Diversity, Equity AND INCLUSION
2021 Annual Report
FORWARD TOGETHER.
AWARDS & PARTNERSHIPS
A MESSAGE ON INCLUSION
EMPLOYEE EXPERIENCE
OUR COMPANY
REPORT HIGHLIGHTS
CEO MESSAGE
OUR VALUES IN ACTION
SUPPLIER DIVERSITY
CULTURE OF COMMUNITY
APPENDIX
INCLUSION IN ACTION & EMPLOYEE RESOURCE GROUPS
FOCUS: DEMOGRAPHIcs
TALENT PIPELINE
STATS AT A GLANCE
INCLUSIVE CULTURE
EmPLOYEE ENGAGEMENT & SATISFACTION
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EMPLOYEE ENGAGEMENT & SATISFACTION
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DIVERSITY, EQUITY AND INCLUSION 2021 ANNUAL REPORT 2
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When we released our first Diversity, Equity and Inclusion Annual Report, we established two clear goals: half of our workforce will be women and at least a third will be people of color. I am pleased to report that we have already improved our representation in key areas. Today, 34% of our executives are female and 42% of our new college graduates are people of color. We also exceded our goal of growing our Employee Resource Group (ERG) membership to 20% participation across the company. While we continue to make progress toward our goals, our work is not done. To be a trusted disruptor and deliver innovative solutions for our customers, we need to leverage the ideas of all our employees. To drive that innovation, we continue to actively engage with our employees. I meet with our Diversity Council and nine ERGs regularly to hear our employees’ thoughts and learn how we can improve. Our Diversity, Equity and Inclusion Toolkit provides a wealth of resources to guide managers and employees alike on best practices for creating an inclusive, high-energy culture. We also introduced our ‘I Am L3Harris’ spotlight series, a storytelling platform that allows employees to share inspirational, personal stories of culture, career and life. Through these platforms, we open the door for all employee voices to be heard. We are also committed to fostering diversity, equity and inclusion in our communities and future workforce. We believe it is our responsibility to encourage youth of all backgrounds to pursue education in science and engineering. By supporting STEM initiatives for underserved students – like our $2 million donation to the INROADS College Links program – and giving back to charitable programs aligned with our customers’ missions, we’re developing the next generation of innovators. In this report, you’ll learn more about how L3Harris is working toward equity at our company and within our communities across the world. We’re committed to continued action and to embodying our values of integrity, excellence and respect. To achieve the future we want, we must stand united as a company and move Forward Together.
Day of Understanding conversations held to encourage inclusivity and understanding among teams
2K+
Pledge to INROADS College Links program, supporting youth in underserved minority communities
$2M
employees across 10 countries pledging to become allies of the LGBTQ+ community
1K
Pride Allyship Program launched, with more than
people across the U.S.
39 social impact grants awarded to organizations affected by COVID-19, reaching more than
217K
WORKFORCE SNAPSHOT
NEW COLLEGE GRADUATES
HIRES
EXECUTIVES
PEOPLE OF COLOR
42%
WOMEN
36%
25%
18%
34%
created for employees of all abilities
New disability ERG
WILA
Willing & Able
employees across L3Harris
ERG participation grew above
7.8K
total employee volunteer hours completed via the L.I.F.T. program
105K
A new spotlight series where employees share powerful stories of overcoming personal adversity
I AM L3HARRIS
ABOUT OUR VALUES
What drives L3Harris’ culture? A firm commitment to our shared values.
Our values provide the foundation for an inclusive organization – they’re the standards that guide our behavior. Acting with integrity in all our business dealings, exceeding our customers’ expectations through operational excellence and demonstrating respect to all those we interact with is essential to our business success.
L3Harris Technologies is an agile global aerospace and defense technology innovator, delivering end-to-end solutions that meet customers’ mission-critical needs. The company provides advanced defense and commercial technologies across space, air, land, sea and cyber domains.
ABOUT L3Harris Technologies
> Accountable > Ethical > Honest
INTEGRITY
> Flawless Execution > Customer-Focused > Innovative
EXCELLENCE
> Safe & Sustainable > Community-Minded > Diverse & Inclusive
RESPECT
CUSTOMERS IN MORE THAN 100 COUNTRIES
EMPLOYEES
INDUSTRY-LEADING INTERNAL R&D INVESTMENT
~4%
~47K
>$17B
ANNUAL REVENUE
~19K
ENGINEERS & SCIENTISTS
Our employees share a strong commitment to our customers’ missions and their professional growth. We recognize that the needs of our workforce are continuously evolving, and we strive to provide an inclusive environment that empowers employees and promotes work/life success.
