Levine is the Director Office of minority and women inclusion of the federal Housing Finance agency. And laura mcrae, the director of the office of minority women inclusion of a Consumer Financial protection bureau. That yourare reminded testimony will be limited to five minutes. I chime will go off at the end that your time. Respect themt you members and other witnesses time by wrapping up your moral testimony. Without objection, your written statement will be made part of the record. Cole, you are now recognized for five minutes to give in or a presentation on your testimony. Chairwoman and a Ranking Member wagner and distinguish members of the subcommittee thank you for this opportunity to testify and share the diversity and inclusion efforts of treasuries headquarters. Diversity and inclusion emerged as a discipline over the past 50 years or so. But i prefer to trace these values to the words on the great seal of the United States e. Pluralist unum. Out of many, one. Hundreds of thousands of people were enslaved when that motto , so ourbe in1776 nations practices did not exactly align with its founding principles. But we can celebrate that this has been our longstanding ideal and our continuing quest to this day. So, i am pleased to have this opportunity to share treasuries ,ngoing work toward this end including topics from our most recent annual report and activities undertaken in response to the coronavirus pandemic. Treasury has continued to increase utilization of minority owned and women owned businesses. For example, in fy 2019, more than 1 3 of the contract for Treasury Departmental offices amounting to 112 million were awarded 112 million were awarded to minority and women owned businesses. Treasury has also worked to strengthen and sustained small and minority owned banks. Treasury launched a program to engage large commercial banks with small and minority owned banks in mentor protege relationships. Last year, secretary mnuchin and personally championed the expansion of this program by writing to the ceos of 26 of the largest banks to invite their participation. Treasuries supported participation of minority depositories institutions as lenders in the paycheck protection program. On march 3 of this year when treasury commemorated the 155th anniversary of friedmans bank, we never could have envisioned bet in the they would called on weeks later to address the economic fallout of the covid19 pandemic. When the paycheck protection dus hadclose, 175 m 123,000 loans providing 10 billion to Small Businesses. Pppddition, 27 of all funds were distributed to low and moderate income communities which is proportionate to their percentage of the population. Increases strives to Workforce Diversity at all levels of the agency. 36 percent of employees across all grade levels and treasuries headquarters are racial or ethnic minorities, and 44 of all employees are women. We strive to promote a Workplace Culture where diversity and inclusion is accepted as the responsibility of every employee. For instance, all Senior Executives have a diversity and inclusion element written into their performance plan. Posteden the 8 directors hosted workshop after 3he george floyd killing, 1 were treasury employees. Treasury works to inspire tomorrows leaders. We conducted the treasury gcholars program hostin talented minority students as interns from leading colleges and universities including hbcus, and hispanic serving institutions. Experiences provide them with marketable skills, inspire them to consider Public Service careers, and even position them for future employment at treasury. So, in the spirit of e. Unum, we as employees and contractors are financial agents, our representatives of the beneficiaries of our work. The american people. I look forward to answering any questions you may have for me. Chair beatty thank you very much. Sharon levine is the director of office of minority women inclusion of the federal housing agency. You will have five minutes for your testimony. Good afternoon. Ranking member wagner and the distinguished members of the subcommittee. Thank you for the invitation to a pure at this hearing. Since 2014 i had the honor of serving as director of the office inclusion. [inaudible] let me express appreciation for the work you have done on diversity and inclusion. It is our commitment to diversity and inclusion at the agency this has been true for as long as i have worked here. And as i discussed in the and efforts to build and sustain an environment. And valued for our differences. [low audio] but today, this work has taken on added significance. The tragic loss of life and il unrest in recent months for far too long have left many of our colleagues distressed. These events to ensure that racism [inaudible] i am proud of stepping up this year. Strong encouragement to put our colleagues and help our entire agency. As the director said many times in recent months, we must do better. And i am grateful for his steadfast as we have endeavored to reach that goal within our agency. Our commitment to diversity and inclusion is far be our recent efforts to respond to recent events. It is part of the core