Corporate Social Responsibility
Corporate social responsibility (CSR) is a merger of business and community that works to improve the society that both share. The Aerospace Corporation’s leadership and employees have been committed to CSR since the company’s founding in 1960, with employees consistently contributing time and money to educational. social, and environmental programs.
Originally, Aerospace established affinity groups to expand corporate cultural awareness, enhance career development opportunities, and promote diversity in the workplace. Today Aerospace affinity groups provide leadership support to Aerospace in the areas of professional development, diversity awareness, community outreach, and diversity recruitment.
Aerospace has eight affinity groups with active membership in four states. These groups consist of the American-Indian and Alaskan-Native Council, Aerospace Asian Pacific American Association, Aerospace Black Caucus, Aerospace Lambda Alliance, Aerospace Women’s Committee, Aerospace Military Veterans, Aerospace Totally Adaptable Group, and Aerospace Latino Members Association, all of which actively represent their constituencies at Aerospace. The lead officers of each affinity group are members of the Aerospace Diversity Action Committee.
A few examples of affinity group activities include organizing and presenting cultural awareness activities, educational/career developmental programs, and programs of general interest in Aerospace employees; sponsoring and presenting programs that enhance advancement opportunities for Aerospace employees; participating in recruitment efforts and community outreach activities; and advising management of diversity-related concerns and recommendations.
Aerospace’s many green initiatives include significant improvements to its operations and facilities, with a focus on the environment, energy efficiency, sustainability, and streamlined budgetary choices.
Aerospace’s new Chantilly campus achieves a high degree of energy efficiency and integrates with natural surrounds in an environmentally responsible way. Green materials for windows and roofing, and designs that achieve green certification, further illustrate how Aerospace is committed to minimizing its impact on the local environment and protecting the surrounding natural preserve. Part of the Chantilly campus is an open-space system designed to link and preserve natural resource areas and provide space for passive recreation. The system includes steam valleys, wildlife habitats and wetlands. Aerospace has designed 50 percent of the site (21.87 acres) as a private conservation area. Additionally, workers relocated 17 large trees to the National Reconnaissance Office site, adjacent to the Chantilly campus, and saved additional trees in the construction and stream restoration areas.
Holiday Food and Gift Drive
The Holiday Food and Gift Drive began in 1991, and provides food for families and gifts for children who have few or no luxuries. There are currently 10 non-profit agencies that benefit from the annual drive.
- Masada Foster Care Facility, Gardena, CA
- Portals, Downtown Los Angeles, CA
- Trinity Foster Care Facility, Long Beach, CA
- Richstone Family Center, Hawthorne, CA
- Shields for Families, Long Beach, CA
- Aviva Family and Children’s Services, Los Angeles, CA
- Los Angeles Childrens Hospital (Teddy Bear Program)
- The Salvation Army, Redondo Beach, Serving the South Bay
- Crittenton Services for Children, Fullerton, CA (New Agency)
- Airman Family & Readiness Center, LAAFB, El Segundo, CA
Join us in providing happiness and joy to hundreds of children, and relief for families at holiday time.
Aerospace Diversity Action Committee Leadership Conference
The Aerospace Diversity Action Committee (ADAC) is focused on capitalizing on the strengths and capabilities of a diverse workforce. By understanding the needs of our stakeholders, ADAC enables the attraction, management, and retention of a diverse employee population to support a dynamic and global business environment. A key part of this strategy is to design outreach and recruitment initiatives and activities centered around maintaining our position as an employer of choice. Inclusion and diversity are also part of our leadership development and continual learning programs Aerospace held its third Affinity Group Leadership Conference on July 9. Chaired by vice president Bernard Chau, the leadership orientation included more than 30 participants and presenters. The conference offered participants a unique opportunity to have a direct impact on the creation of Aerospace’s inaugural ADAC-level strategy for inclusion and diversity (I&D), which encompasses attracting, managing, and retaining a diverse employee population and customer base. Diversity strategy discussions focused on participants’ experience with I&D at Aerospace, their vision for I&D, and the Aerospace I&D business case. In a separate session, affiinity group leaders attended a capstone workshop focused on strategic planning and leadership.
The objective of ADAC is to assist Aerospace in meeting its equal employment opportunity (EEO) and affirmative action programs (AAP) commitment by providing an open forum for the discussion and development of EEO and AAP policies and diversity programs by representatives of Aerospace’s diverse population.
Leadership Lifestyle Event
Aerospace led a dynamic event titled “Leadership Lifestyle: In Work, Life, and the Community,” which offered a unique opportunity to learn about the individual traits of successful leaders by exploring their personal stories on their quest to succeed at work, in their personal lives, and in the community. These esteemed leaders openly and frankly discussed negotiating through barriers, overcoming adversity, embracing opportunities, and establishing a healthy balance between their responsibilities, goals, and personal life.
Leadership Lifestyle Cafe
A diverse group of Aerospace employees came together August 15 for the first Leadership Lifestyle Café – a career development initiative focused on work-life balance. The café, a term used to denote the more informal collaborative discussion format, allowed participants to actively engage in collaborative conversations in small groups and then share the collected knowledge within a larger group. It served as a venue for employees to learn from other employees’ achievements and gain insight on how to best attain a work-life balance to be successful – as each individual defines success – at work, home, and in the community.
For the fourth consecutive year, Aerospace participated in an internship program for inner-city youth sponsored by the Constitutional Rights Foundation. This year, two high school juniors completed an internship in the Corporate Communications Directorate. High school students are afforded the opportunity for hands-on experience and mentoring that can help them realize the wide variety of career possibilities ahead. Aerospace interns have emerged from the program energized, motivated, confident, determined, and prepared to make a better life for themselves.