HIGH-PERFORMANCE
HIGH-RETURN
Our products support the most critical missions – simply put, lives depend on them, particularly in times of crisis. Whether they’re capturing patents, executing testing or supporting the production line, our employees perform unique roles that cater to every skillset and interest.
At L3Harris, we prioritize work/life integration. Educational assistance, discretionary paid time off, paid parental leave and “dress for your day” policies allow our employees to continuously balance professional growth opportunities, have flexible work options and choose what they wear to work.
HIGH-TECH
Our employees develop technology for every domain – space, air, land, sea and cyber. With an industry-leading investment in internal research and development, we challenge every team member, in every function, to find innovative solutions for our customers’ most complex problems.
High-Energy
Our employees take active roles in sharing their unique experiences and viewpoints to shape our business strategy. We recognize that diversity, equity and inclusion are more than a business metric – they’re critical to maintaining a competitive advantage and delivering innovative solutions to our customers.
A message on inclusion
Over the last two years, we’ve witnessed unprecedented change and faced unique challenges in our industry. Despite these circumstances, our commitment to diversity, inclusion and engagement has never wavered. At L3Harris, our engagement and inclusion vision is to create frameworks and solutions that enable an engaged and inclusive work environment so that all employees feel valued and respected and recognize their unique, positive impact to the business. We regularly seek feedback from employees through our continual lifecycle and frequent pulse and census surveys. With over 2 million data points to date, we are listening to our employees and taking action to ensure the best possible employee experience. When we create meaningful and equitable experiences that bring out the unique attributes of our employees, we empower them to be their best selves at work. As a result, employees are more engaged and produce more creative and innovative solutions for the customers we serve around the globe. Our approach to achieving diversity, equity and inclusion occurs by driving transparency and accountability at the individual, leadership and organizational levels, providing ongoing training and development and embedding a culture of inclusion into the work we do every day. Whether through our quarterly engagement surveys, unique policies and benefits, or initiatives like Day of Understanding or our Allyship program, every employee has the opportunity to do their part. In reviewing our second Diversity, Equity and Inclusion Annual Report, you’ll see highlights of our progress to date and our ongoing commitment to our long-term goals. With courage and resilience, we’re committed to moving Forward Together and continuously making L3Harris an even better place to work.
Our efforts to make L3Harris an inclusive and diverse workplace have earned the company nearly 20 awards and recognitions from external organizations. L3Harris also partners with a growing number of organizations that offer opportunities for collaboration to promote diversity, equity and inclusion inside and outside the workplace.
COMPANY AWARDS
EXTERNAL PARTNERSHIPS
Bloomberg Gender-Equality Index
The Bloomberg Gender-Equality Index (GEI) tracks the performance of companies committed to disclosing their efforts to support gender equality through policy, representation and transparency. L3Harris was the only A&D company in the U.S. to receive this prestigious recognition in 2021.
L3Harris also participates in Catalyst’s CEO Champions for Change commitment. More than 70 high-profile CEOs, including L3Harris’ Vice Chair and Chief Executive Officer Chris Kubasik, pledge to advance more women, especially women of color, into senior leadership positions and onto their boards.
Catalyst CEO Champions for Change
When an organization’s culture is inclusive, employees feel safe, heard, valued and free to be themselves. Everyone – regardless of race, ethnicity, gender, sexual orientation, belief system, background or identity – is treated fairly. To ensure a culture of inclusion flourishes, we have instituted measurable inclusion initiatives and track our progress rigorously. Policies, practices and processes are in place at three levels:
ACCOUNTABILITY
We hold ourselves and one another accountable. Through engagement activities and required training, employees learn about the cultures and experiences of others while identifying individual biases to drive continuous improvement. Employees are encouraged to join ERGs and to self-identify as Allies.
INDIVIDUAL LEVEL
Diversity, equity and inclusion start at the top. As part of their performance objectives, which are tied to compensation, leaders are responsible for modeling inclusive behavior and achieving specific representation and engagement goals, which permeate throughout the organization. Our leaders host regular listening sessions for employees to provide candid feedback and utilize resources to enhance their interactions with team members at every level.
Leadership Level
We understand that biases can be individual or systemic, or both. We take proactive steps to equip our employees and leaders with the tools and training they need to maintain an inclusive work environment. A biennial census and quarterly engagement pulse surveys that contain measures of inclusion track our organization’s progress.
Organizational Level
In May, L3Harris participated in Day of Understanding - an opportunity for employees to talk openly about diversity, equity and inclusion and to explore blind spots and unconscious biases. Leaders across the company facilitated more than 2,000 candid discussions with their teams. This event will continue annually.
ACTIONS
Day of Understanding
The I Am L3Harris spotlight series is shared internally on our employee intranet and externally via our social media channels. A direct response to our employee engagement survey, the series features employees’ first-person accounts of their unique cultures, careers and lives. These stories are some of our most engaging content internally and externally.
