Office of Minority and Women Inclusion (OMWI)

Office of Minority and Woman Inclusion

About OMWI


The CFTC's Office of Minority and Women Inclusion (OMWI) works to align and integrate diversity, equity, inclusion and accessibility efforts with the CFTC mission by:

  1. providing leadership and direction in diversity talent attraction, recruitment and retention;
  2. fostering inclusive and welcoming work environments;
  3. partnering with CFTC talent and business leaders to ensure equitable policies and access to opportunities within the CFTC; and
  4. partnering with CFTC talent and business leaders to ensure equitable access to benefits and opportunities pursuant to CFTC external facing policies and programs.

OMWI leads the CFTC in a data-driven, whole of agency approach to advancing diversity, equity, inclusion, and accessibility (DEIA). The CFTC is currently in the process of partnering with agency stakeholders to develop the agency’s first DEIA strategic plan. Read more about how the CFTC advances DEIA under OMWI’s Portfolio.

OMWI Portfolio


OMWI translates demographic data into meaningful information that drives the CFTC’s Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives. 

We use a data-driven approach to tell the DEIA story of the CFTC through quantitative and qualitative data collection, metric development, trend monitoring, report dissemination, and delivery of presentations to educate the CFTC community. 

We work in partnership with the CFTC Divisions and Offices to ensure that they receive relevant DEIA information that will influence better business decisions for the CFTC.


We promote a culture of inclusion and belonging where all employees are seen, heard, and valued and everyone contributes inclusively and equitably to the achievement of the CFTC’s mission. 

Special Emphasis Programs

Acknowledging the achievements and contributions of diverse groups promotes inclusion, breaks down barriers, and increases team efforts. The CFTC’s Special Emphasis programs may include:

  • Dr. Martin Luther King, Jr. (January);
  • Black History Month (February);
  • Women’s History Month (March); 
  • National Developmental Disabilities Awareness Month (March);
  • Transgender Day of Visibility (March);
  • Asian American and Pacific Islander Heritage Month (May);
  • Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ+) Pride Month (June);
  • Hispanic Heritage Month (September 15 – October 15);
  • National Disability Employment Awareness Month (October);
  • American-Indian and Alaska Native Heritage Month (November); and
  • Veterans Day (November)

We liaise daily with a variety of agency stakeholders to provide advice and consultation to improve strategic thinking, manage change, and enhance organizational culture and performance.  We create opportunities for cross-functional partnerships throughout the CFTC to develop and implement diversity, equity, inclusion, and accessibility strategies.

We understand and recognize that advising and consulting is not a one-size-fits-all approach. By fostering collaborative relationships with DEIA Division/Office leaders, we aim to understand the unique needs of each Division/Office so that we can assess Division/Office-specific DEIA needs and aid in developing a plan for customized DEIA strategies.  Through consultative sessions and check-ins with Office/Division leaders, we obtain feedback on DEIA services and solicit suggestions for future programs and services.  These services can include a range of customized options-- from toolkits, to workshops, to programs that address Division/Office-specific DEIA workplace needs.  This approach creates opportunity for OMWI to better understand each of the CFTC’s units, and also creates space for the Divisions/Offices to take an active role in determining how OMWI can best offer our support.


We work closely with the CFTC stakeholder community on the development of CFTC policies and processes regarding diversity, equity, inclusion, accessibility, and equal employment opportunity.  We conduct comprehensive research to stay informed about changes in statutes, regulations, Executive Orders, and new guidance from the EEOC and OPM. With an eye towards innovation and new ideas/approaches, we leverage existing federal directives and best practices to create a model EEO and DEIA program.

What is DEIA?


Diversity is the practice of including the many communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs of the American people, including underserved communities.

The term "underserved communities" refers to populations sharing a particular characteristic, as well as geographic communities, who have been systematically denied a full opportunity to participate in aspects of economic, social, and civic life. In the context of the Federal workforce, this term includes individuals who belong to communities of color, such as Black and African American, Hispanic and Latino, Native American, Alaska Native and Indigenous, Asian American, Native Hawaiian and Pacific Islander, Middle Eastern, and North African persons. It also includes individuals who belong to communities that face discrimination based on sex, sexual orientation, and gender identity (including lesbian, gay, bisexual, transgender, queer, gender non-conforming, and non-binary (LGBTQ+) persons); persons who face discrimination based on pregnancy or pregnancy-related conditions; parents; and caregivers.  It also includes individuals who belong to communities that face discrimination based on their religion or disability; first-generation professionals or first-generation college students; individuals with limited English proficiency; immigrants; individuals who belong to communities that may face employment barriers based on older age or former incarceration; persons who live in rural areas; veterans and military spouses; and persons otherwise adversely affected by persistent poverty, discrimination, or inequality. Individuals may belong to more than one underserved community and face intersecting barriers.


Equity is the consistent and systematic fair, just, and impartial treatment of all individuals.


Inclusion is the recognition, appreciation, and use of the talents and skills of employees of all backgrounds.


Accessibility is the design, construction, development, and maintenance of facilities, information and communication technology, programs, and services so that all people, including people with disabilities, can fully and independently use them.

Contact OMWI
Email: [email protected] 
Main Number: (202) 418-5400 

Location and mailing address:
1155 21st Street, NW
Washington, DC 20581