MReport July 2017

TheMReport — News and strategies for the evolving mortgage marketplace.

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38 | TH E M R EP O RT Welcome to Boiko & Osimani, P.C., a boutique law firm concentrating on title curative and real estate closings for lenders, servicers, private investors, and homeowners. Boiko & Osimani, P.C. is a statewide resource for companies in need of an REO closer. Boiko & Osimani, P.C. has closed thousands of files since our inception in August 2000. Working with REO management to get a volume of assets closed in the least amount of time with the least amount of cost to the client. Our company is focused on providing services that the foreclosure attorney and title companies are not able to provide. We fight hard on every file to make certain the client gets the highest return on properties where the margins are tight. Closing Coordination Title Review, Curative, and Policies Deed Recording A WOSB and minority operated business (773) 296-6100 3447 N Lincoln Ave Chicago, IL, 60657 Your REO Solution in Illinois Boiko & Osimani P.C. but not diverse. Other companies can be diverse but not inclusive. You need both, and I am convinced that if you begin by including everyone, diver - sity will happen. In our organization, we have engaged a cognitive psychologist who has developed 10 brief "burst-learning" videos about the science of inclusion. Every one of our managers are sharing the burst learnings in meetings with their employees and then facilitating discussions on the key concepts, thus creating dialogue and focusing on the power of inclusion and acceptance. It may sound complex, but there are simple ways to get started toward diversity and inclusion, too. First, just add them to the cultural aspirations of your company. Begin with a framework and key areas of strategic focus. As an example, our focal points include culture and values, talent acquisition, capability development, and vendor procurement. Then put a governance forum in place to make certain these strategies are discussed and progressing, and ensure your strategy is clearly communicated and transparent to all employees. Lastly, establish a set of metrics that at the very least set a baseline to improve upon. Candidly, Dodd-Frank 342 helped us immensely in how we think about as - sessing our efforts. Any institution with a genuine desire to implement diversity and inclusion efforts should consider a self-assessment against the governance recommendations of Dodd-Frank 342. It is a very valuable roadmap. In addition to a governance forum, culture chats, burst learnings, Gallup participation, Dodd-Frank assessment, and strong communication about the strategic commitment, organizations should also require a diverse slate of candidates for every job opening—though the ultimate goal should always be to hire the most- qualified candidate. Thinking Long-term W ith a healthy culture of inclusion and diversity, we can attract and retain new talent and offer fulfilling careers in the housing and real estate finance indus try. With the same competencies, we can attract more customers too. But even once an organization is fully vested in a rich culture, it's important to recognize that there is so much more we can do to sup - port diversity and inclusion for everyone— especially for the next genera tion. Because in the end, the future of real estate finance will be in their hands. DEBRA STILL is President and CEO of Pulte Financial Services and Pulte Mortgage LLC and boasts more than three decades in the mortgage industry. A graduate of Ithaca College, she holds a Bachelor of Science degree and has completed graduate work in finance at George Washington University in Washington, D.C. She also served as 2013 Chairman of the Mortgage Bankers Association. FEATURE "It may sound complex, but there are simple ways to get started in diversity and inclusion . . . first, just add them to the cultural aspirations of your company."

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