Page 20 - BEQ Magazine Vol2 Iss4 V2

David Bernesser Sue Robbins

ing completely open. For me, it was greater level,” Robbins said. “I al- civilian career at L3. He is a Lead diverse experiences L3 cultivates
more a matter of my personal level ways had value, but being out freed Test Engineer for all Air Force and into its winning team, assuring that
of comfort with living openly in my me to engage, lead and be more ap- commercial programs, serving as our safety, security and national de-
life in general. I appreciate that L3 proachable.” the liaison between the Test Engi- fense are in capable hands. Exclud-
has strong ethics rules against dis- She commended her colleagues neering organization and other crit- ing talent on the basis of gender,
crimination and harassment. Pro- for adapting quickly to her transi- ical decision points. gender identity, ethnicity or sexual
viding a supportive environment is tion from a typically male appear- Bernesser was married for 25 orientation is simply not an option.
taken very seriously by the compa- ance to a typically female appear- years “to the most amazing woman, L3 actively seeks diverse talent
ny, so that is definitely a positive,” ance, as well as calling her by a wife and mother any man could have through placing job advertisements
said Melikian. different name and pronouns. hoped for” and has four grown chil- in a variety of publications, online
Sue Robbins had a similar ex- “When you are transgender, be- dren. He had been at L3 for 2-and- job boards and social media plat-
perience coming out as transgender ing out isn’t just about telling people a-half years when he came out, and forms. Recruiters routinely attend
after being with L3 for 10 years. A something about yourself so that several co-workers served as a sup- career fairs open to all LGBTQ pro-
veteran of 20 years in the Army, you can be open about it,” Robbins port network, easing his transition fessionals, as well as other diverse
Robbins is now a Lead Test En- said. “Coming out as transgender out of the closet. This experience has groups, in order to find the best and
gineer for Predator and all Navy normally has a visual component to helped Bernesser gain perspective the brightest talent.
and Special Programs, managing it and an educational component.” about his position and responsibilities “L3’s foundation is built on en-
program-oriented efforts between L3’s employee benefits package as L3 works toward greater employee gineering expertise and technology
Manufacturing Test Engineering includes full healthcare coverage for engagement and empowerment. by its greatest asset – its people,”
and Program Managers and Op- all legally married same-sex cou- “As a cisgender white man, I Pouncey said. “All play key roles in
erations Program Managers. She ples, gender reassignment surgery, don’t necessarily experience many being innovative, agile and deliver-
struggled with feeling like she need- hormonal therapy, and follows the intersectionality issues,” he said. ing value to our customers. When
ed to hide her “real self ” before standard guidelines of the compa- “What I do have to keep in check is we hire and retain top talent from
making the decision to come out ny’s national health benefits carrier. what privilege that affords me and all backgrounds, experiences, levels
and begin her transition. David Bernesser came out late how I have to be cognitive of, and and work styles, we perform better,
“By coming out and bringing in life. After 10 years in the Air empathetic to, the intersectionality build our reputation as an employer
the whole me to work, my person- Force where he trained as a mobile issues of others.” of choice and foster respect in the
ality has blossomed and enabled radar technician, Bernesser earned The individuals featured here workplace, all while increasing di-
me to engage with others at a far a degree in physics and began his are part of the tapestry of talent and versity of thought.” 

20 | December 2017 BEQ PRIDE