America's Heroes at Work Success Story

Raytheon
Employer

Defense technology provider Raytheon Company has long demonstrated its commitment to diversity in the workplace. Its world-class Employee Resource Groups initiative consists of seven diversity groups, including the Gay, Lesbian, Bisexual, Transgender and Allies (GLBTA); Raytheon Black Employees Network (RAYBEN); Raytheon Asian Pacific Association (RAPA); Raytheon Hispanic Employees Association (RHEA); Raytheon American Indian Network (RAIN); Raytheon Women's Network (RWN); and the Raytheon Persons with DisAbilities (RPDA). A past recipient of the U.S. Department of Labor's New Freedom Initiative (NFI) Award, RPDA focuses on helping employees with physical and mental disabilities prosper in the work environment.

To that end, Raytheon also champions the employment and support of veterans. Bob Foley, a Raytheon corporate human resources manager and a retired combat Marine himself, says that to identify and place veteran job candidates, Raytheon works closely with public and private sector national partners. These partners include the Departments of Defense and Veterans Affairs, and groups such as the Military Severely Injured Center and the Department of Labors Recovery and Employment Assistance Lifelines (REALifelines) program, which provides wounded and injured veterans, and their family members, with the resources they need to successfully transition to a rewarding career. Disabled veteran employees who are hired by Raytheon experience inclusion, support and respect. From the CEO level down, the company fosters a corporate environment that reaches, recruits, nurtures, sustains and retains veterans primarily because the company recognizes the value that veterans bring to the workplace. And thanks to employee and supervisor education courses on diversity and disability employment, Raytheon preempts the stigma that can sometimes accompany disabilities and conditions such as Traumatic Brain Injury (TBI) or Post Traumatic Stress Disorder (PTSD).

When veteran employees need support in the workplace, Raytheon's leaders and managers work with the community and use cutting edge technology to determine appropriate accommodations, such as the use of assistive technology. As an example, Steve Tamburro, RPDAs co-chairman, shared the story of an employee who had limited speech and use of his arms and legs. In response, Raytheon completed an analysis to help identify an appropriate speech recognition technology that today enables the employee to succeed at his job. Tamburro says that Raytheon believes in a "holistic approach that focuses on the employee, their family and their community, providing solutions such as transportation resources or teleworking opportunities, with advanced technologies that allow employees anywhere in the world to be able to contribute and participate in the companys success."

According to Foley, "fear of doing something different may lead to procrastination, but if companies educate themselves on how different employees can contribute, then they can build on those successes." David Wajsgras, chief financial officer and RPDA Executive Champion, agrees. "Raytheons culture didn't happen by accident, but through leaders and managers within Raytheon driving the message home."

Raytheon encourages other companies to actively recruit and hire wounded and injured veterans with both visible and invisible conditions. "It's a matter of looking at the ability and skill set required by the position, reaching out to the appropriate individual and determining the best method to achieve success together," says Foley.

For additional workplace success stories and information on promising practices for accommodating employees with TBI or PTSD, visit www.AmericasHeroesAtWork.gov.

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