LOCKHEED MARTIN
6801 Rockledge Drive
Bethesda, MD 20817
www.lockheedmartin.com/careers
LOCATIONS
Major sites in:
Dallas/Fort Worth, TX area
Denver, CO area
Marietta, GA
Orlando, FL area
Palmdale, CA
Philadelphia, PA area
San Jose/Bay, CA area
Washington, DC area
EMPLOYMENT CONTACT
Leslie Chappell
Director, University Relations
RECRUITING
Please list the schools/types of schools at which you recruit.
• Ivy League schools• Other private schools• Public state schools• Historically Black colleges and universities (HBCUs)• Hispanic-serving institutions (HSIs)
Do you have any special outreach efforts directed to encourageminority students and graduates to consider your firm?
• Conferences: NSBE, SWE, SHPE, AISES, MAES, HACU, HENAAC,BEYA, Out for Work, Grace Hopper
• Advertise in minority student association publication(s) or otherminority-focused publications.
• Participate in/host minority student job fair(s) or other minority-focusedjob events.
• Sponsor minority student association events
• Firm’s employees participate on career panels at school
• Outreach to leadership of minority student organizations
• Scholarships or intern/fellowships for minority students
• Other: Internship/co-op opportunities, workshops, special speakers,mentors
What activities does the firm undertake to attract minority andwomen employees?
• Partner programs with women and minority associations
• Conferences: NSBE, SWE, SHPE, AISES, MAES, HACU, HENAAC, Outfor Work, Grace Hopper
• Participate at minority job fairs
• Seek referrals from other employees
• Utilize online job services
Do you use executive recruiting/search firms to seek to identifynew diversity hires?
Yes.
THE STATS
Number of employees
Revenue (billions)
Percentage of minorities
Percentage of women
Total in the U.S. 2008 2007
140,000
$41.9
146,000
$42.7
22
26
Total worldwide 2008 2007
Total outside the U.S. 2008 2007
© 2009 Vault.com Inc.180
ENGINEERING INTERNSHIPS & CO-OPSDeadline for application: Ongoing
Number of interns in the program in summer 2008: 2,112
Pay: Varies by academic level, major and geographic location
Length of the program: Typically, nine to 11 weeks
Percentage of interns/co-ops in the program who receive offers of full-timeemployment: 56 percent
Percentage of interns/co-ops in the program who accept offers of full-timeemployment: 73 percent
Website for internship/co-op information:www.lockheedmartin.com/careers
Lockheed Martin seeks students at all academic levels in the followingmajors:
• Computer science• Computer engineering• Electrical engineering• Mechanical engineering• Systems engineering• Aerospace engineering• Nuclear engineering• Math• Physics
We also have limited opportunities in:
• Accounting and business• Finance• Human resources• Supply chain management
ENGINEERING SCHOLARSHIPSLockheed Martin participates in the following scholarship programs aimedat women and minority students, please see their websites for details ondeadlines, amounts and eligibility requirements:
• American Indian Science and Engineering Society:www.aises.org/Programs/ScholarshipsandInternships/Scholarships
• Hispanic Association of Colleges & Universities (HACU) Scholarships:www.hacu.net/hacu/Scholarships_EN.asp?SnID=1015170341
• Hispanic College Fund: www.hispanicfund.org
• HENAAC: www.henaac.org
• Mexican-American Engineering Society (MAES) Scholarship:www.maes-natl.org/index.php?module=ContentExpress&func=display&ceid=392
• National Society of Black Engineers Corporate Scholarships:national.nsbe.org/Programs/Scholarships/tabid/84/Default.aspx
• UNCF: www.uncf.org
• Society of Women Engineers Scholarship:www.swe.org/stellent/idcplg?IdcService=SS_GET_PAGE&nodeId=9
• Society of Hispanic Professional Engineers Foundation (Scholarships):www.shpe.org
Lockheed Martin also offers many scholarships for diversity students thatare administered directly by the schools with whom we partner, most arein engineering and computer science. These scholarships have a widerange of eligibility requirements, deadlines and award amounts.
ENTRY-LEVEL PROGRAMS/FULL-TIMEOPPORTUNITIES/TRAINING ANDROTATIONAL PROGRAMS
Leadership Development Program (LDP) (various specialties)
Length of program: Two to three years of rotational assignments
Geographic location(s) of program: Nationwide
Please describe the training/training component of this program:Employees receive weeklong training each summer and periodiccommunications throughout the year. Most large worksites havededicated LDP managers who help guide the employees. LDP Programsexist for engineering, information sciences, operations, finance, humanresources and communications.
Please describe any other educational components of this program:Tuition reimbursement is provided so that employees in this program canpursue a master’s degree. In some cases, paid time off is provided inorder to attend classes or to study for examinations. In some cases,flexible work schedules can be arranged so that the employee can attendday classes if necessary.
AFFINITY GROUPSLockheed Martin currently supports over 125 affinity groups across ourcorporation. These groups are formed by members with a common or shareperspective or affiliation who voluntarily join together to explore how they canfully contribute to the success of Lockheed Martin while enhancing theirprofessional and personal development. Those affiliations may be based ongender, race/ethnicity, veteran status, sexual orientation, disability, etc. butthey are also based on shared business perspectives, e.g., green Initiatives.Frequency of meetings differs among the affinity groups.
STRATEGIC PLAN AND DIVERSITYLEADERSHIP
What trends in your industry affect your corporate diversitygoals, strategies and/or internal or external alliances?
