2023
DIVERSITY, EQUITY & INCLUSION
ANNUAL REPORT
Home Message from our CEO Company Highlights L3Harris Technologies and Values Message from our VP, Talent, Equity and Inclusion Building a Foundation: DE&I Infrastructure Diversity Representation and Talent Corporate Awards and Partnerships Enhancing a Culture of Conscious Inclusion EMPLOYEE RESOURCE GROUPS (ERGS) Equity Communicating our DE&I Journey Appendix
2023 DIVERSITY, EQUITY & INCLUSION ANNUAL REPORT
Home
Message from our Chair and CEO
Company Highlights
L3Harris Technologies and Values
Message from our VP, Talent, Equity and Inclusion
DE&I Foundation
Diversity Representation & Talent
Corporate Awards and Partnerships
Inclusion
Equity
Communicate & Connect
Appendix
2023 DIVERSITY, EQUITY AND INCLUSION ANNUAL REPORT
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Our mission to be the Trusted Disruptor in our industry is impossible without our 50,000 employees around the world who come together every day with different abilities, beliefs, backgrounds, ideas and experiences to tackle our customers’ most difficult challenges. As a leadership team, we devote a lot of time to the employee experience and how we can best nurture a culture that not only fosters collaboration and ingenuity, but also champions a sense of respect and belonging where everyone feels comfortable contributing ideas and sharing feedback. We’re also acutely aware of a broader responsibility to use our influence to give back and expand opportunities in our supplier base as well as the communities in which we live and work. Internally, we track representation as an objective measure, but are equally, if not more so, focused on the collective actions that support a culture of diversity, equity and inclusion (DE&I). In 2023, women comprised 25% of our global workforce and people of color made up 29% of our U.S.-based workforce. We’re making strong progress toward our long-term goal of a workforce that is half women and at least one-third people of color. We added two new employee resource groups (ERGs) last year – bringing us to 11 active ERGs – with 23% of our employees participating in at least one group. We ensure manager accountability through annual training and performance goals – all leaders play a role in how we define and build our culture. We welcomed new employees through our acquisitions of Viasat, Inc.’s Tactical Data Links (TDL) and
MESSAGE FROM OUR chair and CEO
It takes the contributions of every individual to build the innovative, agile and solutions-driven culture that enables L3Harris to perform, grow and innovate.
Our mission to be the Trusted Disruptor in our industry is impossible without our 50,000 employees around the world who come together every day with different abilities, beliefs, backgrounds, ideas and experiences to tackle our customers’ most difficult challenges. As a leadership team, we devote a lot of time to the employee experience and how we can best nurture a culture that not only fosters collaboration and ingenuity, but also champions a sense of respect and belonging where everyone feels comfortable contributing ideas and sharing feedback. We’re also acutely aware of a broader responsibility to use our influence to give back and expand opportunities in our supplier base as well as the communities in which we live and work. Internally, we track representation as an objective measure, but are equally, if not more so, focused on the collective actions that support a culture of diversity, equity and inclusion (DE&I). In 2023, women comprised 25% of our global workforce and people of color made up 29% of our U.S.-based workforce. We’re making strong progress toward our long-term goal of a workforce that is half women and at least one-third people of color. We added two new employee resource groups (ERGs) last year – bringing us to 11 active ERGs – with 23% of our employees participating in at least one group. We ensure manager accountability through annual training and performance goals – all leaders play a role in how we define and build our culture. We welcomed new employees through our acquisitions of Viasat, Inc.’s Tactical Data Links (TDL) and Aerojet Rocketdyne, and their tremendous contributions are already being recognized. We were also delighted to earn industry recognition via our more than 15 external employer of choice awards, which reflect our overall efforts and provide helpful benchmarks as we continuously evolve and improve.
As a leadership team, we devote a lot of time to the employee experience and how we can best nurture a culture that not only fosters collaboration and ingenuity, but also champions a sense of respect and belonging where everyone feels comfortable contributing ideas and sharing feedback. We’re also acutely aware of a broader responsibility to use our influence to give back and expand opportunities in our supplier base as well as the communities in wh Internally, we track representation as an objective measure, but are equally, if not more so, focused on the collective actions that support a culture of diversity, equity and inclusion (DE&I). In 2023, women comprised 25% of our global workforce and people of color made up 29% of our U.S.-based workforce. We’re making strong progress toward our long-term goal of a workforce that is half women and at least one-third people of color. We added two new employee resource groups (ERGs) last year – bringing us to 11 active ERGs – with 23% of our employees participating in at least one group. We ensure manager accountability through annual training and performance goals – all leaders play a role in how we define and build our culture. We welcomed new employees through our acquisitions of Viasat, Inc.’s Tactical Data Links (TDL) and Aerojet Rocketdyne, and their tremendous contributions are already being recognized. We were also delighted to earn industry recognition via our more than 15 external employer of choice awards, which reflect our overall efforts and provide helpful benchmarks as we continuously evolve and improve.
