Employee Wellbeing

To create a high-performance, inclusive workplace culture that engages employees and creates rewarding career paths for future engineers and technologists

The future of space travel, autonomous machines and national defense arsenals rely on scientists and technologists we hire to push the boundaries of their fields. We motivate employees through our development and inclusion programs, wellbeing and benefits programs and our mission to innovate a better future.


Talented, resilient and engaged employees drive performance and innovation. Our employees generate wide-ranging societal solutions to complex global challenges.

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Our business succeeds when our employees thrive. Employees with diverse backgrounds and perspectives contribute to our high-performance environment and enhance our competitiveness as an employer of choice.

We prioritize talent recruitment, talent development, workforce safety and diversity and inclusion to meet customer needs and innovate for the future.


core issue factors

Workplace safety

Efforts to manage work activities such as manufacturing and hazardous substances use with effective engineering controls and ergonomics to ensure a safe and healthy workforce and workplace.

Talent development

Efforts to ensure all employees have the knowledge, skills and work assignments to achieve performance goals in a dynamic business environment.

Diversity and inclusion

Efforts to create a workplace where all employees are treated fairly, inclusively and without discrimination, where a range of nationalities and cultures are represented and where there are equal professional opportunities regardless of gender, age or ability.

STEM education

Efforts to support STEM education in communities to develop and recruit engineers and scientists for our workforce.

Talent recruitment

Efforts to recruit employees with relevant skills and invest in a talent pool of future employees.



1Metrics are reported by calendar year and include all U.S. Lockheed Martin facilities and Sandia. Employees operating in-theater (war zones) are not included in this data. Data from 2012 to 2015 include IS&GS and exclude Sikorsky. Each rate is calculated per 100 employees, working 40 hours per week for 50 weeks per year. Our annual goals are set based on a 2 percent improvement over the average of our previous three years of performance.