The industry trend of dwindling supplies of engineering talent shapes andmotivates our diversity strategy to proactively recruit, retain and develop
Vault Guide to Engineering Diversity Programs, 2010 Edition
Lockheed Martin
Visit Vault at www.vault.com for insider company profiles, expert advice,
career message boards, expert resume reviews, the Vault Job Board and more. 181
innovative, creative and effective professionals with the right skills andexperience.
How does the firm’s leadership communicate the importance ofdiversity to everyone at the firm?
• Emails• Website• Newsletters• Meetings• Annual training
Does your firm currently have a diversity committee?
Yes. Our corporation has over 30 individual diversity councils operatingat the executive, business area, and business unit levels. The answers inthis section address our executive diversity council (EDC).
Does the committee and/or diversity leader establish and setgoals or objectives consistent with management’s priorities?
Yes. We have aligned our business processes with our peoplemanagement process to ensure our goals and objectives are consistentwith management’s priorities.
Has the firm undertaken a formal or informal diversity programor set of initiatives aimed at increasing the diversity of thefirm?
Yes, formal. Lockheed Martin views diversity in a broad sense of the termthat goes beyond race and gender. While those are two aspects of ourview on how we define diversity, we look at things like educationalbackground, geographic location, personal style, etc. Our efforts atcreating a more inclusive environment focus on all aspects of diversity.When we talk about increasing the number of women and minorities, weuse the term increasing representation. Our approach to increasingrepresentation is to broadly recruit and reach out to qualified applicantswhile ensuring equal employment opportunity.
How often does the firm’s management review the firm’sdiversity progress/results?
Quarterly.
How are the firm’s diversity committee and/or firmmanagement held accountable for achieving results?
We have put an assessment process in place to measure the performanceof a business unit in the area of diversity inclusion. The assessmentprocess takes employee opinion, as well as the kinds of processes andpractices in place to foster inclusion. The business unit receives anumeric score associated with the assessment and BU leaders are heldaccountable for results through their incentive compensation plan.
RETENTION & PROFESSIONALDEVELOPMENT
Please identify the specific steps you are taking to reduce theattrition rate of minority and women employees.
• Develop and/or support internal employee affinity groups (e.g., minorityor women networks within the firm)
• Increase/review compensation relative to competition
• Increase/improve current work/life programs
• Adopt dispute resolution process
• Succession plan includes emphasis on diversity
• Work with minority and women employees to develop personal careeradvancement plans
• Strengthen mentoring program for all employees, including minoritiesand women
• Other: There are four leadership forums, associated with representedgroups (Women, Hispanic, African-American and Asian), composed ofmidlevel to senior executives from those represented groups. Theirpurpose, in coordination with the executive diversity council, is toprovide leadership and mentoring to their represented populations,thereby facilitating their members’ professional growth anddevelopment, specifically addressing and enabling increased retention.
What programs or initiatives have you found to be mostsuccessful in diversity recruitment and retention?
Surveys and data show that programs and initiatives that support allemployees, such as flexible work schedules, telecommuting, training,affinity groups, growth opportunities and career development, help us torecruit and retain a qualified workforce, including women and minorities.
DIVERSITY MISSION STATEMENTLockheed Martin is committed to creating one company, one team, allinclusive, where diversity contributes to mission success. Diversity atLockheed Martin is an inclusive team that values and leverages eachperson’s individuality.
ADDITIONAL INFORMATIONAt Lockheed Martin, we recognize that diversity is not just a short-termtrend. It is a business imperative. Our long-term success depends on acommitment to diversity. We have to leverage the individuality of eachemployee as a competitive advantage by eliminating barriers toinclusiveness. Diversity is about creating an environment that welcomes,respects and develops our individual differences as a competitivestrength. It begins with our core values of ethics, excellence, can-doattitude, integrity, people and teamwork. It extends to every activityinvolved in attracting and retaining a talented workforce that reflects thediversity of our customers, suppliers and our world.
Vault Guide to Engineering Diversity Programs, 2010 Edition
Lockheed Martin
© 2009 Vault.com Inc.182
There’s a difference between stating our commitment to diversity andliving it. We are dedicated to a process that listens to the voices of ouremployees and partners to help shape our course. It is through thisprocess that we set goals and develop a strategy that will hold usaccountable for making Lockheed Martin a place of “institutionalizedinclusion.”
Our approach to diversity is analogous to our work as system integrators.Each element, each subsystem must do its job, but function as part of alarger, integrated whole, which together achieve astounding results. Thewhole is definitely stronger than its individual parts. In similar fashion,Lockheed Martin is made stronger by the combined efforts of eachemployee and each operating business unit working as one team.
The Lockheed Martin team is naturally diverse, encompassing 146,000people with a wide variety of skills, backgrounds, perspectives andlifestyles. We draw from this tremendous source of talent to forge a greatcompany, one team that is committed to the success of our customers onprojects of profound significance to our world.
As a world-class advanced technology leader, we must continually reachout to new and different points of view to succeed in the globalmarketplace. This means we must have an environment that attracts thebest people with the biggest dreams and the highest standards, and givethem the support and encouragement they need to reach their fullpotential. It also keeps us focused on assuring the widest possible circleof suppliers with whom we do business.
Diversity must be more than words. Having an inclusive environmentreally demands an engagement process that starts at the top—in myoffice—and extends throughout the corporation to each and everyemployee and stakeholder in this enterprise. We share in thiscommitment as a team because it is right for people and right forbusiness.
That’s what diversity is all about for Lockheed Martin and the people andinstitutions we serve. Diversity is a journey, and we are on this journeytogether.
Vault Guide to Engineering Diversity Programs, 2010 Edition
Lockheed Martin
Visit Vault at www.vault.com for insider company profiles, expert advice,
career message boards, expert resume reviews, the Vault Job Board and more. 183
