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Rolls-Royce was founded more than a hundred years ago. Today the company offers power systems and services for use on land, at sea and in the air. Rolls-Royce operates in the civil aerospace, defense aerospace, marine and energy markets.
Rolls-Royce North America provides management direction and corporate support for all Rolls-Royce businesses and operations in the region, where the company is a growing industry player. Several of the company’s global businesses are also headquartered in the region: Corporate and Regional Aircraft; Defense North America; LibertyWorks, a gas turbine business; and Helicopters. Rolls-Royce operates sixty-six locations in twenty-six states and six Canadian provinces.
Given the company’s long association with luxury cars, brand recognition can be a hurdle, admits Amos Hewitt, director of diversity and employment practices. When he was approached about joining the company, his first thought was that he wasn’t especially interested in automobiles. Now he’s proud to promote the standing of Rolls-Royce among other power systems businesses.
To support its continued growth, Rolls-Royce needs new engineers in North America. “All our segments are growing, particularly civil aerospace. So we have a big employment appetite for engineering and program management leaders,” Hewitt says.
While one goal is to bring in at least 30 percent of new hires within two years of their college graduations, “We’re also definitely looking at people in the eight- to fifteen-year range: seasoned professionals who can come in and help us with program management and managerial leadership.”
Hewitt says Rolls-Royce looks for diverse job candidates in a variety of ways. “We have network outreach and partnership arrangements with colleges and universities, including HBCUs,” he says. “We also have recruiters at NSBE, SHPE, SWE and the National Urban League conferences.” The company has formed veteran-related partnerships to connect with potential employees who are separating from the military.
To improve the diversity of its overall workforce, Rolls-Royce has formed a global diversity council with representation from around the world. In March 2007 the council held its first steering group meeting. “We’re pursuing a four-pronged approach to our people strategy: talent management, diversity, employee engagement and process excellence,” Hewitt explains.
The council’s first initiatives will be in recruitment and development. In North America, Roll-Royce has also hosted three conferences focused on women in leadership, and arranged lectures and workshops where women can network with and mentor each other. “We want to inspire, energize and enable our high-performing and high-potential women leaders.”
These conferences originated with a grassroots effort that one high-performing woman brought to the attention of the company president. “The president said, ‘Fine, go make it happen,’ and she did. The first effort was a meeting in 2005 with sixty women in attendance. Each subsequent conference has had a higher attendance,” Hewitt notes.
Obviously, the company’s diversity strategies will take time to mature. “We recognize it’s a journey,” says Hewitt. “We’re looking at diversity in a very thoughtful and strategic manner, in which we allow it to grow and become part of the infrastructure.”
D/C
ROLLS-ROYCE NORTH AMERICA, INC.
www.rolls-royce.com
| North American Headquarters: |
Chantilly, VA |
| Employees: |
8,000 |
| Sales: |
$3+ billion in
North America;
$14 billion globally |
| Business: |
Power systems for use on land, at sea and in the air |
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