SOW DEIA Fellowship program2.pdf

Statement of Work (SOW) for Executive Certificate in DEIA Program

1. Introduction

The Federal Housing Finance Agency (FHFA) is seeking a vendor to develop and deliver a customized Executive Certificate program in Diversity, Equity, Inclusion, and Accessibility (DEIA). This program aims to equip FHFA leaders and team members with the necessary skills and knowledge to interact effectively with colleagues and stakeholders from diverse backgrounds and to help financial institutions understand and implement DEIA policies in line with Federal directives.

2. Background

• In alignment with President Biden’s Executive Order on DEIA in the Federal Workforce, the FHFA requires a program that provides hands-on foundational education related to diversity in the workplace. The program should include tools to identify and counter implicit biases and prepare staff to analyze, diagnose, and address DEIA issues within organizations. Participants should gain leadership skills and insights needed to support a strategic, sustainable approach to DEIA management and become agents of change in the workplace.

3. Scope of Work

3.1 Program Structure - The proposed DEIA Executive Certificate program should be flexible in format to meet FHFA’s needs. The program must be offered as:

• A 6-month or 1-year commitment, depending on the number of participants and the availability of FHFA staff.

• With or without a summative Capstone Project.

• Each individual course must provide staff Continuing Education Units (CEUs) towards earning the DEIA Executive Certificate.

• Participants shall receive a certificate upon successful completion.

3.2 Educational Objectives - The program should:

• Prepare staff to analyze, diagnose, and address DEIA issues within organizations.

• Provide leadership skills and insights for a strategic, sustainable approach to DEIA management.

• Offer perspectives on historical and sociological factors impacting diversity and inclusion in the U.S.

• Differentiate between Equal Employment Opportunity (EEO), Affirmative Action, and Diversity and Inclusion.

3.3 Course Content - The course should cover:

• The evolution of the Diversity and Inclusion (D&I) field, from the U.S. Civil Rights Movement to new developments in neuroscience.

• Foundational theories in Diversity and Inclusion Management.

• Models of individual, cultural, and social group identities, with a focus on contemporary frameworks.

• Power dynamics in Diversity and Inclusion work.

• Skills and competencies related to social identity group memberships and worldview differences.

• Activities related to DEIA to understand resistance and conflict in the D&I change process.

• Strategies to rejuvenate stalled D&I initiatives.

• Tensions specific to DEI influencers and the use of polarities in DEI conversations.

• Professional expertise in applying DEIA theory and process consultation.

• Models of measurement for establishing the return on investment (ROI) of D&I initiatives.

• System theory as it applies to measurement and accountability in D&I initiatives.

4. Deliverables

• A detailed program curriculum.

• Educational materials and resources.

• Regular progress reports and evaluations.

• Certified DEIA Executive Certificates for all staff successfully completing the program.

5. Training and Facilitation

• Training should be conducted by academic experts and practitioners in the DEIA field, authorized by an accredited college or university to assess and certify staff upon successful completion of the program..

• The program should incorporate interactive activities, case studies, and real-world applications.

6. Program Evaluation

• Establish metrics to evaluate the effectiveness of the program.

• Collect feedback from participants to continuously improve the program.

7. Timeline

• The program should be designed and ready for implementation within Fiscal Year 2025.

• Should last from 6 months – 1 year.