Textron is committed to having a diverse workforce and inclusive workplaces throughout our global operations. We employ and hire those who may fall within any spectrum of race, color, religion, sex, age, national and ethnic origin, marital status, veteran status, physical or mental disability, sexual orientation, or gender identity and expression.
We understand the importance of diversity—that it enhances our company, stimulates innovation and creativity and provides opportunities for our growth and advancement. We believe by employing highly talented, diverse employees, who feel valued, respected and are able to contribute fully, we will drive talent retention, improved performance and collaboration, all of which contribute to stronger business results and reinforce our reputation as leaders in our industries and communities.
We are committed to:
Although we have had diversity initiatives in place for many years, in 2019 Textron formulated a data-driven action plan to increase transparency and to accelerate efforts to diversify our workforce via our hiring processes.
This action plan includes determining availability of eligible diverse candidates for open job requisitions based on data provided from the Department of Labor and the National Center for Education Statistics. Analyzing these statistics allows us to set goals based on the diversity metrics that exist within available talent pools. This process ensures hiring managers receive applicant lists that include highly qualified diverse candidates.
Additionally, we provide inclusion and unconscious bias training to our employees and recruiters to improve diversity in recruiting.
In 2019, Textron added Tuskegee University and North Carolina Agricultural and Technical State University, both historically black colleges and universities, to its list of schools for targeted university recruiting efforts.
Via our partnership with the non-profit DirectEmployers Association who helps connect us to diverse job seekers via syndication services, Textron’s open position requisitions are displayed on a significant number of military/veteran network, diversity and disability job websites.
Textron is an industry partner of Advancing Minorities Interest in Engineering (AMIE), a non-profit organization whose purpose is to expand corporate, government, and academic alliances to implement and support programs to attract, educate, graduate and place underrepresented minority students in engineering careers. Textron is a Gold Level Sponsor of AMIE.
Each year, Forbes publishes the list of America’s Best Employers for Women. Companies are chosen based on an independent survey from a sample of 60,000 U.S. employees working for companies employing at least 1,000 people in their U.S. operations. Textron is proud to be recognized with a rank of 179th on the 2019 list.
In 2019, Textron participated in the following Diverse STEM conferences as exhibitors:
In 2019, NASA announced that Tuskegee University was awarded a grant through its Minority University Research and Education Project (MUREP). The grant-funded project will provide students at Tuskegee with the education and experience needed to help address manufacturing needs in the U.S. aerospace sector.
Through its collaboration with NASA and corporate partner Bell, Tuskegee researchers will identify critical helicopter parts and develop a complete business case for the use of 3D printing in the manufacturing of these parts. The proposed work plan also includes a critical review of the current status of aerospace high-volume manufacturing and supply chain, with a focus on Alabama’s aerospace industry.
In 2019, Textron Aviation committed $300,000 in financial support to the Division of Diversity and Community Engagement at Wichita State University (WSU) as an exclusive sponsor of four of the division’s programs for the next three years. Those programs are: Tenacious Ten, No Veteran Left Behind, Community Engagement Ambassadors and Applied Learning and Partnership Development.
Many diversity initiatives are generated by our employee-led Diversity, Inclusion & Belonging (DIB) Committee, which was formed in 2019, composed of Textron Corporate and business unit representatives. The committee is championed by and reports results and findings to senior Textron leadership.
The DIB Committee’s short-term goals include expanding successful individual business unit programs to the enterprise that align with our diverse workforce needs and supporting existing and encouraging the formation of new employee resource groups. Long-term goals include reviewing and recommending adjustments to policies and procedures and raising awareness among all employees of the value of a diverse and inclusive workplace culture.
The DIB Committee operates with the following framework:
Textron was named a Winning “W” Company by 2020 Women on Boards (2020WOB) in recognition of having at least 20% of its board of directors being comprised of women. 2020WOB is a global education and advocacy campaign committed to building public awareness and momentum toward achieving at least 20% of all public company board seats to be held by women by the year 2020, the milestone 100th anniversary of the 19th Amendment, women’s right to vote.