Aerojet Rocketdyne, and their tremendous contributions are already being recognized. We were also delighted to earn industry recognition via our more than 15 external employer of choice awards, which reflect our overall efforts and provide helpful benchmarks as we continuously evolve and improve. Externally, we’re developing relationships with diverse suppliers to ensure the companies we do business with reflect our values. We are also committed to fostering greater inclusion in our communities by partnering with organizations supporting science, technology, engineering and math (STEM) initiatives as well as supporting our employee volunteer initiatives that have a positive social and environmental impact. This commitment is evident through the nearly 1,600 volunteer projects completed and over 130,000 volunteer hours registered by our employees this year. I’m proud of our progress and look forward to continuing to play an important role in creating a workplace, and a world, that recognizes, accepts and values the differences among us. Christopher E. Kubasik Chair and Chief Executive Officer
Externally, we’re developing relationships with diverse suppliers to ensure the companies we do business with reflect our values. We are also committed to fostering greater inclusion in our communities by partnering with organizations supporting science, technology, engineering and math (STEM) initiatives as well as supporting our employee volunteer initiatives that have a positive social and environmental impact. This commitment is evident through the nearly 1,600 volunteer projects completed and over 130,000 volunteer hours registered by our employees this year. I’m proud of our progress and look forward to continuing to play an important role in creating a workplace, and a world, that recognizes, accepts and values the differences among us. Christopher E. Kubasik Chair and Chief Executive Officer
COMPANY HIGHLIGHTS
Employee Resource Group (ERG) Members
Members Joined ERGs in 2023
Volunteer Hours
Days of Understanding Conversations Since Inception
People of Color
Women
Executives
Workforce Snapshot
Hires
New College Graduates
23.4K
5.4K
133.7K
5.5K
18%
36%
40%
26%
45%
33%
Employee Value Proposition
AT A glance
Countries Where Customers Are Situated
100+
Engineers & Scientists
20K
Employees Worldwide
50K
Annual Revenue
$19B+
$480M
Annual R&D Investment
our values
> Accountable > Ethical > Honest
Integrity
> Flawless Execution > Customer-Focused > Innovative
Excellence
> Safe and Sustainable > Community-Minded > Inclusive
Respect
Demographics by Generation
Baby Boomers: 21%
Gen X: 34%
Millennials: 36%
Gen Z: 9%
Note: Traditionalists account for less than 1% of our workforce demographics.
MESSAGE FROM OUR VICE PRESIDENT OF TALENT, EQUITY AND INCLUSION
Employees and managers often ask, “What can I do to drive change?” My answer is always simple – “Start at the beginning.” That might look different for everyone, but the important thing is to START. For L3Harris employees around the world, driving impactful change begins with setting a clear strategy for ensuring an inclusive environment for everyone. Our strategy outlines our vision and mission for creating an environment of belonging through five focus areas - DE&I infrastructure, representation and talent, inclusion, equity and communicating our journey. We recognize and value the differences across our global population. We now have 11 employee resource groups (ERGs) with more than 23,000 employees actively participating across the United States, Canada, United Arab Emirates, Saudi Arabia, the United Kingdom and Australia. Our employee-led ERGs promote professional development, community outreach and engage employees seeking to support a common set of interests. Aligning ERG priorities with corporate and employee values ensures all of our employees feel more included in the workplace. Fostering a culture where each member of our team is recognized and respected also means meeting others where they are. This includes investing in initiatives to help raise awareness about DE&I and equipping employees with the knowledge, skills and strategies to support an inclusive work environment. We launched a voluntary DE&I Champions program that emphasizes the development of essential leadership qualities that promote inclusivity. The customers we serve, missions we support and work we do, demands we attract, develop and retain diverse innovators. We recognize the importance of embedding our DE&I priorities in our recruitment processes, fincluding ensuring a diverse interview and hiring panel whose members have connections to both the position and represent the community of candidates. I have seen
firsthand how these efforts have resulted in our receiving more than 15 external awards and recognition – and more importantly, I hear directly from our employees that they feel valued and included. Because our company values of integrity, excellence and respect are well aligned with our DE&I efforts, I am confident in our long-term success and grateful for the support of the organization and leadership as we pursue these goals. Carmen Robertson Vice President of Talent, Equity and Inclusion
Employees and managers often ask, “What can I do to drive change?” My answer is always simple – “Start at the beginning.” That might look different for everyone, but the important thing is to START. For L3Harris employees around the world, driving impactful change begins with setting a clear strategy for ensuring an inclusive environment for everyone. Our strategy outlines our vision and mission for creating an environment of belonging through five focus areas - DE&I infrastructure, representation and talent, inclusion, equity and communicating our journey. We recognize and value the differences across our global population. We now have 11 employee resource groups (ERGs) with more than 23,000 employees actively participating across the United States, Canada, United Arab Emirates, Saudi Arabia, the United Kingdom and Australia. Our employee-led ERGs promote professional development, community outreach and engage employees seeking to support a common set of interests. Aligning ERG priorities with corporate and employee values ensures all of our employees feel more included in the workplace. Fostering a culture where each member of our team is recognized and respected also means meeting others where they are. This includes investing in initiatives to help raise awareness about DE&I and equipping employees with the knowledge, skills and strategies to support an inclusive work environment. We launched a voluntary DE&I Champions program that emphasizes the development of essential leadership qualities that promote inclusivity. The customers we serve, missions we support and work we do, demands we attract, develop and retain diverse innovators. We recognize the importance of embedding our DE&I priorities in our recruitment processes, including ensuring a diverse interview and hiring panel whose members have connections to both the position and represent the community of candidates. I have seen
