Diversity and inclusion 2016
Create an inclusive work environment that fosters creativity and innovation and promotes colleague engagement through awareness and inclusive leadership skills training.
In 2016, we continued use of our Employee Engagement and Inclusion Survey, which provided managers with ongoing insights to engage employees and discuss diversity and inclusion. As always, our Employee Resource Groups continued to show strong growth, such as strengthening our global women’s network and introducing Small Acts of Inclusion.
Increase representation of women and People of Color in leadership positions as benchmarked against labor market recruitment census data.
In 2016, we completed year two of our five-year diversity plan with modest growth in almost all areas. Female leaders increased from 24.5 percent in 2015 to 25.2 percent in 2016. People of Color in leadership increased from 21 percent in 2015 to 23.1 percent in 2016.
In 2016, more than 50 percent of college hires were diverse or female candidates, strengthening our future leaders’ pipeline. Our overall representation for People with Disabilities increased from 5.4 percent in 2015 to 6.0 percent in 2016. Of all hires, People with Disabilities comprised 9.5 percent in 2016 and veterans 24.3 percent.
Engage various external stakeholder groups that support and serve our values and interests in recruiting, developing and recognizing a diverse workforce and contracting with diverse suppliers.
In 2016, we participated in 12 diversity conferences to recruit new diverse employees and develop talent. We won awards from various LGBT organizations and were named a top company for executive women. We achieved a perfect 100 point rating on the Disability Equality Index Best Places to Work for Individuals with Disabilities. To strengthen our partnerships, senior leaders spoke at conferences such as Women in National Security Careers and the Women in Leadership and Business Summit, held in the United Arab Emirates.