LOCKHEED MARTIN - ?· Lockheed Martin also offers many scholarships for diversity students that ...…
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6801 Rockledge Drive
Bethesda, MD 20817
Major sites in:
Dallas/Fort Worth, TX area
Denver, CO area
Orlando, FL area
Philadelphia, PA area
San Jose/Bay, CA area
Washington, DC area
Director, University Relations
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
Firms 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?
Number of employees
Percentage of minorities
Percentage of women
Total in the U.S. 2008 2007
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
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
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 masters 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
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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 firms 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 managements priorities?
Yes. We have aligned our business processes with our peoplemanagement process to ensure our goals and objectives are consistentwith managements 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 firms management review the firmsdiversity progress/results?
How are the firms 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 p