values. Following economic recovery of 2008, it requires steps to seek consistent with diversity of the United States. We need that effort. In january. Shed of the dodd frank act. We are required by law to establish. [inaudible] we have a strong track record of promoting diversity through management. I am proud to say that we have launched one of the most diverse workforces. But that does not mean that our work is done. Since my first day in office. To raise the program and strengthen efforts [inaudible] theector insured executive committee was strengthened. The directive provided leadership necessary initiativese hiring to include diversity and inclusion as foundational values of all that we do. Elevatings include the office of equal opportunity and fairness. In the office of the director. Conducting the second diversity [inaudible] unconscious bias training for all employees. Commissioning and conducting analyses to ensure fair and a global promotion. Across the agency. Launching the agencys first diversity advice [inaudible] Internship Program to foster a diverse pipeline. In prioritizing the second most recent of which was the historian to discuss his book. [inaudible] in the interest of time i will conclude. My written testimony contains more details of this initiative. And our work to supervise the diversity and inclusion thank you again for the opportunity to testify today. I look forward to answering your questions. This gives, you are now recognized for five minutes to give in or presentation miss gibbs. Thank you. Chair beatty, Ranking Member wagner and members of the subcommittee, thank you for the opportunity to testify today to highlight secs efforts to enhance diversity and opportunity. I commend this committee for its role in passing section 342. For your vision and commitment to equality and access to opportunities. Section 342 has had a Significant Impact on the financial regulatory agencies and the entities we regulate. And is largely responsible for the advances made by women and minorities over the years. Hase its inception, the sec focused its critical mandate franksection 342 of dodd with the goal of developing and implementing programs that would lead to enhanced diversity and inclusion and opportunities for women and minorities at the sec. An underrepresented community. The outcomes achieved over the years with regards to hiring, promotion, business, diversity in training and outreach efforts and interaction with our regulating entities, ec hastrates that the s been effective at promoting change. The diversity and inclusion efforts have moved from a place of theoretical discussions about programmatic activities to the implementation of significant strategies and actions that have resulted in tangible outcomes with regard to workforce, supply and diversity. Of our regulated entities, under the leadership of chairman j creighton. C 4500 talented men and women are most important asset. Their expertise is essential to oversight and regulation of our fast complex and everchanging capital markets. Promoting diversity and inclusion in our workforce is not only a shared agency commitment, it is also value enhancing. , i believe that our efforts have provided tangible proof of this value proposition. Increased diversity, inclusion has enhanced secs performance and as a result benefited investors, issue worse and other market participants. In addition to the efforts at sec, we also provide leadership and guidance on diversity, for markets matters participants in the entities we regulate. First, we engage with each of external committees and has provided direct input to these committees, to ensure that all have embraced the need for hearing diverse perspectives of members critical to the success of the committees. Recent candidate selections and Public Meetings evidence this understanding. We are also looking to the industry we regulate to be leaders in promoting opportunities for historically underrepresented populations within their workforces. We have conducted significant outreach in this regard. Againr this year, the sec issued this diversity assessment report to our regulating entities. And we have continued to look for creative ways to incentivize participation in this initiative. We continue to remain encouraged with the progress of our regulating entities. And we will continue to take engagementcourage and collaboration for our entities. Following, finally, we have implemented in outreach and Technical Assistance strategy that is increase minority and women own businesses awareness cs in contracting resulting in sustained improvements during the8 years during my time as directed. Thank you again for the opportunity to testify today on this important topic. Hase i believe that the sec come a long way in its efforts to promote diversity and inclusion, there is still much work that needs to be done. We will continue to emphasize the commitment to respect diversity, inclusion and opportunity for all in and i look forward to your questions. Thank you. Chair beatty thank you. Very much. And now miss mccrea. You will be recognized for five minutesto give five testimony on your or a presentation. Thank