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56 commitment to diversity in their corporate agendas. Many having proactive outreach programs to work with other industry groups committed to diversity and nonindustry groups that are diverse in their very essence. "What has pushed things forward over the last five years was the implementation of Section 342 of Dodd-Frank, which required various agencies to establish offices of minority and women inclusion," said Lola Oyewole, VP, Human Resources and Chief Diversity & Inclusion Officer for Ocwen. She is also Chair of the American Mortgage Diversity Council (AMDC). "is action prompted the industry to begin making positive changes toward diversity and inclusion. Since then, companies have been much more focused on increasing the number of women and minorities in their organizations, especially in leadership roles." As Darrell Wall, VP of Transaction Services and Business Process Solutions at Auction.com, puts it, "is journey is not a moment in time but rather a continual trek in which we will push ourselves further each year." THE HOW AND WHY OF D&I According to Briget Young, Employee Engagement Manager for Nationwide Title Clearing (NTC), one way NTC promotes a commitment to D&I is to establish partnerships with groups such as Boys and Girls Club of Tampa Bay, Tampa Pride (LGBTQ+), Big Brother Big Sisters, NAACP, and more. "e partnerships allow us an opportunity to involve our staff to be a part of these organizations by attending events, donation drives, and community outreach initiatives to give back," Young said. Last year, NTC had a large number of employees come together to support one another by marching in a company-sponsored LGBTQ+ Pride parade, Young told DS News. Employees formed a small committee to help manage the event and allowed them to promote to staff within the opportunity. "Overall, the introduction of LGBTQ+ events and support from our company created a positive impact on our company morale." Another key program that NTC has sponsored for years is helping inner-city and underprivileged youth from the Boys and Girls Clubs of Tampa Bay. Each Christmas, employees can shop for a child's "Wish List" that is wrapped and given to the children the week of Christmas. NTC also enables employees to volunteer at a company Christmas event. Melanie Graper, Chief Human Resources Officer, CoreLogic, also cited several programs that have become an integral part of CoreLogic's company culture and which "serve to support inclusivity and the development of a diverse leadership pipeline." ose programs include:: » e Women in Leadership Program: an intensive, 12-month program designed to prepare high-performing women for roles of greater impact and influence, supplemented by executive engagement and mentorship. » e Leadership Development Program for Junior Military Officers (LeaP): an 18-month rotational training program designed to expose transitioning Junior Military Officers to corporate careers, followed by placement in a high-impact role upon completion. » e Year Up Program: provides urban young adults who are pursuing a higher education with a six-month internship to gain exposure to professional careers with the opportunity for placement upon completion of the program. Graper also noted that Employee Resource Groups (ERGs)—an increasingly common industry staple—can help build a sense of belonging and connection among team members, as well as allowing for learning and discussion forums, informal leadership opportunities, and community- based activities. "Our active ERG community is supported with executive sponsorship and visibility, along with financial and administrative support to enable their success," Graper said. "There is always room to do better." —Lola Oyewole, VP, Human Resources and Chief Diversity & Inclusion Officer for Ocwen; American Mortgage Diversity Council Chair Cover Story By: Phil Britt

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