Diversity & Inclusion

Diversity & Inclusion

Diversity & Inclusion

At L3, we are committed to diversity in every aspect of our business. Our inclusive culture welcomes all employees and places a premium on their unique contributions to our success. By continually investing in diverse initiatives at the corporate and local levels, L3 has forged stronger customer relationships, developed more innovative solutions, and attracted the best and the brightest to join our team. For L3, diversity just makes good business sense.

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At L3, Diversity & Inclusion is an opportunity and an appreciation of the rich dimensions of differences within our workforce that fuel group dynamics, and it fosters an environment where all individuals and teams are welcome to participate and perform to their full potential. We strive to attract, retain and engage talented and diverse professionals to ensure a competitive edge in the global marketplace and deliver innovative solutions and services to L3 customers, all while enhancing stakeholder value.


L3 encourages talented people with disabilities and disabled veterans to apply for jobs within L3. Through our partnership with GettingHired, L3 has a successful means of attracting and retaining employees with disabilities. We are committed to helping people with disabilities reach their full potential in the workplace and L3’s mission goes hand-in-hand with GettingHired’s goal of advocating for the rights and dignity of individuals living with disabilities. Learn more at gettinghired.com.
NACME ensures American competitiveness in a flat world by leading and supporting the national effort to expand U.S. capability by increasing the number of successful African American, American Indian, and Latino women and men in science, technology, engineering and mathematics (STEM) education and careers. Learn more at nacme.org.
L3 will be exhibiting at the Women of Color STEM Conference. This conference helps women improve their education and careers in science, technology, engineering and math. Attendees have the opportunity to attend workshops and seminars for professional development. The conference is at the Detroit Marriott at the Renaissance CenterDetroit, MI in October 2017


L3 will be exhibiting at the SHPE National Conference, the major event for the Society of Hispanic Professional Engineers and the largest technical and career conference for Hispanics in the country. Each year, the SHPE Conference attracts over 5,000 engineering professionals, students and corporate representatives. The conference is an opportunity for engineering companies and corporations to recruit top talent from SHPE membership. It also provides educational, technical and career opportunities for professionals and students. Kansas City, MO is the host city and the career conference is located at the Kansas City Convention Center November 2017. Learn more at shpe.org.
L3 will be a sponsor and exhibitor at the 2017 Society of Women Engineers (SWE) National Conference and Career Fair. This year the event takes place in in Austin, TX. October 2017. Top women engineers, engineering students and educators attend SWE looking to advance their careers. SWE is the largest event for women engineers, with more than 7,000 women from around world attending. To learn about exciting career opportunities, and to get more information about the event, go to swe.org.
L3 participated at the UCLA-Society of Women Engineers 2017 Evening with Industry event. L3 hiring managers, recruiters and engineers were on hand to answer questions and seek out future STEM candidates from more than 200 students. Learn more at seas.ucla.edu.


L3 is proud to acknowledge our own outstanding business leaders Margaret Calomino, Kristin Courcy and Aurora Taylor-Rojas. Profiles in Diversity Journal selected these trailblazers as recipients of the 2017 Women Worth Watching Award.
L3 was selected by the HBCU Engineering Deans and the Advancing Minorities’ Interest in Engineering (AMIE) Board of Directors as a 2016 Top Supporter of Historically Black Colleges and Universities (HBCU) Engineering Programs and Schools.
Readers of Minority Engineer magazine selected L3 as one of the 2015 TOP 50 EMPLOYERS for which they would most like to work or believe provides a positive working environment for minority engineers.
L3 was recognized in 2016 as a Top Veteran-Friendly Company by U.S. Veterans Magazine.
L3 received a 2016 Sign Language Interpreter Sponsor Plaque in recognition of its contributions to Careers & the disABLED magazine’s New York City Career Expo for People with Disabilities.

L3 Technologies, Inc. is proud to be an Affirmative Action/Equal Opportunity Employer. L3 provides equal employment opportunity for all persons, in all facets of employment. L3 maintains a drug-free workplace and performs pre-employment substance abuse testing and background checks. We encourage all qualified applicants to apply for any open position for which they feel they are qualified and all will receive consideration for employment without regard to race, color, religion, age, gender, sexual orientation, gender identity, national origin, citizenship status, marital status, genetic information, disability, protected veteran status or any other legally protected status.

As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, L3 Technologies, Inc. is required to develop annual Affirmative Action Plans (AAPs). Any employees or applicants who wish to review the Affirmative Action Plan (AAP) for Protected Veterans and Individuals with Disabilities can contact us by sending an email to recruiting.admin@L3T.com or by calling 801-594-2025.

EEO is the Law. Applicants to and employees of L3 Technologies, Inc. are protected under Federal law from discrimination. Click here to find out more.

Pursuant to Executive Order 13665, L3 will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).