I am L3Harris
A one-stop-shop for diversity, equity and inclusion resources, the Diversity, Equity and Inclusion Toolkit provides leaders and employees with guidance on best practices and tangible actions they can take to nurture a more diverse and inclusive culture. Recent additions to the Toolkit include Gender Transition Support Guidelines, Inclusion Roundtable Guide and Inclusive Language Guide.
Diversity, Equity and Inclusion Toolkit
Since 2020, virtual forums have engaged thousands of L3Harris employees in conversations about valuing diversity and developing strategies to create a more equitable and inclusive workplace. These leader-led sessions help ensure diversity, equity and inclusion remain top-of-mind for all employees.
Listening Sessions
WHO IS L3HARRIS TODAY?
OUR WORKFORCE DIVERSITY*
INTERNATIONAL EMPLOYEES
~6K
40%
*See Appendix
Traditionalists represent <1% of our population
Cultivating an inclusive talent pipeline lays the groundwork for a more diverse workforce. Through partnerships with some of the nation’s leading professional organizations, L3Harris encourages STEM students and attracts aspiring professionals to further diverse talent acquisition results.
To recruit top women technologists, L3Harris participates in the annual Grace Hopper Celebration, the flagship event of AnitaB.org, a nonprofit social enterprise. AnitaB.org programs empower women and underrepresented communities in technical fields, guide the organizations that employ them and support the academic institutions training the next generation.
Grace Hopper Celebration
Each year, L3Harris representatives attend the SWE national conference to recruit top talent. We also partner with SWE chapters at universities where we recruit, provide mentoring and give tech talks. SWE is the world’s largest advocate for empowering women to achieve their full potential in engineering and technology.
Society of Women Engineers (SWE)
NSBE is dedicated to increasing the number of Black engineers who excel academically, succeed professionally and positively impact the community. L3Harris annually attends NSBE’s national and regional conferences to recruit top talent into teams throughout the organization.
National Society of Black Engineers (NSBE)
Launched in response to the death of George Floyd, this fellowship seeks to empower Black excellence in aerospace through experience, mentoring and resources. At L3Harris, we are proud to accept interns into this exclusive program.
Patti Grace Smith Fellowship
SkillBridge is a U.S. Department of Defense program that offers transitioning military members opportunities to gain valuable civilian work experience, training, internships and apprenticeships. In 2021, L3Harris piloted this program and provided thousands of training hours to SkillBridge participants
SkillBridge
FOCUS: WOMEN
L3Harris is committed to its long-term goal of achieving gender parity in its global workforce. Women-centric initiatives and awards include:
For the second year in a row, L3Harris was the only U.S.-based A&D company included in the Bloomberg GEI. We were selected for our high level of overall performance across the framework’s five pillars: female leadership and talent pipeline; gender pay parity; inclusive culture; sexual harassment policies and pro-women brand.
Bloomberg Gender-Equality Index (GEI)
Women in the Workplace is the largest study of gender inequality and women in corporate America. L3Harris participated in this study, providing valuable benchmarking data on gender, ethnicity and DE&I-related activities.
LeanIn McKinsey Women in the Workplace Study
Over 600 L3Harris women and allies attended this virtual conference, which provided opportunities to participate in personal and professional development activities focused on the advancement of women in the workplace. In 2022, L3Harris will expand conference offerings to host a broader inclusion conference.
L3Harris Women’s Conference
L3Harris is a corporate sponsor of WIA, an organization dedicated to expanding women’s leadership opportunities and increasing women’s visibility in the aerospace industry. As a corporate sponsor, L3Harris employees have the opportunity to participate in regular professional development sessions and attend WIA’s annual awards celebration.
Women in Aerospace (WIA)
Each year, Women of Color magazine recognizes women who have excelled in STEM. In 2021, 23 L3Harris employees were selected to receive the prestigious Technology Rising Star and Technology All Star awards. In addition, the Career Achievement Award was presented to one of our scientists in the Space & Airborne Systems segment.
Women of Color Awards
Promoting Opportunities for Women in the Workplace
WOMEN AT L3HARRIS
BOARD OF DIRECTORS
15%
LEADERSHIP
19%
NEW COLLEGE GRADS
PROMOTIONS
28%
FOCUS: RACE & ETHNICITY
Enhancing Representation & Inclusion
L3Harris is committed to advancing people of color (POC) in our workforce, with a long-term goal of one-third representation in U.S.-based locations. In 2021, we participated in the following initiatives as part of our commitment to enhancing racial and ethnic representation and inclusion:
In 2021, INROADS named L3Harris its Corporate Partner of the Year for the company’s leadership in creating impactful career pathways for ethnically diverse high school and college students. Since 2015, L3Harris has hosted more than 200 INROADS interns. L3Harris also contributed $2 million to the INROADS College Links program, which served 467 individuals in 2021.
