Continued Engagement: People with Disabilities

Report
Continued Engagement
People with Disabilities
Marina Williams
Director, Equal Opportunity Programs
Lockheed Martin’s
Diversity & Inclusion Journey
• Executive Diversity
Council (EDC) Established
• Business Area Diversity
Councils Established
2001-2002
• Effective Leadership
of Inclusive Teams
(ELOIT) Pilot
• First Leadership
Forums Held
2003-2004
• Diversity Maturity Model
(DMM) Implemented
• Focus on Affinity Groups
• Added Health Coverage for
Same Sex Domestic Partners
2005-2007
• ELOIT Required for All Vice Presidents
and Above
• International Diversity Councils Established
• DMM Pause & Review
• Lockheed Martin Achieved a 100 Score
on the Human Rights Campaign
Corporate Equality Index
2008-2010
2011-2013
• LM Voice Employee Survey
• New Leadership Forums Established
• Frameworks for Employee Resource Groups and Employee Networks
Restructured
• Added Transgender Surgery Coverage
• “Promoting Fairness: Avoiding Bias” Training
• Lockheed Martin Ranked #48 on Diversity Inc’s 2012 Top 50
Companies for Diversity
• EDC Transitioned to Corporate Sustainability Council
• D&I Task Force Formed
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People with Disabilities Leadership Forum
2012 Inaugural
“This forum changed me
in so many ways…I am
looking forward to
hopefully being invited to
many future events.
Thank you so very
much.”
“The forum was superb – well planned and executed.”
“…The inspiration from
sharing personal
experiences with
wonderful people goes
beyond what I can put
into words.”
“The presentations by
the Senior staff were
fascinating…It truly
added a lot to my
understanding of the
corporation as a whole
and was well worth the
trip.”
 97% Rated Forum Very Good to Outstanding
 91% Likely to Return
“I was able to meet
several executive leaders,
each of which were so
very kind and sincere. It
was truly obvious they all
wanted to be there and
were dedicated to the
overwhelming success of
the entire event…I built
new relationships and
recall wonderful
memories.”
“It was great to interact
with others that have
had similar adversities
and still managed to
elevate themselves into
leaders.”
“This event was one I
will never forget, and
continue to think about it
often.”
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Diversity & Inclusion Site
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Focus on Ability (FOA)
• Focus On Ability Team
• Strives to Make Lockheed Martin Corporation
a More Inclusive Employer for Persons with
Disabilities, with an Emphasis on
Recruitment, Development and Retention
• Key Objectives
• Identify and Implement Best Practices
Through Research and Benchmarking
• Determine Training Needs, Appropriate
Tools and Implement Solutions
• Improve Recruiting Efforts and Outreach
to Students, Veterans and Experienced
Professionals with Disabilities
• Ensure Accessibility of Lockheed Martin
Facilities and Staffing Processes
5
Focus on Ability
• Corporate Policy Statement - Providing Reasonable Accommodations
in the Workplace and for Applicants
• Adaptive Technology Center of Excellence (ADIT)/Employee Safety
and Health (ESH)
• National Disability Employment Awareness Month
6
Recruitment
•
•
•
•
Social Security Administration’s Ticket to Work Program
Ability One Program
Career Opportunities for Students with Disabilities (COSD)
Entry Point
• Hire at Least Two Interns per Summer
• Local Job Fairs
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Support for Wounded Warriors
• Wounded Warrior Project
• Military Relations Talent Acquisition Team
• USO/Hire Heroes USA Wounded Warrior Transition
Workshops
• Wounded Warrior Online Chat Sessions
Wounded Warrior Tour at Lockheed Martin Marietta
8
Partnerships & Recognition
• US Business Leadership Network (USBLN)
• American Association for People with
Disabilities
• Employer Assistance and Resource Network
(EARN)
• U.S. Department of Labor’s New Freedom
Initiative Award
• 2012 & 2013 Families & Work Institute/Work
Life Legacy Awards - Veterans Category
Honorable Mention
• 2013 Careers and the disABLED Employee
of the Year Award Winner
• Brian Kaplun, MST
• 2012 DiversityInc Top 50 Companies for
Diversity
• 2013 DiversityInc 25 Noteworthy Companies
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Lockheed Martin
Shaping our Future
• Reviewed and Evaluated OFCCP’s Proposed Changes
Related to People with Disabilities
• Provided Feedback via the Equal Employment Advisory
Council (EEAC) and the National Industry Liaison Group
(NILG)
• Publically Commented on the Proposed Changes Directly
to OFCCP :
•
•
•
•
National Utilization Goals
Linkage Agreements
Data Collection
Time and Cost Estimates
Lockheed Martin Acknowledges and Shares OFCCP’s Commitment to
Promoting Equal Employment Opportunity for People with Disabilities
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