I
a business leader? in late 2002 I joined Putnam Investment realized that Freddie Mac has a great story
One of my biggest and earliest influences Management. I became CEO of Putnam to tell, and I wanted to help tell it.
was my father, who worked 6-7 days a week on November 3, 2003 as a result of a mar-
at our storefront family business. Like so ket timing issue that eventually sparked a Were you aware of its D&I?
many in his generation, he was focused on series of regulatory probes into the indus- Not initially, but I was really pleased to
making a better life for the next generation. try’s business practices. From my very first learn about Freddie Mac’s long-standing
He thought of it as the responsible thing day on the job, I was focused on saving commitment to diversity and inclusion, be-
to do. And my mother, too—in fact, she the firm, reassuring our employees that cause it’s something I’ve believed strongly
continues to work at the family business Putnam would survive, and visiting our cli- in throughout my career. Freddie Mac
every day. I have them to thank for instill- ents. It took a huge effort by a lot of good strives to be an employer-of-choice for
ing in me a solid work ethic very early on people, but we successfully reorganized the workers of all backgrounds, by providing
in my life. satisfying professional development op-
business and restored Putnam’s reputation.
portunities, dynamic and comprehensive
How did you get to your present position?
When the opportunity came along to apply
diversity training and education, strong
What was your career path? that same skill set at Freddie Mac—a com-
compensation and benefits packages, and
I grew up in Philadelphia, and was fortu- pany facing similar challenges—I thought an inclusive work environment. Its com-
nate to be the first in my family to be able I could help. mitment to a diverse and inclusive work-
to attend college. I knew that I wanted to How did you come to Freddie Mac? place is paying off: minorities make up over
be successful in a traditional career, which I was intrigued when a search firm ap- 40% of our workforce, and more than 40%
at that time meant business, medicine, or proached me about the CEO position. of our new hires last year were minorities.
law. So I was pre-med as an undergradu- Of course, I knew about Freddie Mac
ate, while studying economics, and later generally, because it had been in the news