“We can see clearly where we continue to make progress on diversity, equity and inclusion. We track global workforce shifts to determine where to make the most impactful community and academic investments that can help solve the pipeline challenge. From there, we are working to achieve executive gender parity, aiming for 50% women executives across the globe. And we seek to double the representation of people of color in executive roles compared to 2020.”
We believe diversity of thought fuels opportunity for our Raytheon Technologies employees, our customers and our communities. We are committed to driving systemic, generational progress, knowing that a more inclusive world is critical to our mission. Not just in this moment, but always.
From The Company
For Raytheon Technologies, advancing Diversity, Equity and Inclusion (DE&I) is both a business and a social imperative. We are committed to meaningful and measurable DE&I efforts across our global workforce as the only way to build a world beyond the one we know today.
Our DE&I Pillars for Action focus on public policy advocacy, workforce diversity, community engagement and supplier diversity to help advance underrepresented groups through accountable actions and to build a stronger business through diverse perspectives.
Similar to other critical business objectives, we are setting short- and long-term goals to measure our progress and refine our strategies to advance Diversity, Equity and Inclusion. This includes aspirations of 50/50 gender parity and double the representation of people of color for executive positions by 2030.
We have incorporated DE&I objectives into our annual executive incentive program to drive accountability. With our scale and resources, we have the ability — and responsibility — to make an enduring impact on generations.
In 2022 we continued to activate our DE&I Pillars for Action by:
• Progressing against our commitment to Diversity, Equity and Inclusion (DE&I) outcomes and our Workforce 2030 strategy, with a 10% increase in our women executive population and a 5% increase in U.S. executive people of color.
• Transitioning our nine Employee Resource Groups (ERGs) to build more effective employee communities, driving our company’s inclusive culture and creating positive change.
• Introducing veteran-specific hiring teams in 2022, helping to place transitioning service members, veterans and military spouses in roles across the enterprise.
• Investing $51.2M into community programs as part of our ConnectUp initiative – our 10-year, $500 million corporate responsibility initiative to drive transformative, generational impact on critical societal challenges.
• Publishing a new external supplier policy statement, analyzed our spend with small and diverse suppliers by commodity to identify growth opportunities saw over a 20% year-over-year increase in spend collectively in our supplier mentoring program participants and attended 35 events to expand our network of diverse suppliers.
• Continuing our partnership with the Congressional Black Caucus and expanding our efforts through partnerships with the Asian Pacific American Institute for Congressional Studies and the Congressional Hispanic Caucus Institute to further invest in diversifying the pipeline of policy professionals.