The Military Aircraft Systems Division employs about 14,000 people in California, New York, Florida, Louisiana and North Dakota. Hateley has worked for Northrop Grumman for the past 22 years. He is responsible for human resources planning, workforce diversity, employee relations, executive development, ethics, and resources information systems. Being a California native of Hispanic decent, Hateley has adopted a broadly conceived and bottom-line oriented view of the diverse workplace. We still recognize there is room for improvement, particularly in our senior management ranks.
Leadership needs to be engaged and own the strategy.
Our mangers understand that subordinates contribute more when they come from diverse backgrounds. These strategies, Hateley claims, deal with training, mentoring and leadership dialogues - key initiatives used by Northrop Grumman to address diversity. In the past year, we capitalized on this support by advancing these three initiatives to maximize the diversity of our work force. Training The company's training initiative is part of its annual learning conference used also to address many other development needs for managers. This training helps to demonstrate that embracing diversity is equivalent to full us of human resources.