you. Good afternoon afternoon, chair beatty, Ranking Member wagner and members of the subcommittee. Thank you for the opportunity to update you at the Consumer Financial bureau. I am laura mccrae. I am pleased to share with you some of the bureaus efforts to integrate diversity and inclusion across the bureau and in our business. In ourd in the 2019 with the support of leadership we saw increases in gender and Ethnic Diversity in our workforce. We expanded our outreach efforts to attract diverse staff. We conducted outreach to regulators to understand their practices. And developed an Online System to analyze that information. We continue cultural programming in the workplace. But ally, we include women and minority owned businesses. Actively work to fulfill the statutory mandates with section 342 of the dodd frank act to ensure that policies and Financial Solutions developed by the bureau are relevant for all customers and to fully integrate dni into our organization. Given the challenge our country is facing as we continued to struggle with racial violence and inequity. Ever. More important than under the leadership of the director, i implemented a full review action plan shortly after the death of george floyd on may 25 to the staff with tools and resources dealing with the event. Toollaborated with my peers deliver a webcast on june 24. In addition, Racial Equity learning resources for our bureau employees. And that address specific racial issues such as antiracism, bias and white privilege. As well as guidelines for addressing racial biases and issues in the workplace. Is continuing to support staff as they deal with these ongoing issues. The bureaus mission is best accomplished with a qualified, diverse and inclusive workforce that reflects the nations diversity. The bureau developed a robust recruiting effort at colleges tradeiversities, institutions and professional organizations including minority and women owned organizations. As a result of that, we have a diverse, competitive workforce. As of july, women make 50 of the bureaus workforce. Minorities make up 21 of the workforce. And with leadership, 49 are women compared to 34 governmentwide and 36 are minorities compared to 21 governmentwide. In january, 2020, the bureau launched an online Data Collection tool. Called inclusivity. To collect data from our regulators entities. Weve each other till 1000 institutions. The Response Rate has been impacted by the pandemic. We look with to educate and show the benefits. The barrel also engages in an array of incidents to promote work environment, collaboration and greater productivity. I share a message to all employees sharing perspective on the topics. Includes 35 matched pairs and Group Discussions on career development. Continues to prioritize minority owned businesses. We encourage Business Opportunities with the bureau, including our quarterly, how to do business with the bureau series. 9. 2 to 8. 9 . Year, werrent fiscal are increasing in this area. We made significant progress into 2020, but there is more that the bureau can accomplish. Critical,ment is interacting with financial get space. I look forward to working with the community to achieve the goals and i am happy to answer any questions that you might have. Thank you. Thank you very much. I now recognize myself for five minute for questions. 1400 regulated entities. Nly 38 responded i appreciate your enthusiasm and hope. Is there anything that we can do . Few . O you think you had so thank you for that question. Of the biggest reasons why ,e have this low Response Rate the entities that we regulate, they did not quite understand what we are doing. The fcc has gone out with a second report and the numbers are much more pleasing. They are drastically improved because we have done a lot more as we engaged entities and talked about it. I do not want to cut you off. Say you are hopeful that the numbers will go up . Yes. Can you tell us why the Consumer Protection bureau only began electing data this year . Certainly. Bureau into 319. Can you hear me now . In january. Can you hear me now . I am speaking on information that i learned as i came into the bureau. They had been looking to do outreach and engagement to get a more robust understanding about what they were doing. Thank you very much. Subject to section can you share how you have leveraged your authority to collect data from regulated entities . Yes. It in 2017. Years. We have connected very detailed. Ata that way, we are able to analyze that data. Thank you. Continues tosm impede full economic inclusion of our community. Part tocreated in prevent abusive practices. This is a yes or no question for everyone. You believe systemic racism exists . Yes or no . Yes, absolutely. Yes. Yes. Mcrae . Yes. I would like to enter into the record a letter that came from the executive office of management and budget. I will not read it, but i will enter it into the record. I do not know if you are familiar with this letter, but it recently made a statement that when we look at training and inclusion, it should be ceased and assisted. Do you think any of your trainers training to perpetuate abuse that all my