INROADS
Twenty-five L3Harris employees (some pictured above) were recognized at the BEYA Awards annual STEM conference in two categories: Modern Day Technology Leaders and the Science Spectrum Trailblazer award.
Black Engineer of the Year Awards (BEYA)
The scholars L3Harris helps support through INROADS represent the next generation of leaders and innovators – and the future of our company and indeed the aerospace industry as a whole.”
Jim Girard
Vice President and Chief Human Resources Officer Vice Chair, INROADS National Board of Directors
POC AT L3HARRIS
23%
AMERICAN INDIAN/ ALASKAN NATIVE
0.4%
ASIAN
7.2%
BLACK/ AFRICAN AMERICAN
6.7%
HISPANIC/ LATINO
9.4%
NATIVE HAWAIIAN/ OTHER PACIFIC ISLANDER
0.3%
TWO OR MORE RACES
2%
FOCUS: LGBTQ+
Fostering A Welcoming Workplace
L3Harris was recognized as one of the “Best Places to Work for LGBTQ+ Equality” by the Human Rights Campaign, receiving a perfect score of 100% on the Corporate Equality Index. The rating is based on the company’s LGBTQ+ related policies and practices, including non-discrimination protections, domestic partner benefits, transgender-inclusive health benefits, education and awareness programs and public engagement with the LGBTQ+ community.
External Recognition
In June 2021, the rainbow flag was flown at L3Harris locations in honor of Pride Month – just one of many ways the organization demonstrated a welcoming environment for LGBTQ+ employees, stakeholders and business associates. Other initiatives included:
In June 2021, L3Harris leadership and the Pride ERG launched the L3Harris Allyship Program. Since the launch, over 1,000 employees across 10 countries have taken the Allyship Pledge, committing to continue to learn about LGBTQ+ concerns, to listen and to advocate for a safe, accepting and respectful workplace.
Allyship Program
In June 2021, L3Harris joined the Human Rights Campaign Business Coalition, a group of more than 500 U.S. employers that support the Equality Act - U.S. federal legislation that supports the same protections for LGBTQ+ individuals as are offered to other protected groups under federal law.
Equality Act Support
L3Harris was a proud sponsor of the Out & Equal Workplace Summit in October 2021. Employee representatives participated in the global forums, gaining insight into best practices used across industries and strategies to advance our LGBTQ+ initiatives within the company.
Out & Equal SUMMIT
L3Harris launched these guidelines as part of the Diversity, Equity and Inclusion Toolkit. They offer insights for leaders, HR and team members into providing safe systems to support an employee’s gender transition at work.
Gender Transition Support Guidelines
In June 2021, an article on pronoun usage was published internally to all employees. Written by the Pride ERG, the article educated employees about pronoun usage options and also included an email signature template that employees may utilize to include their pronouns.
Pronouns
FOCUS: DISABILITY
Advancing Employees of All Abilities
L3Harris continues to support employees with different abilities and to encourage hiring of persons with disabilities. Initiatives that demonstrate our progress include:
In January 2021, L3Harris announced the launch of Willing & Able (WILA), the newest addition to the company’s ERGs. WILA raises awareness and encourages a safe space where employees with disabilities and/or family members with disabilities and allies can openly discuss various topics, best practices and solutions for sustaining an inclusive work environment.
Disability ERG
In 2021, L3Harris was recognized as one of the Best Places to Work for Disability Inclusion and was included in the Disability Equality Index (DEI). The DEI is the nation’s most comprehensive annual benchmarking tool, facilitated by leading nonprofit organizations Disability: IN and the American Association of People with Disabilities (AAPD). L3Harris’ score reflects its high performance in company culture and leadership, enterprise-wide access, employment practices, community engagement and supplier diversity.
Disability Equality Index
Associate, Integration/Test Engineer Space & Airborne Systems
Anya Soberano
My eyes are my ears and they are the reason why I am thriving to move forward. At L3Harris, I am able to show people what I am capable of despite being deaf in order to contribute to our company’s growth and success.”
Throughout 2021, teams conducted multiple audits and initiated projects to increase L3Harris’ digital accessibility for employees and external users with disabilities. As one example, we executed a Web Content Accessibility Guidelines (WCAG) audit for L3Harris.com – the company’s external website. Through this audit, the website received a WCAG 2.1 AA level compliant score. In addition, the website now includes a dedicated machine-learning system that makes the site accessible to the user depending on their unique needs.
