Page 19 - BEQ Magazine Vol2 Iss4 V2

its Organizational Development Leaders on a pilot
survey of employees on inclusive leadership at L3. The
result was an “ecosystem” approach around DOTIE: a
multi-year strategy incorporating a variety of programs
and actions across the enterprise.
Phase One of DOTIE concentrates on education
and awareness, leveraging corporate messaging of the
principles of DOTIE into leadership communications,
internal forums, website copy, recruiting and branding. “Being able to be open
In addition, L3 plans to introduce inclusive leadership
learning with management and to pilot Employee Re- about my personal life
source Groups (ERGs) to create more pathways for en-
gagement. with my colleagues and
“The framework focuses heavily on increasing em-
ployee engagement and inclusion, the biggest gap and not having it be weird is
opportunity for L3’s D&I efforts moving forward,”
Pouncey said. a very positive thing that
While L3 continues to move the needle toward a
more inclusive, progressive corporate culture, the com- didn’t use to be the case
pany has already established a welcoming environment
for its LGBTQ employees. earlier in my career.”
Stephanie Melikian realized a childhood dream
when she began working at L3 nearly eight years ago. –Stephanie Melikian
A self-described “space geek,” Melikian intended to be-
come the first child astronaut, “but sadly, NASA never
responded to any of my letters.” She studied mechan-
ical engineering and spent the early part of her career
manufacturing laser-based optical equipment. Now a
Senior Manufacturing Engineer at L3, part of her work
includes assembling payloads that are launched into
space.
Another dream come true is the freedom to be her
“complete self ” at work, thanks to the inclusive culture
at L3.
“Being able to be open about my personal life with
my colleagues and not having it be weird is a very pos-
itive thing that didn’t use to be the case earlier in my
career,” Melikian said. “I don’t have to omit pronouns
or just not talk about my vacations or weekends. My
partner and I socialize with colleagues outside of work,
something that seemed risky to me not that many years
ago. I’m very happy to be out and free to be myself at
work.”
Melikian continued, “Coming out is a continual
process for LGBTQ people. Any time I meet someone Stephanie Melikian
new, I decide when or whether to reveal that aspect of
my identity based on the context of our interaction and
whether it would be relevant or appropriate. As such,
there were people at work I was open with right away
and others with whom it took a while to get around to
talking about it – but, I was never closeted.”
“I can’t say there is anything specific about the L3
work environment that helped or hindered me in be-

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