The Federal Home Loan Bank of Indianapolis has made strides to enhance diversity, equity, and inclusion (DE&I) within the organization. To increase the effectiveness of the bank's DE&I efforts and track our progress, the bank has a DE&I Strategic Plan in place.

A comprehensive 3-year DE&I Strategic Plan with objectives, goals, strategies, and measures has been in place since 2017. Each year the Plan is updated to continue the diversity, equity, and inclusion progress and to add new annual goals and targets.

• The plan monitors bank performance in five focus areas: Workforce, Workplace, Financial Transactions, Supplier Diversity, and Community, and it provides a deliberate path for implementation and integration of the bank's DE&I efforts across the entire business.
• The plan is updated annually by the bank's DE&I Council, and it is annually approved by the Board of Directors.
• DE&I progress is reviewed by the Board of Directors on at least a quarterly basis.
• The 3-year plan includes incentive plan goals tied to employee compensation at all levels of the bank.

A few of the notable results from FHLBank Indianapolis’ inaugural three-year D&I Strategy:

In 2018:

• We welcomed fifteen (15) new diverse employees that were identified from external events and sources.
• 100% of employees participated in annual Vendor Diversity training.
• 100% of employees participated in annual D&I Training
• The bank hosted its second annual Vendor Summit, a match-making event where diverse vendors can meet with the bank’s contract managers.
• The number of D&I dealers in funding-related financial transactions (as practicable) superseded the goal.
• One of our more popular efforts at the bank is the monthly Jeans Week opportunity. Participating employees donate $10+, and the collected funds are donated to a charity in Indiana or Michigan. In 2018, the selected charities focused on persons with disabilities, youth, poverty, and neighborhood development. In 2018, the bank raised over $13,000.

In 2019:

• FHLBank Indianapolis expanded its diversity partnerships to include Disability:IN, a global organization that focuses on disability inclusion worldwide; and the National Veteran-Owned Business Association (NaVOBA), an organization that focuses on creating corporate contracting opportunities for Veteran- and Service-Disabled Veteran-owned Business Enterprises (VBEs/SDVBEs).

In 2020:

• In addition to our existing Diversity, Equity, and Inclusion Council, an executive-level Diversity Advisory Group, chaired by the President and CEO, was launched.
• FHLBank Indianapolis implemented a new HRIS. This new system features improvements in tracking and creates efficiencies in business processes and reporting diversity-related metrics.
• A new partnership with the Indiana Conference for Women was initiated, and we increased our diversity engagement with the Michigan Bankers Association. The bank assisted both organizations by providing diversity guidance and content for online panel discussions, webinars, and conferences.
• There were several successes with the bank's Supplier Diversity Program:
• Three Supplier Diversity systems were replaced with a single technology solution. The new system provides an integrated solution for our suppliers, contract managers, and the bank's Vendor Management Office and streamlines several of the bank's Supplier Diversity processes.
• The 2020 Diverse Vendor Summit attendance nearly doubled compared to the summer and winter Summits of 2019 combined. The two-day event hosted 27 diverse suppliers and provided 83 matchmaker sessions with employees across 19 areas of the bank.