Diversity In Action

SYColeman seeks diverse techies and values their ideas

Engineering, physics, math, CS, Web development and database, sometimes combined with military experience, are needed across the company

Rich Lakis, HR VP: diversifying services in strategic communications.

SYColeman is looking for folks transitioning out of the military and experienced professionals with sophisticated technology backgrounds. The company uses websites, job fairs, expos and professional organizations to cast a wide net.

"If you want to improve your diversity in recruiting, you have to put your name out where people have access to it," says Rich Lakis, HR VP.

SYColeman is a wholly owned subsidiary of L-3 Communications. It was formed by the merger of SY Technology, Inc and Coleman Research Corp, contemporaries in the defense industry. Today the company provides support services to both the Department of Defense (DOD) and commercial sectors.

Corporate headquarters are in Arlington, VA with employees in various parts of the U.S. and overseas.

SYColeman provides professional services and products to a wide range of customers. The company is organized around four business units:

Advanced Concepts (AC) provides strategic communications and public outreach programs, as well as operational support, systems engineering and technical assistance.

Technology, Services, and Security (TS2) supports clients on defense systems; concepts; architecture and integration; management integration; engineering and analysis and security assessment.

Innovative Program Solutions (IPS) supports homeland security/defense ops; integrated air and missile defense ops; space ops; strategic planning; training and education; testing, exercises, experiments and wargames and other related services.

Integrated Acquisition & Engineering (IAE) provides missile engineering; acquisition program management; integrated logistics support and engineering; info ops; test and evaluation and software engineering.

Most current engineering positions are in the IAE business unit, headquartered in Huntsville, AL. Like many companies today, SYColeman needs to replace employees nearing retirement while retaining the company's technical knowledge base.

Because the company's client base includes many military organizations, "The majority of our current employees have experience in a branch of the military. But that's changing as we diversify our services, especially in the area of strategic communications," Lakis says.

"Sophisticated technical knowledge takes precedence over military experience," Lakis notes. An active security clearance, or the ability to obtain one, is a requirement for most positions.

SYColeman also employs specialists in multimedia, strategic communications and civic or public affairs. In the Middle East, it supports troops with linguistics and translation, so folks who combine second-language skills with a technical background are especially welcome.

"One of our most significant initiatives involves service veterans with disabilities," Lakis stresses. "We have a partnership with the Military Severely Injured Center which helps vets get back into the civilian workforce. We're also establishing a relationship with Marine for Life, which supports Marines who have been disabled and are transitioning out of the service."

The company also wants to establish a presence with the U.S. Army Wounded Warrior Program which is tied to the Army Career and Placement office. In addition to career fairs with an armed forces focus, SyColeman recruits at the national NAACP convention.

On the job, training in diversity and ethical business behavior is required of all employees. SYColeman sponsors a work environment where diversity is embraced, and where people treat each other with respect and dignity and are promoted on their merits.

"As an HR professional, it's my responsibility to review our affirmative action plans," says Lakis. "I also look to be sure that we are treating individuals consistently, on both a personal and a more systemic level."

Managers at SYColeman recently solicited detailed feedback from the top ten percent of the company's high performers, asking what skills they felt were critical to success in the organization. Results were integrated into a new performance management process that includes structured feedback.

This process, Lakis believes, validates the company's conviction that employees' ideas are important. "Everyone in the company plays a vital role, not only in providing highly technical skills, but in helping the company maintain its diverse and inclusive environment," he says.

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