Employees and managers often ask, “What can I do to drive change?” My answer is always simple – “Start at the beginning.” That might look different for everyone, but the important thing is to START. For L3Harris employees around the world, driving impactful change begins with setting a clear strategy for ensuring an inclusive environment for everyone. Our strategy outlines our vision and mission for creating an environment of belonging through five focus areas - DE&I infrastructure, representation and talent, inclusion, equity and communicating our journey. We recognize and value the differences across our global population. We now have 11 employee resource groups (ERGs) with more than 23,000 employees actively participating across the United States, Canada, United Arab Emirates, Saudi Arabia, the United Kingdom and Australia. Our employee-led ERGs promote professional development, community outreach and engage employees seeking to support a common set of interests. Aligning ERG priorities
with corporate and employee values ensures all of our employees feel more included in the workplace. Fostering a culture where each member of our team is recognized and respected also means meeting others where they are. This includes investing in initiatives to help raise awareness about DE&I and equipping employees with the knowledge, skills and strategies to support an inclusive work environment. We launched a voluntary DE&I Champions program that emphasizes the development of essential leadership qualities that promote inclusivity. The customers we serve, missions we support and work we do, demands we attract, develop and retain diverse innovators. We recognize the importance of embedding our DE&I priorities in our recruitment processes, including ensuring a diverse interview and hiring panel whose members have connections to both the position and represent the community of candidates. I have seen
The customers we serve, missions we support and work we do, demands we attract, develop and retain diverse innovators. We recognize the importance of embedding our DE&I priorities in our recruitment processes, including ensuring a diverse interview and hiring panel whose members have connections to both the position and represent the community of candidates. I have seen firsthand how these efforts have resulted in our receiving more than 15 external awards and recognition – and more importantly, I hear directly from our employees that they feel valued and included. Because our company values of integrity, excellence and respect are well aligned with our DE&I efforts, I am confident in our long-term success and grateful for the support of the organization and leadership as we pursue these goals. Carmen Robertson Vice President of Talent, Equity and Inclusion
Employees and managers often ask, “What can I do to drive change?” My answer is always simple – “Start at the beginning.” That might look different for everyone, but the important thing is to START. For L3Harris employees around the world, driving impactful change begins with setting a clear strategy for ensuring an inclusive environment for everyone. Our strategy outlines our vision and mission for creating an environment of belonging through five focus areas - DE&I infrastructure, representation and talent, inclusion, equity and communicating our journey. We recognize and value the differences across our global population. We now have 11 employee resource groups (ERGs) with more than 23,000 employees actively participating across the United States, Canada, United Arab Emirates, Saudi Arabia, the United Kingdom and Australia. Our employee-led ERGs promote professional development, community outreach and engage employees seeking to support a common set of interests. Aligning ERG priorities with corporate and employee values ensures all of our employees feel more included in the workplace. Fostering a culture where each member of our team is recognized and respected also means meeting others where they are. This includes investing in initiatives to help raise awareness about DE&I and equipping employees with the knowledge, skills and strategies to support an inclusive work environment. We launched a voluntary DE&I Champions program that emphasizes the development of essential leadership qualities that promote inclusivity. The customers we serve, missions we support and work we do, demands we attract, develop and retain diverse innovators. We recognize the importance of embedding our DE&I priorities in our recruitment processes, including ensuring a diverse interview and hiring panel whose members have connections to both the position and represent the community of candidates. I have seen firsthand how these efforts have resulted in our receiving more than 15 external awards and recognition – and more importantly, I hear directly from our employees that they feel valued and included. Because our company values of integrity, excellence and respect are well aligned with our DE&I efforts, I am confident in our long-term success and grateful for the support of the organization and leadership as we pursue these goals. Carmen Robertson Vice President of Talent, Equity and Inclusion
CORPORATE AWARDS AND PARTNERSHIPS
As an employer of choice, L3Harris continues to build a diverse, equitable and inclusive environment. As part of our commitment, we maintain strategic partnerships with professional organizations that support and empower underrepresented groups within our industry. We proudly highlight recent awards and recognition from these key partners, which include honors for both individual employees and advancements as an organization. In addition to being a vital source of research and benchmarking, these partnerships connect us with a pipeline of diverse early career talent including interns and new college graduates.
Awards and Recognition
Corporate Partnerships
For L3Harris, an effective diversity, equity and inclusion foundation means starting with a clear strategy to advance our culture. This begins with outlining inclusive traits and designing training programs that can have an impact on behavior at all levels of the organization.
DE&I Strategic Focus Areas
Six Inclusive Traits
Training at All Levels
Career Development and Performance
DE&I FOUNDATION
Diversity Representation & talent
INCLUSION
Our six inclusive traits establish a foundation for our employees to understand what is important in our workplace.
Cognizance of Bias Knowing yourself to know others Courage Humility to talk about imperfections Commitment Bravery to stay the course
Curiosity Enabling growth through new experiences Cultural Intelligence Seeing the world through different frames Collaboration & Empathy Engaging others to empower outcomes
Career Development Week
This 4-day virtual and onsite annual program gives employees the chance to explore their career with nearly 60 events taking place in 10 countries. This year, there were 20 onsite sessions aimed at employees who do not have access to computers, as well as functional career conversations and speed networking sessions.
As part of their performance objectives L3Harris executives and leaders are accountable to various goals, including DE&I objectives.
Performance Management
To help our employees achieve their educational goals, L3Harris provides college tuition reimbursements for full degree programs and university-based certificates—up to eight courses per year.
