At Lockheed Martin, we embrace the diverse talents and perspectives of our people to power innovation and business success. Diversity and inclusion are woven throughout our culture and reflect our values of doing what's right, respecting others and performing with excellence. By leveraging our employees' unique talents and experiences, we can deliver innovative, affordable solutions and unparalleled customer value.
Providing a work environment that is free from harassment and promotes equality is a priority at Lockheed Martin. We take this commitment seriously and hold each other accountable.
For more information about our commitment to diversity and equal opportunities you can explore our global website.
UK Gender Pay Gap Report
From April 2017, all legal entities in the UK with more than 250 staff are required by law to publish information relating to their gender pay gap.
The Gender Pay Gap requirement is designed to look at the difference between the average female and average male, regardless of their role or level within the company.
Employers must report the following four types of figures annually:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation’s pay structure
In the UK, Lockheed Martin are required to provide data on two of our legal entities; Lockheed Martin UK Ltd and Lockheed Martin Ampthill Ltd.
You can read our Gender Pay Gap report for 2017 here, our Gender Pay Gap Report for 2018 here, our Gender Pay Gap Report for 2019 here, our Gender Pay Gap Report for 2020 here, our Gender Pay Gap Report for 2021 here, and our Gender Pay Gap Report for 2022 here.
Find out more about the UK Government’s Gender Pay Gap reporting requirements here: https://www.gov.uk/government/organisations/government-equalities-office