Women and people of color have stated in numerous studies that leadership development programs and access to strong mentors are invaluable. Access to training and mentors has paved the way for minorities to break the glass ceiling. In fact, the increase in minorities at Northrop Grumman in senior-level management positions could be attributed to their leadership development programs. Therefore, access to Northrop Grumman’s leadership development and mentor programs must be made available to a broader base of employees, such as those who may be capable of being promoted to middle management. In addition, assertiveness training would be a valuable enhancement to their development programs. This has had a significant impact for women and …show more content…
This was to include a module on subconscious behaviors that affect employees’ sense of accomplishment and value in the workplace. Although starting with a top-down approach can be effective, all managers and supervisors should have access to this training to effect behavioral patterns throughout the corporation. Ensuring diversity of their Board of Directors is essential for the ongoing development of the company and its senior leadership. Mentors should be developed that could work with diverse organizations in seeking qualified candidates interested in a potential board position. Also, offering diversity training to Board members will encourage the Board to re-examine their attitudes and beliefs towards minorities, possibly uncovering hidden biases affecting their decisions. Although Northrop Grumman has promoted Employment Resource Groups as a source for development and mentoring opportunities for its employees, they have seen a significant decline in participation. It seems a prudent step to revisit the structure and importance of these groups. Accordingly, they need to ensure the groups are supported by its leadership, well organized with mission statements and goals, and designed to be open to all employees with respect to events or