[Code of Federal Regulations]
[Title 12, Volume 3]
[Revised as of January 1, 2003]
From the U.S. Government Printing Office via GPO Access
[CITE: 12CFR268.601]

[Page 825]
 
                       TITLE 12--BANKS AND BANKING
 
                   CHAPTER II--FEDERAL RESERVE SYSTEM
 
PART 268--RULES REGARDING EQUAL OPPORTUNITY--Table of Contents
 
               Subpart G--Matters of General Applicability
 
Sec. 268.601  EEO group statistics.


    (a) The Board shall establish a system to collect and maintain 
accurate employment information on the race, national origin, sex and 
disability(ies) of its employees.
    (b) Data on race, national origin and sex shall be collected by 
voluntary self-identification. If an employee does not voluntarily 
provide the requested information, the Board shall advise the employee 
of the importance of the data and of the Board's obligation to report 
it. If the employee still refuses to provide the information, the Board 
must make a visual identification and inform the employee of the data it 
will be reporting. If the Board believes that information provided by an 
employee is inaccurate, the Board shall advise the employee about the 
solely statistical purpose for which the data is being collected, the 
need for accuracy, the Board's recognition of the sensitivity of the 
information and the existence of procedures to prevent its unauthorized 
disclosure. If, thereafter, the employee declines to change the 
apparently inaccurate self identification, the Board must accept it.
    (c) Subject to applicable law, the information collected under 
paragraph (b) of this section shall be disclosed only in the form of 
gross statistics. The Board shall not collect or maintain any 
information on the race, national origin or sex of individual employees 
except in accordance with applicable law and when an automated data 
processing system is used in accordance with standards and requirements 
prescribed by the Commission to insure individual privacy and the 
separation of that information from personnel records.
    (d) The Board's system is subject to the following controls:
    (1) Only those categories of race and national origin prescribed by 
the Commission may be used;
    (2) Only the specific procedures for the collection and maintenance 
of data that are prescribed or approved by the Commission may be used.
    (e) The Board may use the data only in studies and analyses which 
contribute affirmatively to achieving the objectives of the Board's 
equal employment opportunity program. The Board shall not establish a 
quota for the employment of persons on the basis of race, color, 
religion, sex, or national origin.
    (f) Data on disabilities shall also be collected by voluntary self-
identification. If an employee does not voluntarily provide the 
requested information, the Board shall advise the employee of the 
importance of the data and of the Board's obligation to report it. If an 
employee who has been appointed pursuant to a special Board program for 
hiring individuals with a disability still refuses to provide the 
requested information, the Board must identify the employee's disability 
based upon the records supporting the appointment. If any other employee 
still refuses to provide the requested information or provides 
information that the Board believes to be inaccurate, the Board should 
report the employee's disability status as unknown.
    (g) The Board shall report to the Commission on employment by race, 
national origin, sex, and disability in the form and at such times as 
the Board and Commission shall agree.