Educational Assistance
All U.S.-based employees complete our Unconscious Bias in the Workplace course. This training is designed to increase awareness and usage of strategies to reduce unconscious bias.
Unconscious Bias Training
All employees complete annual DE&I training tailored to the individual learner, allowing employees to choose the lessons they are most interested in. In 2023, lessons included topics such as leading the whole person, gaining confidence in building inclusive cultures and overcoming barriers in cross-cultural communication.
Annual DE&I Training
L3Harris has implemented immersive learning platforms that improve the accessibility of our DE&I learning with more than 2,000 voluntary DE&I training courses, books, videos and live training experiences.
Self-Directed Study
In 2023, we integrated new programs into our existing DE&I training approach to create a comprehensive learning strategy. Courses are accessible and tailored to each employee’s role and level, ensuring relevance and progressive learning throughout their careers.
Our Frontline Leadership course includes an engagement and inclusion module. The module leverages discussions and exercises enabling supervisors to practice the skills needed to cultivate an engaging and inclusive environment on their team.
Frontline Leadership Training
Building on the six inclusive traits, this course helps leaders develop awareness of inclusive behaviors and language, identify practical tips for supporting their workforce and commit to being an inclusive leader.
Inclusive Leadership Training
To support employees across the globe and to enable those with hearing disabilities, our training resources include standard closed captioning in multiple languages. In addition to closed captioning, enterprise compliance training is also available in Portable Document Format (PDF).
Content Accessibility
Our new, voluntary global learning program, DE&I Champions, was launched this year. Participants become DE&I Champions by completing self-paced learning and committing to listening to others’ viewpoints, accepting feedback and creating an inclusive workplace.
DE&I Champions
Race and Ethnicity
Gender
LGBTQ+
Disability
Veterans
L3Harris shows our appreciation for veterans in a variety of ways, from awarding veteran scholarships to students, to placing wreaths and flags at the gravesites of veterans to commemorate Memorial Day and Wreaths Across America Day. In the United Kingdom, 19 L3Harris volunteers raised money to support mental health resources for veterans by gathering sponsorships to climb the three highest mountains in their region within 24 hours. Completing this “Three Peaks Challenge” raised £10,000 for Combat Stress, the U.K.’s leading military veteran mental health charity. And in Canada, Supporting Emergency Responders and Veterans Engagement (SERVE) ERG members partnered with Highway of Heroes (HOH), part of the Ontario Horticultural Trades Foundation, to invest in creating a walkway and a temporary irrigation system to keep the trees in the memorial garden alive.
Showing Our Appreciation
As part of our commitment to increasing representation of veterans in our workforce, L3Harris recently launched a recruitment-focused website tailored to hiring veterans. The site complements other hiring efforts, including our participation in the U.S. Department of Defense SkillBridge program. Skillbridge enables service members to gain valuable civilian work experience through specific industry training, apprenticeships and internships during the last 180 days of service. In 2023, L3Harris hired 24 service members across multiple disciplines through the program. L3Harris also maintains an ongoing partnership with American Corporate Partners (ACP), a nonprofit dedicated to helping returning veterans and active-duty spouses find their next careers. In 2023, this relationship helped connect nearly 60 mentors from L3Harris with mentees, supporting their transition from the armed forces to civilian life.
Recognition for Our Progress
Promotions
15%
Professionals
16%
Board of Directors
29%
Veteran Representation
Our partnerships with diverse professional organizations are a valuable pipeline for recruitment and support for our DE&I endeavors. A complete list of partnerships can be found here.
Partnerships
As we develop a workforce that is reflective of the communities in which we live and work, teams throughout L3Harris are collaborating and partnering with external organizations to promote equitable hiring, recruit talent and support career advancement for all.
diversity representation & talent
Stats at a Glance: Demographics
L3Harris is a proud supporter of SASE, which is dedicated to the advancement of Asian-heritage scientists and engineers, and offers resources for members’ education and employment.
Society of Asian Scientists and Engineers (SASE)
L3Harris partners with this nonprofit annually to create pathways for diverse students, with the goal of helping successful interns become full-time professionals. Last summer, our teams welcomed more that 50 INROADS interns.
INROADS
SWE is the world’s largest advocate for women in engineering and technology, dedicated to empowering women to achieve their full potential. Each year, L3Harris attends SWE’s annual national conference to recruit top talent and partners with SWE chapters to offer mentoring and tech talks.
Society of Women Engineers (SWE)
SWF2030 is a coalition that promotes increasing the number of women and employees from underrepresented groups in the space industry. As a signatory, L3Harris participates in member meetings that foster accountability, dialogue and best practice sharing.
Space Workforce 2030 (SWF2030)
People with Disabilities
10%
25%
United Kingdom: In the U.K., the Women Who Strive for Empowering, Enhancing & Encouraging Other Women (WE3) ERG and its allies are advocating for gender equality by continuing to deliver on the Women in Defence Charter. Signed in 2021, the charter illustrates our support of gender balance for our culture, customers and business overall. We sponsor industry groups such as the Defence Women’s Network Conference and the Women in Defence Awards. United Arab Emirates: L3Harris is working toward goals outlined in the UAE Gender Balance Pledge, which promotes women in leadership within the L3Harris Atlas Systems LLC Joint Venture in Abu Dhabi. Canada: Teams are empowering women in Canadian defence and security industries, with three L3Harris employees from Canada recently honoured for inspiring change at the Women in Defence and Security (WiDS) Scholarship and Awards Breakfast.