people contribute to racism or benefit from it . That is a yes or no. No. That does not characterize any of our training. Thank you. Characterizes not any of the training. Would you also say that your training and the work that you do has been value enhancing active yes or no. Yes, it has. Yes. Yes. Thank you. I yield back my time. It is up. Now i recognize the distinguished gentleman from , for congressman gonzales questions. Ofthank you for being part todays hearing. Run through it quickly. I will start with ms. Cole. There are so many challenges. How does the Treasury Department maintain focus throughout the pandemic . Initially, certainly after the killing of george floyd, we knew that there was a lot of trauma within the nation and among we know that individuals believe that confusion at the door when they come to work. We knew that it was important for us to address these issues, not only as a compassionate activity, but also as an important business decision because we know that this can affect productivity. One of the things that we did as programwas to put on a feelings, the issues and some of the solutions and action that could be taken by employees, relative to the upheaval that was precipitated by the george floyd incident. Thank you. Theyhat just the staff or spearheaded the initiative . It was. Interagency with all with all of the employees. Very good. And q. Question one thing that we have talked about a lot in this subcommittee i hear it often. There are not enough opportunities for minority businesses to manage pensions. That is an incredibly lucrative field and a wonderful opportunity for those in that field. I would be curious to hear your perspective on the steps that need to be taken to make sure that we have more diverse managers and more opportunities for those in the Asset Management field. Inky for that question. Questionery important to the fcc. We have four advisory committees and one of the committees is the Asset Management. In my partnership over the years , this issue has come up a number of times throughout the years. I am pleased to say that we have started to look at this issue around diverse Asset Managers and what they can do, if we can do anything additional. Inhad a wonderful panel july. Panel having a second september 16 that will continue to explore these issues. Hopefully developing solutions that can address the underlying cause. Thank you. We will continue on. Y final question minorityiew, several communities have been impacted by the pandemic. I would love to hear how they have targeted and any thing that we should be aware of in our position. Thank you. I am not really the best person at the bureau. We have a whole team of people who speak specifically on that. In terms of my understanding of minority communities and how they are affect did, we have seen historically that when you have these kinds of situations coming down, minority communities tend to be more negatively impacted. The lack of information, they tend to have more lack of information, less access to resources, so they will feel the brunt of what is going on more so than the majority of the community. One of the things the community has been doing is issuing a lot that we canon so inform the community, to make them aware of their right, what to be on the look for, to be on the lookout for scams and how to deal with those. People a system where can file a complaint. Im sorry. You are welcome. You. Ank it is my honor now to go to the distinguished gentleman from very and chair of the housing and short committee, congressman clay. Thank you, madam chair. I find this to be quite of. Ppreciate you hearing have. I appreciate you holding it. Financialouse Committee Staff report on the fifth anniversary of dodd frank crossed thet agencies. They generally received lower Performance Management review scores than white employees. To all the panelists, what policies and practices have your offices implemented to help eliminate bias and other problems in your Performance Review process, that may have caused those performance rating disparities . To what extent have they corrected those ratings disparities since the 2015 review . Start andnts to jumped in, please proceed. Ok. I will start. Did ansay that the cfpb assessment and really looked at performance Rating System. Up changing our system into a two level Rating System and did a review of all personnel standards to make sure that they were accurate and we have added to the process, training for everyone. Training for the managers doing the review process and training for the people filling out assessments and being reviewed. Includedocess, we have a feedback loop. They can do a Self Assessment and provide that to their manager. They have an opportunity to bring things to their manager. We have check in meetings and coaching as well to make sure that employees are able to communicate what they are doing and that managers are getting an accurate assessment. Just to followup, you are confident in the metrics being used to hold management evaluation for these s . Yes, i am. I would add this goes to the other question about training. We include training, in our training for supervisors, training on unconscious bias, to make sure that people do not bring their biases into the Performance Management process. It is Management Training that everybody has to take. You hold managers accountable for these evaluation . Establishes an office of fairness. [indiscernible] , they hadn to that vated moreover, we have an annual we are trained on spotting and recognizing bias. Hiring, interviewing etc. Ms. Gibbs, can you share what else happened . 