Good pay overshadowed by dismissive DEI culture
Pros
Pay is pretty good, but why not? the tax payer is footing the bill.
Cons
My 22 years of experience at Lockheed was defined by a growing emphasis on corporate DEI initiatives that consistently overshadowed merit, performance, and technical capability. When I raised concerns about unequal treatment and bias in how these programs were applied, the response was dismissive. Instead of addressing the issues, I was told I “might be happier at another employer” — a statement that made it clear that speaking up was unwelcome. Although leadership now claims the DEI era is “over,” the cultural impact remains deeply embedded. The same practices continue under different labels, and the mindset brought in during that period has become permanent. During this time, I lost multiple advancement opportunities because decisions were influenced more by DEI priorities than by qualifications, experience, or performance. It became clear that merit was no longer the primary factor in career progression. Reporting problems led nowhere. Leadership showed no interest in investigating or correcting situations where employees were treated unfairly. The message was simple: if the DEI program disadvantages you, that’s just the way it is. The most disappointing part is that long‑term employees who leave under these circumstances face significant financial penalties due to how the pension system is structured. It creates a situation where people feel trapped, even when the environment becomes untenable. There are talented engineers here doing important work, but the culture has shifted in a way that makes it difficult for those who simply want a fair, professional, and bias‑free workplace.
