L3Harris Diversity And Inclusion FAQ

Pros

PTO, 9/80 work schedule, retirement match

Cons

Departmental racism, staff turn over, lack of career growth, disparities in advancement opportunities and instead favoritism and fast track promotions for hand selected individuals. Criteria does not seem based on credentials but rather being part of the majority white group or favored by that group.

Advice to Management

Try to create a culture where team members aren’t rushing to resign from their position. Balance necessary change and consistency. Don’t ask for feedback in an exit interview when you haven’t taken any feedback into account during the employee’s tenure. Don’t just focus on getting diverse talent through the door for the benefit of your metrics. The Employee Resource Groups aren’t the solution to all Diversity and Inclusion challenges and concerns.

Pros

Treat people well. Lots of upward mobility from technicians, to engineers, to managers. Lots of training put into people showing potential. Alternating Fridays Off (in Wescam) Lots of inclusion and diversity, lots of females in leadership roles, and lots of ethnic diversity up and down. Treatment of people during COVID is very considerate. Lots of safety measures and flexibility to keep people safe. As a multi-shift operation with population (well) over 200+, this company has had (almost) zero work-spread of COVID. PEOPLE and PROFITS were equal during COVID. Subsidized QUALITY food in cafeteria.

Cons

Lots of legacy issues were not solved, only patch-fixed. Company is changing from nice to mid-volume, growing pains. Facilities are running out of space.

Advice to Management

Keep up the foundation of treating people as good as the profits. Give the plant technicians more opportunity to participate in discussions and decisions that AFFECT THEM. And also explain (later) why the outcome is different from what they expected. The people in the company will outperform any technological implement, keep leveraging all their acquired wisdom and tricks of trade.