2015, we put in a number of increased Protocol Training and management. Performance management submits team. Change. Some of it is highlighted. Also, the calibration process is youin place to make sure calibrate the system and are there any biases that are part of the system . The office. Te from it is on a continuing basis. Of thet particular parts system. Think, the bottom line is that we have come a long way and we have added protocols to eliminate bias from our system. Thank you. Was that a buzzer for me . Yes. The gentlemans time is up. Ideal. I yield back. Wesley recognized the gentleman from texas. Congressman greene for five for questions. Thank you, madam chair. To the bill back that would require the regulators to examine whether or is diversity and inclusion being left in the various agencies that they regulate. Some people that would say this is not enough. Sayhose persons, i would that this may not be enough, but it is my belief that even when you cannot give enough, you should do all that you can. I think this is something that can be done. This bill does not in any way encroach upon anything other than the discrimination that takes race, the inability of minorities to achieve status among the upper management and the corporations. Billose who would say this will force people to do what they can do voluntarily, we talked to businesses. If this could be done voluntarily, we have 10 years of dodd frank, and it has not been done. I believe over the tenyear period, we could have accomplished this with legislation, we would have. Examine,ve regulators whether or not this diversity and illusion is actually taking place. Are we really eliminating the system racism that exists in the country . System by rating which International Organizations are rated. I see no reason why we cannot have the name system that is accepted internationally, to be used. Test theg system will assets, management capability, earnings, liquidity and sensitivity of our various corporations. It requires that there be diversity officers within the organizations. Contrary is antiamerican to have diversity and inclusion as an agenda item. , america isy shrinking. Most people want to see people are treated fairly and leave. To do this, we can simply wait for it to happen or have legislation for what we are presenting to this body. I am asking my colleagues to take a look at this legislation. It is antiamerican to do what the president is doing, to ban diversity training. The president is doing the country a disservice with this behavior. I hope we have legislature in place so that future president s will honor the will of the country and the constitution. Find diversityu and inclusion to be something that is beneficial, not only for the people who are the centerpiece of diversity and inclusion, but people within the Corporate Structure . Yes. At is a definite to you. Ilar question does it benefit the integrity of the corporation, as opposed to just the people that are the focus of diversity and inclusion . Yes or no . Yes, to both. Yes. Yes, it benefits everyone. Just the closing comments. Is truly to be commended for this hearing. This hearing really brings into diversity and for inclusion training, as well as legislation that will require this kind of training. Thank you again for what you are doing. I yield back. Thank you very much, congressman. I have the distinguished honor to ask the gentleman from florida, congressman lawson, fiveminute for questions. Thank you very much, madam chair. We can go down the line. , weng the Global Pandemic providepped up to modification to help address the need of our people. I have been engaged in proposals to enhance work. , during the pandemic makinge, for example able tot minorities are andy participate in the ppp mainstream lending programs. First of all, the first the treasury took a lot of energy into ensuring that they participated in the tpp program as lenders during the second round. To we doubleissued their efforts to support Small Businesses. Funds would be mdi for Small Business lending. Secretary and fda administrator held a roundtable with lenders to gain insight for policy improvement to the lending program. Monitoringlose throughout the ppp program to understood the lending pattern throughout and. Hat there was Transparency Fund in fyd the 2019. Nearly 16 million to banks and Credit Unions that support predominantly minority communities. Earlier this year, lever the anniversary of the friedman bank. Discussessionals to mdi. Government,ederal feedbackght and to get on things we can do better. So, according to what you just said, you implemented they areto ensure that making a good effort. I beg your pardon . In terms of