Employee Talent Snapshot
We focus on attracting potential candidates and providing them with opportunities for growth.
Talent snapshot
As Flagstar works toward a diverse, equitable, inclusive, and culturally rich environment, tracking our performance is essential. Using industry benchmarks from the U.S. Bureau of Labor Statistics as a base, we’ve continued to make progress in overall diverse talent acquisition and minority representation.
Total Employees

Management Positions

ETHNICITY |
TOTAL EMPLOYEES |
TOTAL FEMALE |
TOTAL MALE |
MANAGEMENT POSITIONS |
---|---|---|---|---|
American Indian or Alaskan Native |
22 |
18 |
4 |
3 |
Asian |
356 |
195 |
161 |
44 |
Black |
875 |
704 |
171 |
64 |
Hispanic |
325 |
221 |
104 |
32 |
Hawaiian or Other Pacific Islander |
21 |
17 |
4 |
4 |
Two or More Races |
109 |
83 |
26 |
14 |
Undisclosed |
115 |
80 |
35 |
8 |
White |
3660 |
2331 |
1329 |
668 |
The data also shows that we still have work to do, especially in minority management representation. We view it as an opportunity to improve, as demonstrated by these initiatives we have undertaken.
Initiatives
We’ve operationalized our efforts to increase diversity among Flagstar’s leadership ranks and total workforce through various strategic initiatives, including the following:
- Flagstar designed and implemented a Mentoring Circle program to develop our diverse representation and prepare them for growth opportunities.
- Our talent acquisition team completed AIRS training to become Certified Diversity and Inclusion Recruiters.
- We leverage partnerships with organizations such as the Association of Latino Professionals for America (ALPHA) and post open positions with them. We also target university and college diversity departments for intern recruitment.
- Our nine Employee Resource Groups engage their networks for potential candidates and participate in community events that support talent acquisition and engagement.
- Flagstar’s recruiting professionals, hiring managers, and other associates take DE&I-focused training about creating an inclusive workplace (a required course for all managers), bias awareness, inclusion, cross-cultural communication, and becoming an upstander.