The Rock Family of Companies is committed to fostering an inclusive environment built on open doors, open minds and an open culture rooted in trust. As we continue to make strides within various industries, we’re proud to partner with our Diversity, Equity & Inclusion team and all our team members to ensure our organization is a place where every person can bring their entire self to work. 

It is imperative that we weave DEI into our DNA. That means it is built into our talent recruitment and development, as well as our partnerships and relationships with our communities and external organizations.  


The world has taken a pause to watch our nation face the largest demonstration against injustice and racism, and for human rights. We created a 6-point action plan for advancing the discussion on race, law enforcement engagement and inclusion.


Leverage our For More Than Profit philosophy and culture to impact the outcome on race, engagement with law enforcement, equity and inclusion.

The 6-Point Action Plan

Workstreams & Scope:

1. Recruiting

Objective: Intentionally enhance our ability to attract, engage and hire diverse talent to the Rock Family of Companies.

Focus Areas: Data, Recruitment Marketing, Training


2. Team Member Engagement

Objective: Provide increased opportunities and awareness to engage our team members and provide a space to express concerns, thoughts, feelings and learn about equity and inclusion in the FOC.

Focus Areas: TM Sentiment Measurement, Resources, Training


3. Leadership Development

Objective: Activate diverse leadership pipelines and leadership readiness while providing clear accountability measures around inclusive leadership behaviors.

Focus Areas: Internal Leadership Opportunities, Training, Accountability


4. External Affairs & Community Partnerships

Objective: Leverage our position as the nation’s largest mortgage lender to drive systemic change to bridge the racial homeownership gap.

Focus Areas: Local, State & Federal Policy, TM & Community Education


5. Law Enforcement Engagement

Objective: Expand engagement with the Detroit Police Department (DPD) to help them increase information sharing with their key stakeholders and the community.

Focus Areas: DPD Liasons, TM Engagement


6. Communications

Objective: Provide regular and comprehensive D&I communications to ensure transparency to our Team Members, Clients and Community members.

Focus Areas: Internal Communication Plan, FOC Communication/Engagement, External Communications

What We Believe 

In order to build the best solutions for the future, we understand we must include diverse opinions and people every step of the way. Best defined by our ISMs, our culture reminds us to do the right thing and stay obsessed with finding a better way, no matter what. 

This means we’re open to change. We’re ready and willing to listen. We recognize areas of opportunity, and we’re ready to do whatever it takes to be better. We’ve always been aware of diversity and the positive impact it has on our businesses, but we also know that there’s more to do. We must keep moving forward. 

We’re committed to advocating for equality and justice and are taking measurable and demonstrable actions to build a more diverse and inclusive workplace.  


View the milestones of our continued progress here.