Workforce Diversity, we do treasury does not have it is not a regulator. We are the only agency that is not a Regulatory Agency the, so we do not have regulated entities that fall under a mandate to ensure Workforce Diversity of regulated entities. An analysis of contractors to ensure contractor Workforce Diversity is part of the good that isfort mandate part of section 342. We do that annually. Faith effort analysis. Treasury apartment no office contractors. True in terms of contractors, making a goodfaith effort . It includes, in our contract, a clause about the requirement. Us a bit of information. I yield back. Thank you, congressman lawson. The chair now recognizes the distinguished woman from pennsylvania, congresswoman. Thank you, madam chair thank you you and all of our panelists for coming together to discuss this important topic. I am delighted to be on this subcommittee. We know that diversity is our strength. I would like a followup to what we talked about. Racial sensitivity training. I wanted to ask from each of these agencies, what direction before or after the letter had you received, what suggestion had he received from the administration in terms of diversity training and possibly suspending or ending some of the . It . We have not received any instruction in terms of our diversity training. Late friday and as of this point, we do not have any definitive instructions about how to move forward. Prior to september, we have received no guidance for diversity training. Waiting for it. Director levine . We have not received any direction on that before or after. Wanted to talk about the panel. In order to break down the barriers for a more diverse population in our hiring, we need to make sure that the hiring panels are diverse themselves. We know that panels that have very little diversity can bring bias, even if it is unintended. Reviewing applicants, what are your agencies under your direction, doing, regarding using diverse hiring panels . Director cole . It is a policy within treasury that the executive report review board, to evaluate and to recommend executive level candidates, it is a requirement those panels are diverse. And q. The fcc has a robust hiring process. Andncorporates questions diverse hiring panels at all levels. Using you are always diverse hiring panels. Yes. We practice as we go up. The executive level. How about at the entry level . Not as much. Trying to make that a practice. They will become upperlevel numbers of your agent. Direct mcrae . Director mcrae . Recommend the use of the include subject matter panels. For those, that applicant is minded to them. The panel should be diverse. With that, i ask you for your time and i yield back. Thank you very much. Now recognizes the distinguished woman from texas for five minutes, for questions. Much foryou some bringing attention to this very important matter. Because i have only been here a year and a half. We are trying to figure out what progress youre making today. Unlike some of my colleagues, i am not saying that we are making a lot of progress. Not just in this panel. Excuses like they do not understand what they are supposed to be doing. It has been 10 years. This is just about doing the right thing. I want to start with you. The number of advisory committees put together. They are a dear friend of mine. I am very happy for him, but i am not happy that when you look at the other committees and , of theof the committee committeembers members, only three of them were black. Three were latina and only one was a black woman. In 2020, we can do better than that. Thank you for that question. Involved. Is actively we are actively involved of all and all of the committee. Naming the names. Sorry, i did not understand. Bring you involved in the formation of the committee and naming the people to serve on the committee . I am involved in making recommendations to some of the committee, but not to have it formulated. Dont you think that we can do better . We are involved with the ladiesty by developing a. It is developing a pipeline. Who would want to serve on these committees . What is their expertise . We also made a decision to colleague, the chair of the committee for advisory committee. We have taken a number of steps, this year in particular. A copy of these committees. Are you committed to making sure that those committees are more selective of the population in our country . Absolutely. When can we expect to see new faces at the table. Has occurred,y usually there is a set number. We are hopeful. I believe selections have been made positively, in terms of africanamericans for two committees already. That is in advisory committee. I am not sure that we are currently im not sure about vacancies on the Asset Management committee. As a latina, i would like to encourage you to name a latina. Amen at the table often make difference and they need to be women of color, in addition to other women. I want to quickly go to ms. Mcrae. Mr. Gonzales talked about fraud. I wanted to ask about what you are doing in terms of outreach about fraud. Question. Ou for that timed then focused on the during the pandemic reaching out to people. , i wantrough