IT Accessibility Index
EMPLOYEES WITH DISABILITIES AT L3HARRIS
7%
11%
6%
INCLUSION IN ACTION
The L3Harris Diversity Council drives business strategies for engagement, leadership and support to build a robust and diverse workforce. As a collective voice for topics that further diversity, equity and inclusion results, the Diversity Council also provides an avenue for ERGs to communicate directly with senior leadership.
DIVERSITY COUNCIL
Intrapreneurs’ mission is to grow innovators by providing members with opportunities and resources to discover, engage and collaborate with one another through workshops, innovation challenges and community events.
ERG Overview
L3Harris offers nine ERGs - voluntary, employee-led groups that bring together employees from diverse backgrounds and foster networking, professional development and community outreach opportunities. In 2021, more than 7,800 unique employees participated in ERGs. Chapters also expanded their presence internationally to include Canada, Australia and the United Kingdom.
Professional Development
EMPLOYEE ENGAGEMENT
COMMUNITY OUTREACH
ERG PILLARS
The APEX ERG taps into the perspectives of L3Harris’ Asian and Pacific Islander employees to explore, develop and drive customer engagement and talent retention strategies, while also supporting the development of culturally competent employees.
MISSION STATEMENT
ERG CHAIR
Sabab Osmani
Vice President, General Counsel Space & Airborne Systems
Larry Lohman
Increased membership by 47% and volunteer participation by 20%
Activities and Achievements
Led Courageous Conversation on exclusion, xenophobia and racism affecting the Asian and Pacific Islander community
Hosted external speaker workshops for more than 1,000 employees on topics such as Cultural Confidence and Intelligent Automation; speakers included New York State Senator Jeremy Cooney and Rochester Institute of Technology lecturer Kal Rabb
Hosted virtual fireside chat with Chris Kubasik, Vice Chair and Chief Executive Officer
> > > >
Specialist, Software Engineer Space & Airborne Systems
Anagha Indic
My family left India and came to this country in search of a better life, chasing the American Dream. While it wasn’t always easy, I am thankful for the opportunities I received as a result of my parents’ sacrifices. Being part of the APEX ERG allows me to hear such stories, share similar experiences, and bond over mutual respect for the courage it took many people in the L3Harris community to get to where they are today.”
My family left India and came to this country in search of a better life, chasing the American Dream. While it wasn’t always easy, I am thankful for the opportunities I received as a result of my parents’ sacrifices. Being part of the APEX ERG allows me to hear such stories, share similar experiences and bond over mutual respect for the courage it took many people in the L3Harris community to get to where they are today.”
Empowering early career professionals to feel connected to the company and the community while helping retain and grow future leaders of L3Harris.
Director, Finance Corporate
Nicole Whitman
Vice President, Strategy & Business Development Space & Airborne Systems
Anthony Nigara
Increased membership by 39% and added three new local chapters in Ohio, Utah and Canada
> > > > >
Hosted educational events, such as the Leveling with the Leaders series, where L3Harris leaders offered advice to early career professionals
Hosted networking and social events to drive engagement among early career professionals and help retain employees
Spearheaded volunteer events such as beach cleanups, landscaping, tree rescue and planting and a virtual 5K; logged 400 volunteer hours during the ERG challenge
Senior Associate, Mechanical Engineer Integrated Mission Systems
Maureen Marquez
The ECP ERG has opened many doors for me. I’ve met people I would not otherwise have had the chance to meet and networked with fellow early career professionals across the company as well as with senior leadership. In addition, I have been able to learn technical and non-technical skills that I would not be exposed to in my regular role, and that has benefited my everyday work. As a site lead now, I’m sharing those same advantages with other ECP members so they can grow and progress their careers as well.”
Offered welcome events for new members, including a virtual Family Feud game night and virtual coffee breaks
HOLA brings Hispanic and Latino employees together to foster an inclusive environment, provide career development and support the L3Harris focus of developing, engaging and retaining a high-performing, diverse workforce. HOLA ensures a culture of inclusion where all employees can achieve their full potential by providing ongoing member development, driving cultural awareness, promoting strategic relationships and supporting local communities.
Senior Director, Audit Corporate
Milena Gordon
Vice President, Engineering Communication Systems
Aurora Taylor-Rojas
Increased membership by 52%
Hosted Hispanic Heritage Month events to celebrate Hispanic culture around the globe; events were open to all employees
Supported local communities with service events that raised more than $10,000 for Feeding America and supported community clean-up efforts throughout the country
Established four new local chapters
Established various monthly professional and personal development series programming to support member development and build leadership skills and professional networks
Specialist, University Relations Space & Airborne Systems
Denise Berrios Torres
Being a part of HOLA has helped me expand my network to include new viewpoints at all levels of the company. Also, I’ve been supported by like-minded people who have mentored and encouraged me to become involved, lead engagements and volunteer within the community for events coordinated by HOLA.”