GLOBAL SPOTLIGHT: Advancing Opportunity for Women
Women Representation
L3Harris is committed to attracting and retaining talented women. To do this, we participate in targeted recruiting events hosted by groups like the Society of Women Engineers (SWE) and offer developmental resources, 100% paid parental leave and a care-giving time off program.
The Bloomberg Gender Equality Index (GEI) tracks companies’ performance and efforts to support gender equality through policy development, representation and transparency. For the third year, L3Harris was included in the GEI, scoring at or above Bloomberg’s threshold and highlighting L3Harris’ usage of DE&I best practices.
Bloomberg Gender Equality Index
GENDER
L3Harris was named one of Forbes’ Best Employers for Women in 2023. The recognition evaluates areas such as work environment, salary and employee diversity, as well as whether participants would recommend their employer to a friend or family member.
Forbes’ Best Employers for Women
Close
Worldwide: In honor of Pride month, L3Harris flew the rainbow flag at 18 of our global locations. United Kingdom: The local Pride ERG chapter coordinates participation in Pride festivals and hosts regular meetings. The group is also part of the Stonewall Diversity Champions, a programme designed to help LGBTQ+ employees reach their full potential. L3Harris was also a finalist for the LGBTQ+ in Defence Awards, the industry’s first awards program designed to celebrate the power and importance of LGBTQ+ inclusion in the U.K.
GLOBAL SPOTLIGHT: LGBTQ+ Support Around the World
L3Harris enhanced current systems to enable U.S.-based employees to voluntarily self-identify as LGBTQ+. Seven percent of those who voluntarily self-identified are part of the LGBTQ+ community.
Self-ID
As an organization we foster authenticity and create a culture of belonging by encouraging employees to bring their full selves to work.
This year, the Human Rights Campaign, an organization that advocates for and educates on LGBTQ+ issues, awarded the new Equality 100 award to L3Harris. This award rates companies based on their LGBTQ+ policies, practices, benefits and community efforts.
Equality 100 Award
At the local and regional level, L3Harris supports a variety of nonprofits and organizations dedicated to LGBTQ+ advocacy, with the goal of making a positive impact in the communities where we live and work.
Advocacy
Out & Equal (O&E) is the premier organization working exclusively to promote LGBTQ+ workplace equality. As a sponsor, L3Harris leverages workplace trend information and attends the annual O&E conference to enable employee growth, understanding and connection.
Out & Equal
In 2023, our ERGs hosted more than 400 volunteer outreach events aimed at making a difference in racial minority communities. Events such as career days, book drives, multicultural summits and heritage months highlighted various cultures.
Outreach
L3Harris is committed to advancing people of color to achieve our long-term goal of at least one third people of color in our U.S. workforce.
RACE AND ETHNICITY
This year, 19 L3Harris employees received awards at the Women of Color (WOC) STEM Conference. They were recognized for shaping technology of the future and demonstrating excellence in their workplace and communities.
Women of Color Awards
To encourage observance and awareness of Juneteenth, the American holiday commemorating the day the last group of enslaved Black Americans were informed of their freedom following the Civil War, the L3Harris Employees of African Descent (LEAD) ERG developed an enterprise-wide campaign featuring a discussion guide, video and panel discussion.
Juneteenth
Canada: Employees voluntarily took part in Indigenous Awareness Training to promote understanding among non-Indigenous Canadians and Indigenous peoples. Australia: Teams are advancing Indigenous reconciliation and engagement through involvement with Australia’s Reconciliation Action Plan, an organisation building relationships, respect and trust between the wider Australian community and Aboriginal and Torres Strait Islander peoples.
GLOBAL SPOTLIGHT: Focus on Indigenous Peoples
28%
27%
21%
People of Color Representation
Two or More Races
2.5%
Native Hawaiian/ Other Pacific Islander
0.3%
Hispanic/Latino
10.4%
Black/African American
7.2%
Asian
7.9%
American Indian/ Alaskan Native
0.4%
Race & Ethnicity Representation
We are committed to advancing inclusion practices for employees with disabilities and we partner with Disability:IN, the leading nonprofit resource for business disability inclusion worldwide.
Disability:IN
We recognize that our employee population includes individuals with disabilities, both seen and unseen. We are committed to ensuring we create an environment that is supportive and accepting of all abilities.
disability
For the third consecutive year, L3Harris scored 100% on the Disability Equality Index, the U.S.’s most comprehensive benchmarking tool facilitated by Disability:IN and the American Association of People with Disabilities. Annual participation in this survey enhances our ability to develop a roadmap of tangible and measurable actions that support an accessible, inclusive environment.
Disability Equality Index
9%
13%
Disability Representation
L3Harris is showcasing our veteran team members with the “Why Quality Matters” series where veterans offer their perspectives about why the quality of our work matters to the missions of our armed forces and safety of our military personnel.
Veteran Perspectives
We strive to create an inclusive and supportive career experience for veterans, from recruitment to hiring and throughout their employment journey. Their extraordinary skills, values and experiences offer a competitive advantage and valuable insight for our teams.
veterans
United Kingdom: L3Harris employees climbed the three highest mountains in Scotland, England and Wales to raise funds for Combat Stress, the U.K.’s leading military veteran mental health charity dedicated to providing mental health resources for veterans. Canada: Supporting Emergency Responders and Veterans Engagement (SERVE) ERG members partnered with Highway of Heroes (HOH), part of the Ontario Horticultural Trades Foundation, to create a walkway and temporary irrigation system for the memorial garden which honours all Canadians who served in the military.