my notes to make sure that i get the information correct. We did a fake Shareholder Meeting to engage with people to find out. Im just looking at my notes for a second. I think that would be appropriate, madam chair. That first stimulus check, i got a lot of calls from people in my district. We knew that. I appreciate it. We would be happy to provide that. The gentleladys time is up. We now recognize congresswoman, are you seated . Ok. Thank you for allowing me to participate in this important hearing. This is an issue that is deeply personal to me. The gender makeup of corporate boards and despite the fact that women make up 44 of the work force, they held only 16 . Today it is 21 . It is still very low. How long they projected it would take to reach gender parity. Even if we assume that equal proportions of men and women started joining boards, it would take more than 40 years for there to be an equal number of men and women on corporate boards. Sure you areo make all holding your mission to include inclusion. We must make sure that our financial regulators are taking this seriously and doing Everything Possible to make sure they do not find themselves digging out of the same hole. Today, it released will ask ms. Levine. Todayport was released saying that studies have failed to increase the number of men and women in their workforce. 45 n employees represented and 46 . That is compared to 58 in the private sector. To make matters worse, reports show female employees at those from 2011 toned 2018. How are you holding managers accountable . Yourmplementation of diversity and inclusion policies to promote more women and . Inorities in your workforce does your agency utilize performance metrics pay or other metrics to increase accountability for your Management Team . Ms. Levine. [indiscernible] in addition to that, we require that they develop a strategy. Them. Mine that is on an annual basis. More work needs to be done. It is key to recruit more women and minorities in these lowerlevel positions, as they are then better position to get them through the door, to be promoted and considered for future Senior Management additions, like board membership. I want to know, dv child and get private entities to try to find Diverse People . Do you get people to reach out and encourage people to apply . Do you take that proactive step ,ith hiring firms to help reaching out strategically to make sure that you have more minorities and women in the workplace . [indiscernible] gettingtalking about people to apply in the first place. It is hard to hire dohertys, if they are not applying for the job. They are in the queue. Comes up, they can be promoted. I am not quite sure. [indiscernible] get it tod like to 50 , at least. I introduced the leadership act. Report the gender, racial and ethnic composition of their and annual proxy statements. I will submit it at home. Thank you for this very important hearing. We need to Work Together to get those numbers up. You tome now say, thank all of our witnesses, for your testimony. Without objection, all members will have five legislative days in which to submit additional written questions for the chair. Ask our witnesses to please without objection, all members will have five legislative days to submit. Submit it to the email address provided by your staff. Hearing is now adjourned. Livere is in the our coverage on wednesday. 00 a. M. Nd at 10 eastern, dr. Francis collins from the National Institute of health joins Surgeon General jerome adams for a Senate HealthCommittee Hearing on the development of a coronavirus vaccine. At 3 00 p. M. , the Senate IntelligenceCommittee Reviews the classifying government documents and possible changes to the process within a representative. With a representative. The senate is back to consider additional judicial nominations. A house transportation subcommittee looks at amtraks response to the coronavirus pandemic with the president and ceo. That gets underway at 11 00 a. M. Eastern. There are several events streaming live on our website at 1 15 p. M. Eastern. Former President Joe Biden speaking in washington. Vice president pence attends a work event in freedom, pennsylvania. And a hearing on Suicide Prevention and preventing Mental Health care for veterans. That is live on cspan. Org. Bidens record is a shameful rollcall of the most catastrophic betrayals and blunders in our lifetime. He has spent his entire career on the wrong side of history. Our current president has failed in his most basic duty to the nation. He has failed to protect us, protect america. My fellow americans, that is unforgivable. The first president ial debate between President Donald Trump and former Vice President joe at 9 00 september 29 p. M. Eastern. Watch live coverage on cspan, watch online at cspan. Org or listen for free on the cspan radio app. Next, sitting Judiciary Committee chair Lindsey Graham joins the South Carolina chapter of the Federalist Society for a discussion on judicial nominations. Following his remarks, legal experts discussed the role of the federal judiciary, the Senate Confirmation process, and the vetting of judicial nominees. This is just under