Diversity/Careers in Engineering & Information Technology
This is the last issue of Diversity/Careers.



December 2018/January 2015

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Diversity/Careers December 2018/January 2015

From the publisher & editor
Women of color
Systems engineers
Pharma & biotech
LGBT tech pros
Grace Hopper Celebration
ITSMF Women’s Forum
Houston Area Urban League
Carnegie Mellon CSIT

WBEs in technology
News & Views
Regional roundup
Supplier diversity

Diversity in action
News & Views
Veterans in action

Diversity In Action

CSC invests in its employees and communities

CSC taps into the diverse perspectives of its employee base to find new ways to recruit and retain top talent and enhance the workplace experience

Computer Sciences Corporation (CSC) offers a wide range of business solutions, including application services, big data and analytics, business and technology consulting, cloud services, cybersecurity, infrastructure services, and mobility solutions.

The company employs a variety of engineering and IT professionals, according to Paula Sullivan, senior principal of corporate responsibility. “We continually seek the brightest diverse talent in nearly every area of expertise to help us develop innovative next-generation IT solutions,” she says.

CSC’s Ingenious Minds initiative, (www.csc.com/ingenious_minds), showcases employees in its various business areas and demonstrates the kinds of employees the company seeks.

“We recruit professionals who are able to make a direct impact on our business by participating in internal, community and client teams, and who can deliver solutions and drive results. Some of these industry-recognized thought leaders, advisors, mentors and influencers are part of our Distinguished Engineers Program, a lifetime CSC appointment. These cutting-edge professionals split time between their regular business unit duties and special projects for the chief technology officer. Their influence has a broad strategic impact on CSC’s offerings and systems. We value high-energy professionals who are excited to take on these challenges.”

Finding the best experienced and entry-level talent
CSC’s recruiting is handled by its workforce management center of excellence. The company seeks both experienced technical pros and recent grads, and diversity is a focus. Through sponsorships and partnerships, the company supports organizations like the National Action Council for Minorities in Engineering, the American Association of People With Disabilities, Women in Technology, and the 100K Jobs Mission.

“CSC engages with thousands of job seekers at hundreds of diversity employment events every year,” Sullivan notes. “Through these organizations, we are able to connect with top talent who may want to join the CSC family.”

The company’s university relations team partners with colleges and organizations to connect with millennial talent. Business leaders, campus leaders and alumni among CSC employees serve as local representatives.

“We also host career fairs, employer roundtables and panel discussions to engage students and campus diversity groups,” Sullivan says. “We look for new channels to connect with millennials, such as interviewing via video chat. We know that an inclusive business environment comprised of bright minds with diverse ideas, skills and perspectives fosters innovation.”

Recent college grads hired by CSC start in the company’s two-year, enterprise-wide global graduate program, which includes team-building sessions and interaction with executives.

Resource groups for education and collaboration
CSC has nine employee resource groups (ERGs), which host events to raise awareness and educate employees about key issues. They also offer networking and leadership development opportunities.

“Our ERGs cross-collaborate whenever possible,” Sullivan notes. “In May, for example, CSC Salutes, which serves military veterans and their families and supporters, and the CSC Abilities First Network, which supports employees with disabilities, co-hosted a Wounded Warrior Symposium for a local affiliate of the U.S. Business Leadership Network. Also, our GLEE (Gays, Lesbians and Everyone Else) ERG organized a series of global open sessions about getting the most out of our intranet and best practices in managing our online social media presence.”

Reaching beyond company walls
CSC’s community outreach activities are not just a way to give back, says Sullivan, but also a method to enhance recruitment efforts. “We attend hundreds of events each year to expose our name, brand and career opportunities to a broad audience,” she says.

“For example, we have a group of employees that’s been deeply engaged at the community level with FIRST Robotics, mentoring, fundraising and judging for the teams and competitions.”

Sullivan notes that CSC was one of the first companies to participate in National Disability Mentoring Day and has hosted the Bender Leadership Academy for the last thirteen years. “These programs provide career exposure, teaching high school and college students with disabilities about good work habits, interviewing skills and anti-bullying strategies, and offering them job shadowing experiences,” she explains.

CSC collaborates with Girls in Technology to mentor girls toward successful careers in STEAM (science, technology, engineering, arts/design and math). “This strategic partnership connects us with young women and helps us foster their interest in STEAM fields. We also help them identify the building blocks they’ll need for careers in STEAM,” Sullivan says.

In May, CSC was invited to the White House as part of the Joining Forces military families initiative, and participated in a roundtable discussion in support of caregivers of the military wounded. CSC also participates in the Dole Foundation’s Hidden Heroes project.

“Our goal is to be an employer of choice and offer a work environment that encourages professional development and employee well-being and one that values creativity, respect and diversity.”

Helping employees achieve their goals
CSC’s career coaching network is made up of employee volunteers who provide career guidance, support and inspiration to other employees and help them develop professionally.

“We invest in our people and provide them with the tools they need to grow,” Sullivan asserts. “Last year, employees received 672,158 hours of training and professional development via our in-house CSC University. Through this kind of support, we help CSC employees find rewarding careers and allow them to thrive in this rapidly evolving industry. We also encourage employees to take an active role in determining their career aspirations and goals, and then support them as they work toward and refine those objectives within the company.”

Sullivan notes that CSC’s corporate responsibility report, which is available at www.csc.com/corporate_responsibility_report_2018, details even more of the company’s activities. “We know that by investing in our employees, communities, clients and partners, we are improving our company and better serving our clients,” she declares.


Computer Sciences Corporation

Headquarters: Falls Church, VA
Employees: 76,000
Revenues: $13 billion (2013)
Business: Technology-enabled business solutions and services

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