GLOBAL SPOTLIGHT: Veterans Around the World
We maintain a partnership with ACP, a nonprofit dedicated to supporting returning veterans and active-duty spouses in finding their next careers. This partnership connects mentors from L3Harris with mentees, supporting their transition from the armed forces to civilian life.
American Corporate Partners (ACP)
In 2023, L3Harris hired service members across multiple disciplines through the DoD SkillBridge program. SkillBridge enables service members to gain valuable civilian work experience through specific industry training, apprenticeships and internships during the last 180 days of military service.
Department of Defense (DoD) SkillBridge
We launched a recruitment-focused website tailored to hiring veterans. In addition to featuring jobs, the website features our veteran employees, the benefits we offer and events we support.
Veteran Recruitment
diversity & talent
What is a Culture of Conscious Inclusion?
Accomplishments
Diversity Council
Chris Kubasik Co-Chair
Carmen Robertson Co-Chair
Sabab Osmani APEX Chair
Kim Herrington APEX Sponsor
Joshua LaFrance ECP Chair
Andrew Builta ECP Sponsor
Kevin James 5GEN Chair
Chris Radley 5GEN Sponsor
Karina Salinas HOLA Chair
Angel Crespo HOLA Sponsor
James Throckmorton Intrapreneurs Chair
Ron Fehlen Intrapreneurs Sponsor
Allen Westley LEAD Chair
Michele St. Mary LEAD Sponsor
Hecham Abdel-Hady MENA Chair
Faisal Munir MENA Sponsor
Shannon Semmens Pride Chair
Renee Cady Pride Sponsor
Ginger McKinney SERVE Chair
Andrew Dornan SERVE Sponsor
April Tidwell WE3 Chair
Corliss Montesi WE3 Sponsor
Ramon Rodriguez WILA Chair
John Schneider WILA Sponsor
The L3Harris internal DE&I homepage contains over 50 resources with examples of actions employees at all levels can take to support DE&I. This year, the page had nearly 30,000 visitors.
DE&I Internal Homepage
In 2023, L3Harris continued to support, enhance and deploy inclusion- centered initiatives across the organization.
inclusion
L3Harris dedicates one week each year to Days of Understanding where leaders and their teams discuss DE&I. In 2023, our third year, the initiative was enhanced with the addition of on-demand videos bringing the company’s DE&I strategy to life through leader panels.
Days of Understanding
Our leaders welcome everyone, encourage employees to ask for support and foster ongoing conversations about DE&I. Most importantly, leaders understand that a culture of inclusion makes good business sense.
Commitment
Culture is the sum of the values we share and guides the way we work together. We support people with a range of different ideas and abilities.
Culture
EMPLOYEE RESOURCE GROUPS
Community Outreach
Strategic Giving Pillars
L3Harris community outreach aligns with our business strategy, reflects our values and supports a culture of inclusivity.
community outreach
L3Harris supports service members and first responders during and after their service through our mission-aligned philanthropic programs. This includes partnerships with Special Operations Warrior Foundation, which provides support to surviving families of fallen and wounded Special Operations Forces members, and Homes for Our Troops, a nonprofit that builds and donates specially adapted custom homes for the most severely injured veterans.
Mission-Aligned Programs
These programs benefit the communities where our employees live and work, allowing L3Harris employees to respond when immediate needs arise in their areas. Examples include work with local United Way chapters and similar health and human services organizations.
Community Programs
Because science, technology, engineering and math (STEM) are so essential in the aerospace and defense industry, L3Harris partners with 19 colleges and universities to sponsor educational programs for students of all ages in areas such as robotics, coding and space. In 2023, the L3Harris Foundation provided grants to robotics teams, and employees volunteered alongside middle and high school students throughout their robotics season.
STEM Initiatives
Other Outreach
When disaster strikes, L3Harris employees help their colleagues through the L3Harris Emergency Assistance Fund. The fund provides aid to employees facing financial hardship in the wake of natural disasters. Funding comes from voluntary employee contributions and the L3Harris Foundation, with the fund administered by a third-party organization.
L3Harris Cares
As a benefit to employees, L3Harris matches employee donations of up to $5,000 per employee per year to educational institutions and eligible nonprofit organizations. In 2023, U.S. employees donated nearly $800,000 and L3Harris matched those donations dollar for dollar.
Gift Matching
The L3Harris Investing for Tomorrow (LIFT) program encourages community volunteerism for employees and their families, with the L3Harris Foundation serving as the underwriter. Volunteer projects focus on underserved and diverse communities and reflect our strategic giving pillars. In 2023, employees completed nearly 1,600 LIFT projects and registered over 130,000 volunteer hours.
LIFT
800+
8,275
ERG Members Participated
Volunteer Hours Logged
HIGHLIGHT:
ANNUAL ERG LIFT COMPETITION
for Member Participation
PRIDE
for Volunteer Hours
WE3
WINNERS:
Our 11 employee resource groups (ERGs) represent a key component of our DE&I strategy, and their leaders, as part of the Diversity Council, help advance our culture.