We are DIB allies committed to empowering our people to push past possible by fostering a modern culture that achieves value through inclusion, challenging the status quo, promoting new ways of thinking, and advocating for unity
We recruit, develop and retain high-performing, talented and engaged employees with diverse backgrounds and perspectives.
Our teams collaborate to foster an inclusive culture and advocate for the diverse people and skills that develop our breadth of products.
Our diverse business culture makes us competitive across each business unit and promotes a diverse ecosystem of customers, suppliers, colleges and universities.
Company-sponsored Employee Resource Groups (ERGs) across Textron are open to our employees who, based on shared characteristics or life experiences, collaborate to provide a supportive forum for personal and professional development, community outreach or activities. ERGs can be formed around shared interests or experiences as well as various dimensions of diversity such as ethnicity, gender, disability, sexual orientation or generational cohort. Our ERGs include:
Textron is committed to providing Equal Opportunity in Employment to all applicants and employees regardless of race, color, religion, sex (including pregnancy), age, national and ethnic origin, marital status, military service or obligation, veteran status, handicap, physical or mental disability, sexual orientation, gender identity and expression, genetic information or any other characteristic protected by law. This commitment must be followed in all aspects of employment and personnel practices including but not limited to: recruitment, hiring, placement, performance evaluation, upgrading or promotion, demotion, transfer, compensation, benefits, layoff and recall, training and development, social and recreational programs and application of all company policies, procedures, and benefits.
Within the United States, it is Textron’s policy to take affirmative action to employ and to advance in employment, all persons regardless of their race, sex, status as individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements. Textron develops annual Affirmative Action plans with specific goals to support and promote the employment and advancement and fair pay of minorities, women, qualified disabled persons and veterans.
We are dedicated to maintaining a workplace free of harassment or discrimination and where all employees are treated with dignity and respect. Employees are encouraged to report any suspected harassment or discriminatory conduct, and the Company is committed to investigating all reports of harassing and/or discriminatory conduct and taking appropriate action in response when an investigation reveals any prohibited conduct. Managers and supervisors are specifically responsible for taking actions to prevent violations of Textron’s equal employment opportunity policy and to maintain a work environment that is free from harassment or discrimination and reporting any conduct that violates this commitment. Retaliation of any kind against employees for reporting discrimination or participating in investigations is expressly prohibited.
As an equal opportunity employer, Textron is committed to a diverse workforce and a barrier-free employment process. Textron is committed to providing workplace accommodations, making all our workplaces accessible to individuals of all abilities. We consider each request for accommodation on a case-by-case basis and are committed to ensuring that all applicants and employees are provided with reasonable accommodations necessary to apply for and perform the essential functions of their jobs.
Textron’s defense businesses deliver products and systems that are used every day by the men and women of the military to complete their missions effectively and safely. We understand and appreciate the unmatched experience, skills and perspective from our employees who formerly served in the U.S. Armed Forces.
To better assist veterans transitioning to civilian life, in late 2019, we implemented a military skills translator tool on the careers section of the Textron.com website to match military occupation codes or titles to open positions throughout the company. We expect this tool will increase the visibility and connection to military skills and open positions.
Textron is a member of the Veteran Jobs Mission, a coalition of over 200 companies committed to hiring veterans. As of the end of 2019, Textron employed 4,139 veterans, representing 15.6% of our U.S. employees, and actively recruits former military candidates.
In the charts below, diverse employees are defined as women and people of color. Professional hiring includes management, professional and technical job classifications. United States executive leadership is defined as approximately 450 employees who are eligible to receive equity-based incentive awards.
In 2019, Bell signed an agreement with the Army Partnership for Youth Success (PaYS) to help qualified veterans find careers at Bell. PaYS helps prepare active-duty soldiers for careers outside the Army by connecting them with potential employers. This relationship is intended to help qualified veterans find careers at Bell. Bell currently employs more than 1,300 veterans. The agreement was signed during a Veterans Day ceremony at Bell’s Fort Worth, Texas headquarters.