Director, Systems Engineering Space & Airborne Systems
Ed Danis
Vice President and General Manager, Air Force and Advanced UAS Communication Systems
Ron Fehlen
Increased membership by 35% and established four new chapters
Hosted multiple events with senior leaders, including a Fireside Chat with Ross Niebergall, Vice President and Chief Technology Officer and a technology lunch-and-learn with Joyce Hayes, Vice President of Technology Strategy
Sponsored Draw the Future Art event with a Salt Lake City, Utah, elementary school to inspire students to think about the future and future technologies
Provided membership development through the creation of networking platforms and an e-Learning series that taught members how to use tools such as Tableau for more persuasive business presentations
Launched a new innovation collaboration portal, resulting in 10 new collaborative projects
Scientist, Systems Engineering Communication Systems
Nino Manes
The Intrapreneurs ERG has exposed me to ideas from a broad cross-section of the L3Harris family. The leadership has created a very collaborative environment where all voices have an opportunity to be heard and to influence leadership in shaing the future of L3Harris.”
LEAD is an ERG dedicated to advocating and developing L3Harris employees of African descent and all its members through continuous training, development initiatives, strategic partnerships and community engagement.
Director, Program Management Space & Airborne Systems
Justin Cloud
Vice President, Global Trade Compliance Corporate
Bill Wade
The mission of the Pride ERG is to promote an inclusive, supportive and safe environment for all employees regardless of sexual orientation, gender identity or gender expression in support of L3Harris’ commitment to inclusion.
Senior Manager, IT Business Analysis Corporate
Janet Donner
President, Mission Networks Space & Airborne Systems
Kathy Crandall
> > > > > >
Increased membership by 60% and training and event attendance by 10%
Hosted LGBTQ+ Etiquette & Common Bloopers Workshop for 180 allies
Provided volunteer support for Salt Lake City Volunteers of America’s Homeless Youth Shelter, distributing food for more than 150 youth
Delivered LGBTQ+ 101 and Transgender 101 foundational trainings, reaching 300+ employees
Launched the Pride ERG Allyship program with more than 1,000 L3Harris employees participating by pledging to support their LGBTQ+ colleagues
Provided educational awareness on personal pronouns and their usage
Senior Associate, Integration/Test Engineer Communication Systems
Hunt Fitch
Seeing the rainbow flag proudly waving over our Corporate Headquarters has been nothing but inspiring. It says we work at an accepting and welcoming company. It shows our community that L3Harris is open and supportive of LGBTQ+ individuals and allies. To our customers, it shows our commitment to a diverse and inclusive environment.”
Increased membership by 20%
Held Black History Month virtual 5K; over 100 employees participated, raising $3,000 to support local charitable organizations
Launched LEAD mentoring program with over 80 mentoring partnerships promoting the growth of technical and business skills
Strengthened relationships with Historically Black Colleges and Universities (HBCUs) through student mentoring opportunities
Partnered with nonprofit organizations such as United Way and The Children’s Hunger Project to increase employee engagement and volunteerism within local communities
Conducted personal and professional development events focused on technical advancement, effective communication and presentation and career planning skills
Director, Human Resources Integrated Mission Systems
Keith Shaw
Being a member of LEAD and participating in events has been uplifting. It has allowed me to meet many amazing L3Harris coworkers from different locations and develop valuable connections with people I may not have met otherwise. As a result of my membership in LEAD, I feel more connected as an employee.”
To connect current, former and friends of L3Harris first responders and veterans in a way that promotes personal and professional development, brings value to the company and engages and supports our community.
Senior Manager, Cyber Intelligence Integrated Mission Systems
Ginger McKinney
Vice President, L3Harris International Corporate
CR Davis
Increased membership by 59% and added an international chapter in the United Kingdom
Hosted a 9/11 20th anniversary observance event with award-winning photographer Phil Penman and over 550 participants
Strengthened global community engagement with 20+ volunteer activities supporting veterans and first responders
Conducted Wreaths Across America event with 122 volunteers, totaling 266 volunteer hours
Executed a global observance plan for 66 veteran and first responder events in countries with active chapters
Conducted a veteran engagement Leading the Way series with Chris Kubasik, Vice Chair and Chief Executive Officer, CR Davis, Vice President of L3Harris International, and JR Gear, Vice President of U.S. Business Development
Administration Integrated Mission Systems
Atiyah Colbert
As the Membership Engagement Coordinator, I’ve had the privilege to collaborate with other ERGs and discuss how we can expand our visions for diversity and unify the concept of membership engagement as a whole throughout L3Harris. The SERVE ERG has also allowed me to support a vast network of coworkers. It is an honor to be in service with such influential and talented veterans, first responders and patriots dedicated to upholding the traditions of the liberties we hold so dear.”