Our ERGs represent a wide range of interests, experiences, demographics and backgrounds, and all employees are welcome in all ERGs. Participants enjoy professional development, community outreach and employee engagement.
WILA is committed to offering continuous education and resources aimed at addressing workplace issues that impact both employees and external disability community members. In 2023, WILA organized a series of webinars and events designed to engage the community. These events focused on educating employees about topics such as mental health, caregiving, autism, wellbeing and neurodiversity.
In 2023, nearly 50 mentorship pairings were facilitated through the WE3 mentoring program companywide, with men serving as nearly one-third of those mentors. WE3 also supported community outreach by delivering more than 300 teacher care packages and donating over 8,800 undergarments and menstrual products to the “I Support the Girls” donation drive.
SERVE supports current and former military members and first responders, as well as their family members and friends. This year, SERVE continued to grow membership across the enterprise through a global focus on community outreach, as well as providing engagement events to support community members within L3Harris. SERVE hosted a session focused on the transition from military to civilian life. The session was lead by the SVP of Strategy, Growth and Technology during their inclusion month.
The Pride ERG conducts enterprise-wide events and programming focused on education and awareness. This includes LGBTQ+ and Transgender 101 sessions, which are often hosted by senior leaders like the Aerojet Rocketdyne (AR) President. Pride also launched four strategic “Communities of Identity” - allies, parents, bi+ and transgender individuals - to provide focused attention on the diverse experiences within the LGBTQ+ community.
LEAD provides ongoing professional development to members throughout the year, with a focus on advancing allyship in the workplace. This year, LEAD hosted a stirring and frank conversation on “Allyship and Career Development” with the Integrated Mission Systems (IMS) President. In this session, he described his efforts to become a more inclusive leader and shared how acting as an ally and advocate has helped him and others grow in their careers.
The Intrapreneurs ERG helps advance members’ professional development through events that challenge them to think creatively and innovatively. One of the most significant initiatives in 2023 was the Disruptor School webinar series, with presentations on technical skills, leadership and employee engagement practices and opportunities to brainstorm solutions for various technology initiatives.
HOLA brings Hispanic/Latino employees together to foster an inclusive environment, support career development and ensure a culture of inclusion. The group provides professional development for members with programs such as the Creciendo con HOLA event. This panel event featured executive leaders from across the business including the Integrated Mission Systems (IMS) President.
ECP enriches the new hire experience and empowers early career professionals by creating meaningful connections and offering impactful professional development. With the theme of “Make an Impact,” ECP hosted more than 30 events during their Inclusion Month in August, including a Lunch and Learn with the Space and Airborne Systems (SAS) President. The ERG partnered with individuals from DE&I, leadership development programs and external community organizations to highlight ways that early career professionals can maximize their contribution to L3Harris.
APEX provides professional development and cultural events focused on inclusivity and educating employees about Asian experiences. For example, the ERG hosted a signature event with the Communication Systems (CS) President who shared how the influences from his personal heritage had a positive impact on how he embraces keeping a culturally open mindset in his work experiences.
With the addition of MENA, L3Harris became one of the first companies in the aerospace and defense industry to offer an ERG that celebrates the rich tapestry of Middle Eastern and North African (MENA) cultures. The group of nearly 320 employees welcomes those with backgrounds, roots and/or interest in the cultures of the Middle East and North Africa and fosters a welcome space of support, mentoring and advocacy. MENA raises awareness about the region’s diverse backgrounds, religions and cultural traditions to engage employees in a celebration of intercultural unity.
5GEN’s mission is to bridge generational gaps to advance a more harmonized and empathetic workplace for all L3Harris employees. The 715 members have already created new bonds among workers across the five generations in today’s workforce, helping employees understand one another and work better together. The group encourages generations to interact with one another, boosting understanding of what makes each generation unique while highlighting the similarities they share.
EMPLOYEE RESOURCE GROUPS (ERGs)
In 2023, L3Harris launched a new ERG enrollment process and internal ERG metrics dashboard to better track the program’s progress. Employee participation is voluntary and groups are employee-led.
Enrollment & Management
ERG membership continued to grow in 2023, with the launch of two new ERGs and the participation of more than 23,000 employee members and over 135 chapters globally.
Membership
NEW ERGS L3Harris added two new ERGs in 2023:
ONGOING ERGS In addition to the two new ERGs, these nine ongoing ERGs continued to offer activities in 2023:
Click on other ERG logos for more info
Equity for all employees ensures that a person’s identity does not limit their opportunities or constrain their ability to fully contribute.
equity
Our second Ethics Survey ensured all employees had the opportunity to share their perspectives on workplace culture. Results are used to make improvements at all levels.
Ethics Survey
All employees completed our annual Code of Conduct Training, which emphasizes the importance of our shared values and the company’s overall commitment to protecting human rights.
Code of Conduct
In 2023, L3Harris publicly posted a Global Human Rights Policy, reflecting our commitment to maintaining a workplace free from unlawful discrimination or harassment of any type.
Global Human Rights Policy
Ethics
In 2023, our comprehensive listening strategy included multiple employee lifecycle surveys and monthly pulse surveys which enabled us to gain real-time insights. Open response items ensure employees are heard, which improves employee engagement and fosters an environment where everyone can perform at their best.
Employee Listening
In 2023, L3Harris removed degree requirements on postings for all job grades and functions in exempt, professional roles, allowing flexibility for hiring managers to evaluate applicants based on demonstrated skills and aptitudes rather than academic achievement alone.
