2011 Annual Report - MIT Lincoln Laboratory

Laboratory involvement
Diversity and Inclusion
The broad range of experiences and perspectives
of the staff strengthens Lincoln Laboratory’s ability
to develop multifaceted, innovative approaches to
problems. Fostering a work environment that supports
such diversity is core to the Laboratory’s continued
success. Ongoing initiatives are promoting a workplace
that both seeks and appreciates the diverse talents
and ideas of employees.
Special Diversity Presentations
at Lincoln Laboratory
Disability Etiquette—Challenging Our Assumptions
about People with Disabilities in the Workplace
In January 2011, the Diversity and Inclusion Office
hosted a special presentation on disability awareness
and etiquette. Michael Muehe, executive director of the
Cambridge Commission for Persons with Disabilities,
discussed how to conduct workplace interactions with
people with disabilities.
My Life as a Tuskegee Airman
James A. Sheppard served with the 100th Fighter
Squadron of the Army Air Force during World War II.
The squadron trained at the Tuskegee Army Air Field
in Alabama, and they, along with 996 other men who
graduated from the program there, were known as the
Tuskegee Airmen, the first African-American military
pilots, navigators, and bombardiers. In February 2011,
to a full house in the Laboratory’s auditorium, Mr.
Sheppard recounted his experiences flying missions
over Europe and reflected on the post-war opportunities
afforded to him because of his membership in
this historic group of courageous combat airmen.
Lincoln Laboratory Technical Women’s
Network (LLTWN)
To promote the retention and achievement of women
technical staff, LLTWN provides a forum for sharing
strategies for success and a mentoring program that
fosters career development. To acquaint staff with
technology developments, monthly meetings often
feature presentations by women researchers from
Laboratory technical groups.
48 2011 Annual Report
Lincoln Laboratory New Employee
Network (LLNEN)
LLNEN helps new employees transition from their
previous environments to the Laboratory and the
region. By providing a social network for new
employees, LLNEN encourages the retention of
talented individuals. LLNEN also facilitates participation
in professional development and community
outreach opportunities.
In 2010, at an event coordinated by LLNEN,
rotating teams of Laboratory volunteers spent
three days helping Habitat for Humanity in Bedford,
Mass achusetts, renovate a farmhouse and build two
new homes that will be made available for moderateincome
families.
Lincoln Laboratory Hispanic and
Latino Network
Through monthly meetings, mentoring, and other activities,
the newly formed Hispanic and Latino Network
(LLHLN) supports educational and professional development
for its members, encourages involvement in
community outreach activities, and fosters awareness
of the Hispanic culture.
Mentorship Programs
Recognizing the importance strong mentorships have
on improving employee development and retention,
Lincoln Laboratory initiated four mentorship programs
in 2011. The New Employee Guides program focuses
on acquainting employees with their groups, divisions,
or departments during their early months at the
Laboratory. Staff can later choose to participate in
more specialized mentoring programs:
■ Early Career Mentoring provides a six-month,
one-on-one mentorship to help technical and administrative
professionals with early career development.
■ Circle Mentoring uses small discussion groups
led by experienced employees to address topics
relevant to professional and career growth.
■ By partnering a new assistant group leader with an
experienced group leader, the New Assistant Group
Leader Mentoring helps technical staff members
transition into their new responsibilities.
OPPOSITE: The
Lincoln Laboratory
Technical Women’s
Network organized a
multi-station “science fair”
as the December Science
on Saturday event.
Shown here are many
of the volunteers from
across the Laboratory
who made this event a
successful experience
for local children.