The WE3 ERG strives to empower, enhance and encourage women professionals through a network that cultivates future leaders, enriches the capability of our workforce and helps ensure L3Harris’ competitive advantage.
Director, Program Management Integrated Mission Systems
Pamela Scheller
Stephanie Dickman
Increased global membership by 70% and total membership by 15%
Sponsored 33 volunteer projects and events
Won the ERG volunteer competition, logging 3,500+ volunteer hours
Hosted lunch with leaders, book clubs and L.I.F.T. co-sponsored event
Held 65 enterprise-wide events
Celebrated Women’s History Month in March with leadership sessions, book discussions and members taking the “I Choose to Create an Inclusive Environment”pledge
Associate, Mechanical Engineer Space & Airborne Systems
Samantha Sandler
Engineering is a predominantly male-dominated field, so it’s very helpful to have the WE3 ERG to lean on and learn from. It has provided me with formal mentorships and opportunities to network with women who have had incredible careers at L3Harris. It is such a privilege to personally get to know women who are leaders in their fields and to learn from their career paths.”
WILA’s mission is to inspire individuals of all abilities to be part of L3Harris and to support the continued growth and success of our employees. We strive to create a more inclusive work environment and promote awareness on topics that impact our community of employees with disabilities, as well as employees who have loved ones with a disability.
Director, Human Resources Business Partner Communication Systems
Carol Kneis
Vice President, General Counsel Communication Systems
Matthew Weingast
Launched the ERG and built membership to more than 500 employees across five countries in its first year
Built employee cultural competence through listening sessions and several employee engagement activities
Provided ERG overviews to college students during two university relations events highlighting how ERGs support employees throughout their careers at L3Harris
Conducted a member survey to identify the ERG’s initial focus
Provided skills development opportunities in areas of caregiver support, self-care and hiring of people with disabilities to more than 375 employees during Disability Awareness Month
Senior Manager, Software Engineering Communication Systems
Allan Walton
As a person living with a disability due to a spinal cord injury, I appreciate the support of WILA and L3Harris in addressing my accessibility needs. I’ve also had the privilege of contributing to the WILA ERG by sharing some of my experiences and resource contacts that I have made over the years. As with all ERGs, WILA provides great information, resources and support for L3Harris employees and their families.”
Principal, Strategy Development Integrated Mission Systems
ERG SPONSOR
Employee engagement and satisfaction are critical for attracting and retaining diverse talent at L3Harris. By listening to employees, responding to their needs and providing world-class benefits, L3Harris fosters an environment where employees love to work.
L3Harris’ listening strategy helps leadership understand how employees experience our workplace. Through a series of checkpoints, such as engagement surveys, quarterly pulse surveys and new hire and onboarding surveys, L3Harris invites employees to provide input on how the company can improve. This drives specific actions; for example, the creation of action plans for more than 3,000 people managers, which contributed directly to improvements in engagement scores in 2021. Additionally, L3Harris offers managers and employees a variety of resources through an Engagement and Retention Toolkit and our new PEER onboarding program.
Listening Strategy
L3Harris offers a comprehensive suite of solutions to provide employees the support they need to bring their best selves to work every day. In addition to healthcare benefits, solutions include:
TOTAL REWARDS
Paid Time Off: Allows all employees the opportunity to take discretionary time off to rest and recharge. Employee Assistance Program: Provides confidential, 24/7 assistance, referrals and resources in a wide range of areas, including mental health and counseling; childcare and eldercare; adoption; home management; pet care; and financial and legal assistance. New Parents: Enables adoption assistance (up to $15,000) and paid parental leave for new parents. The Future Innovators Program also provides new parents with infant clothing, blankets and toys. Varsity Tutors: Global tutoring benefit for school-age children of employees, which offers virtual tutoring, homework assistance and free resources and assessments. Benefits for Caregivers: The Teladoc program, which provides free access to expert medical advice, was expanded in 2021 to cover employees’ immediate family members, including parents. Similarly, a back-up adult care benefit was added in 2021. L3Harris will subsidize the cost of up to ten back-up adult care visits. Dress for Your Day: Offers flexibility and discretion in choosing attire that corresponds to an individual’s responsibilities and interactions for the workday.
Our values in action
Our Code of Conduct clearly articulates the company’s expectations: employees will live our values of integrity, excellence and respect. We do not tolerate harassment or discrimination of any kind. To integrate these values into our business, L3Harris:
Code of conduct
Requires all employees to complete an annual Code of Conduct training and quarterly Ethics & Compliance trainings. Maintains a formal governance model for investigations of ethics-related issues. Employs more than 100 Ethics Advisors worldwide to confidentially assist employees who have ethics questions and concerns. Reinforces ethical standards year-round with monthly communications and an annual Ethics Week event.