Skill-Based Hiring
As part of our commitment to fair and equitable compensation practices, L3Harris conducts a pay equity analysis annually. An external firm generates a detailed analysis and identifies potential pay gaps that could be due to race and gender, which allows us to take corrective action as needed.
Pay Equity
Benefits Equity and Supplier Diversity
Read More >
Supplier Diversity
L3Harris also created a new LGBTQ+ Benefits Guide, summarizing important benefits information relevant to our LGBTQ+ employees. We also announced the expansion of coverage for transgender employees.
We launched a new benefits brand this year called CARE (Creating a Rewarding Experience) globally. CARE underscores our focus on providing a customized benefits experience to employees at every stage of life. With the rollout of CARE, L3Harris also introduced new programs for fertility benefits, hearing aid coverage and a menopause support program and continued aging parent and pet care options — emphasizing our company’s commitment to providing high-quality, affordable and accessible benefits.
All Life Stages
Benefits Equity
In 2023, L3Harris announced a partnership with Sidus Space, Inc., a disadvantaged women- and service-disabled veteran-owned small business, as part of the U.S. Department of Defense’s Mentor-Protégé Program (MPP). The DoD MPP helps businesses such as Sidus expand their footprint in the defense industrial base through partnerships with larger companies.
Mentor-Protégé Program
Contributing to a culture of inclusion, the L3Harris Supplier Diversity Program ensures small businesses receive maximum practicable opportunities to participate in performing contracts, including disadvantaged, women-owned, veteran-owned, historically underutilized business zones, Black and minority institutions and other socioeconomic small businesses.
Diverse Suppliers including:
1,500+
Women-Owned Small Businesses
1,000+
Veteran-Owned Small Businesses
Small Disadvantaged Businesses, Including Minority and Black-Owned Businesses
350+
We recognize in order to continuously improve our culture, we must communicate and connect our DE&I vision, actions and outcomes to everyday business.
communicate & connect
Employees can access an internal DE&I homepage via the L3Harris intranet. Our DE&I landing page on L3Harris.com offers information about the company’s DE&I metrics, ERGs, employer of choice awards, strategic partners and more.
Web
Our DE&I Report, Sustainability Report and Annual Report showcase our DE&I commitment and results. They act as comprehensive storytelling vehicles for both internal and external stakeholders – boosting pride of existing employees, acting as data sources for external benchmarking and employer of choice organizations and attracting potential future employees.
Reports
The “I Am L3Harris” series features employee narratives related to a unique culture, trait or one’s career. Employees connect their personal experiences to DE&I either inside or outside of the workplace. These articles provide a powerful platform for colleagues to gain exposure to and learn about different experiences, offer comments of support and encouragement or share their own stories.
“I Am L3Harris”
The Inclusive Leadership series are articles written by our executive leaders who share their experiences embodying the six inclusive traits. This initiative is vital in highlighting the significance of DE&I through the voices of leaders, who serve as powerful examples and encourage all to champion DE&I within their teams.
Inclusive Leadership Series
Internal & External
DE&I was incorporated into the L3Harris social media strategy for talent acquisition in 2023. This effort shared employee stories and showcased the opportunities at L3Harris to external audiences and potential employees.
Social
I never dreamed of working on an aircraft or even flying one. I had never seen anyone in my family, my neighborhood or who looked like me working in aviation. I never knew anyone who had flown on an airplane, let alone anyone who was an aircraft mechanic or a pilot.
Lisa Bluford Miller, Aircraft Maintenance, IMS Excerpt from “I Am L3Harris” Series
APPENDIX
EEO-1 SUMMARY TABLE
Gender Refers to all employees globally who self-identify as male or female. Generations 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). LGBTQ+ U.S.-only. Encompasses a diversity of employees who may identify as, but not limited to, any of the following: Lesbian, Gay, Bisexual, Transgender, Queer and more (i.e., Intersex, Asexual, Pansexual). People of Color 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.
People with Disabilities 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. Small Disadvantaged Business The firm is 51% or more owned or controlled by one or more disadvantaged persons (socially and economically disadvantaged). This includes Black Americans; Hispanic Americans; Native Americans (Alaska Natives, Native Hawaiians or enrolled members of a federally or state-recognized Indian tribe); Asian Pacific Americans (persons with origins from Burma, Thailand, Malaysia, Indonesia, Singapore, Brunei, Japan, China, including Hong Kong), Taiwan, Laos, Cambodia (Kampuchea), Vietnam, Korea, The Philippines, U.S. Trust Territory of the Pacific Islands (Republic of Palau), Republic of the Marshall Islands, Federated States of Micronesia, the Commonwealth of the Northern Mariana Islands (Guam, Samoa, Macao, Fiji, Tonga, Kiribati, Tuvalu, or Nauru); Subcontinent Asian Americans (persons with origins from India, Pakistan, Bangladesh, Sri Lanka, Bhutan, the Maldives Islands or Nepal). Veterans U.S.-only. Includes all employees who voluntarily self-identify as an active service member or veteran.
DEFINITIONS
DEFINITIONS >
L3Harris Technologies is the Trusted Disruptor in the defense industry. With customers’ mission-critical needs always in mind, our dedicated employees deliver end-to-end technology solutions connecting the space, air, land, sea and cyber domains in the interest of national security.
