Diversity In Action

Lockheed Martin is actively recruiting

CS, systems engineering, EE, ME, computer and aerospace engineering are all in demand. Diversity is a continuing part of the talent search

VP Sonya Stewart is looking for "tech talent with team-player mentality.

Lockheed Martin, a lead systems integrator and IT company, does most of its business with the U.S. Department of Defense and other government agencies, notes Sonya Stewart. Stewart is an EE who became the company's VP of diversity and equal opportunity last year.

Stewart explains that diversity has always been a part of the Lockheed Martin culture. Six years ago, however, the company ramped up a stronger, more aggressive initiative, recognizing diversity as a business imperative contributing to mission success. "We established a framework defining diversity as an inclusive team that values and leverages each person's individuality," Stewart says.

Like most defense-related organizations, Lockheed Martin faces challenges with an increase in business, a retiring baby boomer population and fewer techies coming into the workforce. "We know we have to attract and retain career-minded talent, which elevates diversity into a leading edge of our corporate strategy."

Over the past five years the company has hired some 10,000 new employees, 85 percent with skills in engineering and IT fields. Many required security clearance.

"We are looking for technical talent with team-player mentality and outstanding communication and leadership skills," Stewart notes. "We are actively recruiting in CS, systems, EE, ME, computer and aerospace engineering disciplines."

Proactive recruitment is the core of the corporation's diversity initiatives. The company aligns itself with technical societies like SHPE and SWE, maintains regional recruiting centers, and primes the pipeline with outreach and apprentice programs at local schools. "Across the board, diversity is continually included and drawn upon in our talent searches."

Lockheed Martin's executive diversity council, created in 2001, is chaired by the company's president and CEO. More than thirty local diversity councils have been formed in operating units.

There are also about forty business-unit-sponsored employee affinity groups in place. A prime example is OWLS (Older, Wiser Legends of Success), a mature group dedicated to offering its knowledge and experience to the younger generation.

Work/life balance is encouraged at the corporation. Besides its regular compensation package, the company offers employees and their families programs like flexible and/or alternative work schedules, childcare, telecommuting, tuition reimbursement, employee assistance, fitness centers, domestic partner benefits and more.

"We believe our long-term success depends on a commitment to diversity," says Stewart. "To maintain a competitive advantage, we embrace the individuality of each employee and work to eliminate barriers to diversity and inclusiveness.

"Strategically committed to adding diversity to our talent base, we are actively recruiting to accommodate our growing business and compensate for a maturing workforce."

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