L3Harris also provides Unconscious Bias Training to all current, U.S.-based employees and incoming new hires. In 2021, L3Harris launched a new course, Cultivating a Culture of Inclusion, which builds on unconscious bias training by helping employees interact with others more inclusively. We also offer an Engagement & Inclusion module during Frontline Leadership training, which more than 1,800 leaders have completed. Additionally, in 2021, we hosted over 50 “Six Signature Traits for Inclusive Leadership” workshops, an immersive inclusion experience, which were completed by our Vice Chair and Chief Executive Officer, C-suite and segment senior leadership teams.
Supplier Diversity
L3Harris believes that promoting supplier diversity is critical to the company’s economic growth and customer satisfaction. We drive equal opportunity and diversity in our procurement and business activities through our Supplier Diversity Program.
OUR efforts
Developing an infrastructure that integrates supplier diversity within our products, services and procurement processes and promotes the benefits and importance of a diversified supply base to our business and procurement teams. Extending opportunities for small and diverse businesses to serve mission-critical programs. Encouraging active participation in small business outreach, mentor programs and small business innovative research and technology transfer. Providing dedicated supplier diversity offices and supporting professionals to facilitate subcontracting opportunities and ensure regulatory compliance for small and diverse businesses and other socioeconomic business opportunities at L3Harris.
WOMEN-OWNED SMALL BUSINESSES
550+
VETERAN-OWNED SMALL BUSINESSES
300+
small disadvantaged businesses, including minority and black-owned businesses
100+
SUPPLIER DIVERSITY AT L3HARRIS
Culture of Community
Our commitment to diversity extends beyond the walls of our offices. We’re making an impact on the vibrant and diverse communities where we live and work through philanthropy, our employee volunteer program, grants and partnerships.
Philanthropy
STEM initiatives, which aim to excite and inspire students of all ages with learning opportunities in areas such as robotics, coding and space. This includes partnerships with 18 colleges and universities. Mission-aligned programs, which recognize and benefit our nation’s veterans, active-duty military and their families and first responders through partnerships with organizations like Special Operations Warrior Foundation and the Army Historical Foundation. Community programs that touch the communities where our employees live and work.
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The L3Harris Foundation provides philanthropic commitments that align with our business strategy and reflect our values. Our strategic giving pillars include:
L.I.F.T. is L3Harris’ community program, which facilitates employee volunteerism and employee assistance across the world. Volunteer projects focus on underserved and diverse communities and reflect our strategic giving pillars. In 2021, employees completed 1,169 L.I.F.T. projects and registered 105,141 volunteer hours.
L3Harris Investing for Tomorrow (L.I.F.T.)
As part of the L.I.F.T. program, all nine L3Harris ERGs participated in a friendly competition to see which community could log the highest total volunteer hours and highest member participation. Over 500 ERG members logged more than 11,000 hours in three months.
ERG L.I.F.T. Competition
As part of our COVID-19 response, L3Harris awarded 39 social impact grants to organizations in 19 states with diverse populations severely affected by the pandemic. These organizations have served more than 217,000 people, of which 23% are Black, 37% are Hispanic, 51% are female and 30% are individuals with disabilities. Programs supported include: emergency services for women veterans; virtual programs exposing students to STEM careers; safe gathering places for underrepresented youth; food security initiatives for low-income families; art activities for socially isolated seniors; and educational access for low-income students.
Social Impact Grants
In 2021, L3Harris initiated a new partnership with nonprofit Young, Black and Lit. Mini grants enabled the purchase of books from the nonprofit that featured Black female lead characters in STEM fields. During Read Across America, our employees came together to read these books to second grade students around the country.
Young, Black and Lit
EEO-1 SUMMARY TABLE
Consistent with EEOC filing requirements for 2021, this table reflects 2020 EEO-1 data
STATS AT A GLANCE - DEMOGRAPHIC DEFINITIONS
Gender Generations People of Color (POC) Persons with Disabilities Veterans
Refers to all employees globally who self-identify as male or female. Global data that categorizes all employees into their generational category based on their birth year. Generational categorization is based on data from the Pew Research Center: Traditionalists (1928-1945), Baby Boomers (1946-1964), Generation X (1965-1980), Millennials (1981-1996) and Generation Z (after 1996). U.S.-only. Includes all employees who self-identify as American Indian/Alaskan Native, Asian, Black/African American, Hispanic/Latino, Native Hawaiian / Other Pacific Islander, or Two or More Races. U.S.-only. Refers to all employees who self-identify as having a disability and/or have a history or record of having a disability. Disabilities may include, but are not limited to, a physical or mental impairment or a medical condition that substantially limits a major life activity. U.S.-only. Includes all employees who voluntarily self-identify as an active service member or veteran.
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