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Diversity and Inclusion
Diversity and Inclusion
We believe diversity and inclusion create cohesive and collaborative teams that drive innovative solutions.
Leidos values differences in thought, style, backgrounds, and opinions. The talent needed to grow our business depends on cultivating a workforce rich in diversity of thought, experience and culture. Our commitment to diversity and inclusion is reflected in:
- How we recruit talent, both internally and externally.
- How we develop and promote a diverse talent pipeline, including mentoring diverse employees by senior company leaders and establishing diverse candidate slates for senior level positions.
- Our focus on creating an inclusive environment where differences are valued and can thrive through the formation of Employee Resource Groups (ERGs).
- Our core values and the way we operate every day.
A diverse workforce helps us grow by leveraging the unique contributions of every employee. Our Diversity and Inclusion initiatives strengthen our workplace and drive positive business results by advancing our employment brand to attract, retain, and engage a diverse workforce. That relies upon enhancing the inclusion acumen of all team members in support of our organizational purpose and values and leveraging Diversity and Inclusion initiatives and partnerships to advance our reputation with all stakeholders.
Leidos is executing a strategy to target a more diverse candidate population to positively affect areas of underutilization. In order to reach more candidates, we take a multi-pronged approach to recruiting. Our college campus outreach engages diverse engineering and science clubs at partner schools from our Strategic University Alliances and others that produce students and graduates well-suited to fill intern and entry-level positions. We attend and participate in a variety of career fairs near our primary locations that specifically target different minority groups, the disabled and military personnel. Our recruiting strategy also includes large scale diversity-focused marketing and advertising that targets candidates through job scraping, magazine ads, targeted email campaigns, and more. To attract, retain, and support veterans, Leidos has a dedicated military veteran outreach program. Our ERGs also play an important role in promoting jobs within those diverse groups.
Employee Resource Groups (ERGs)
Leidos ERGs are company-sponsored organizations composed of employees who join together based on shared characteristics or life experiences. In 2015 we emphasized establishing the leadership structure and operations of ERGs approved in 2014 while continuing to add new ERGs to our portfolio. Several ERGs have chapters in multiple Leidos locations and offer development programs for their members. Each ERG is aligned with the goals and objectives of Leidos through their engagement in three critical areas:
- Workforce: We treat employees as individuals and use their holistic experiences to drive business value and quality solutions. Our leaders offer consistent experiences to all employees regardless of differences in relational, cognitive, occupational, physical, societal, or values-based backgrounds.
- Workplace: We work in an environment that achieves positive business results in a manner that allows employees to bring their authentic selves to work every day. Employees are rewarded for their direct contributions toward business results that fuel innovation and performance.
- Marketplace: A holistic Leidos experience reflects our people, our customers, and partnerships. As a result, we showcase Leidos as an inclusive and competitive employer of choice.
Current Leidos ERGs:
African American Leidos Network (AALN)
Connects employees to attract, develop, and retain African American employees to achieve the company's business objectives.
Hispano-Latino Leidos Asociación (HoLA)
Foster professional growth and support the retention, engagement and affiliation with the Hispanic-Latino community. HoLA is our newest ERG, established in 2016.
Military Alliance Group (MAG)
Serves as an advocate and resource for Leidos employees and their families who are former and currently serving military service members.
Connects early-career employees with others in the company to help foster learning, career development, and professional growth.
Fosters employees' understanding of lesbian, gay, bisexual, transgender, and questioning (LGBTQ) issues and workplace needs.
Provides a forum for learning, understanding and supporting the professional growth of women.
Equal Employment Opportunity (EEO) and Affirmative Action (AA)
Leidos is committed to providing employees and employee candidates the right to equal employment opportunity and a discrimination-free work environment, where employment practices are based upon an individual's capabilities and qualifications without regard to race, gender, age, color, religion, national origin, sexual orientation, disability, veteran or marital status or any other protected characteristics as established by applicable law. This policy of equal employment opportunity applies to all personnel policies and procedures including recruitment and hiring, promotions, transfers, and terminations, as well as compensation, benefits and other terms, conditions and privileges of employment.
Additionally, Leidos takes affirmative action to recruit, hire and promote qualified minorities, women, disabled persons and covered veterans pursuant to Executive Order 11246 and other statutes that proscribe government contractors from discriminating against any employee or applicant for employment because of race, color, religion, sex or national origin. Affirmative action efforts, objectives and strategies are documented in the company's Affirmative Action Plans (AAPs).
Leidos develops annual AAPs to identify any areas of underutilization of women and minorities in the workforce; and to establish good faith efforts to address any such areas of underutilization.
All Leidos employees share in the responsibility for fostering a discrimination-free work environment, where employees are treated with dignity and respect. All managers and supervisors are responsible for making good faith efforts and demonstrating performance toward the implementation of company AAPs and achievement of plan objectives.