L3Harris Diversity And Inclusion FAQ

Pros

vacation times is a fair amount

Cons

management, nepotism, no diversity, lack of career mobility

Pros

Decent outlook, fair pay for newcomers

Cons

Poor culture, not inclusive in real life, pay does not reflect times or loyalty.

Advice to Management

Get with the time and modernize. Stop thinking butts in seats equals production.

Pros

Compensation is good. Overall, the company walks the talk on diversity and employee engagement. The current controlling management is considerably less political and punitive than previous regimes.

Cons

An aggressive corporate focus on youth and diversity leaves many older employees out of consideration for promotions, awards, etc. As a result, they feel disenfranchised and under-appreciated. Senior management from Melbourne/Palm Bay considers Florida the center of the Universe, and has the expectation that whatever is the best process or practice there should be imposed on all sites, regardless of differences in customer base, products, business model, etc.

Advice to Management

Recognize and acknowledge that businesses that you currently control were viable and successful before you acquired them, even though they are very different from the Florida businesses with which you are familiar. Recognize and acknowledge that many older employees have unique, valuable experience and industry expertise that cannot be provided by young employees, no matter how intelligent, motivated and capable.

Pros

Traditional technology company with a solid and established customer base. Benefits are good compared to those out in the market. There is opportunity for growth as the company is large and has a diversity of products/markets.

Cons

Bureaucratic, too many internal processes.

Advice to Management

Streamlining the excessive paperwork will help the company respond faster to the needs of the customer base.

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.