At Lockheed Martin, our ability to innovate relies on a diverse and inclusive workforce to bring forward the best ideas and solutions. Through execution of our diversity and inclusion strategy, we are building diverse talent representation and career pipelines, enhancing the employee experience, investing in our workforce, and providing a safe and inclusive environment where our employees can bring their whole selves to work.

Rhom Erskine

Chief Diversity Officer and Vice President, HR Compliance

Committed to Our People: Embracing Diversity, Equity, and Inclusion

Diversity and Inclusion are the foundation of our culture, and reflect our values of doing what's right, respecting others and performing with excellence.

We believe that all employees should have a safe and inclusive work environment – one in which everyone is treated fairly, with the highest standards of professionalism, ethical conduct and full compliance with the law.

It is the collective voices of our workforce which allows us to continue innovating a vision for a better tomorrow.

Business Resource Groups (BRG)

The employee-led PRIDE group's mission is to support Lockheed Martin's culture of inclusion through targeted LGBTQIA+ specific initiatives for: Ally engagement, community growth mentoring, education and outreach. PRIDE promotes visibility, community, professional development, recognition and leadership advocacy for (LGBTQIA+) employees to meet Lockheed Martin's business objectives by enabling each employee to bring their full, authentic selves to work every day. Happy employees create the most effective companies.

The employee–led Mil Vets group aims to provide support to Service Leavers through engagement with external partners such as Career Transition Partnership (CTP), and act as a support network for veterans and their families, signposting support mechanisms and resources within Lockheed Martin. They also support Lockheed Martin leaders in the fair evaluation of service leavers and veteran applicants and champion veterans and the benefits they bring to industry and enterprise organisations.

The employee–led Women’s Impact Network aims to provide a support network by generating a community and offering support mechanisms within Lockheed Martin and support Lockheed Martin in balancing representation of female employees across the business. They also aim to address unique issues and promote a growth mindset around Gender Balance related challenges and offer guidance and support.

The employee–led Race, Ethnicity and Allies group aims to ensure Lockheed Martin is an organisation that attracts and retains Black, Asian and ethnic minority employees by creating a culture that allows all ethnicities to be their authentic selves at work. We aim to provide a safe channel which allows employees to express their voice and share their experiences with a sense that these experiences will be understood, heard, listened to and responded to without judgement or condescension, and with genuine concern and care.

The employee–led Disability BRG aims to raise awareness of the issues faced by those with disabilities both visible and non-visible. Disability inclusion means understanding the relationship between the way employees with disabilities function and how they are able to participate in the workplace, whilst also making sure everybody has the same opportunities to participate and succeed in every aspect of the working environment to the best of their abilities and desires.

The Mental Wellbeing BRG team’s vision is to actively raise awareness of employee mental wellbeing across Lockheed Martin by organising a variety of focussed initiatives and events. They also aim to provide mental wellbeing resources to employees.

UK Gender Pay Gap Report

Annual Gender Pay Gap reporting is a requirement designed to look at earnings equality, regardless of a person's role or level within the company.

In the UK, Lockheed Martin is required to provide data on two of our legal entities; Lockheed Martin UK Ltd and Lockheed Martin Ampthill Ltd.

Find out more about the UK Government’s Gender Pay Gap reporting requirements here: https://www.gov.uk/government/organisations/government-equalities-office

Download the 2023 Report

Download the 2022 Report

Download the 2021 Report

Download the 2020 Report

Partnerships and Accreditation

The Women in Defence Charter engages and supports the progression of women in various aspects of national security by recognising the diversity of the sector. The organisation aims at inspiring women to thrive, enhancing the individual and collective impact of women across defence.

The Schools Outreach Company helps Lockheed Martin UK maximise the visibility of its job opportunities to local school students, helping to develop fully inclusive and diverse talent pipelines.

Disability Confident organisations play a leading role in changing attitudes to disability for the better. They’re changing behaviour and cultures in businesses, networks and communities, and reaping the benefits of inclusive recruitment practices.

The 5% Club is a dynamic movement of employers committed to ensuring 5% of their workforce are in earn and learn positions (including apprentices, sponsored students and graduates). It works to develop the workforce the country needs to be a socially mobile, prosperous and cohesive nation.

Lockheed Martin UK is a Gold signatory to the Armed Forces Covenant - a promise by the nation that those who have served in the Armed Forces are treated fairly.

Working with the Employers Network for Equity and Inclusion helps Lockheed Martin UK embed best practices into its organisation and to create a sense of belonging for all employees.

Additional Information ___

Contact your Diversity and Inclusion Team:

Aimee Bridgeman

Diversity and Inclusion Lead

diversity_inclusion.fc-lmuk@global.lmco.com