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Embracing, building and nurturing a diverse work force are business imperatives in today’s federal government arena. Valuing diversity and fostering inclusion produces diversity of thought and improves potential for recruiting and retaining highly qualified employees. At CACI International, we believe hiring a diverse pool of talent makes us a more attractive business partner and enables us to provide the best support to our government in its defense, intelligence, homeland security and government modernization challenges.

The multiplicity of viewpoints that results from a diverse work force enables us to approach problems from a variety of perspectives. The more varied the work force, the greater the opportunity to find that winning idea that carries the day.

We also know diversity in the work force can reduce recruiting and retention expenses.

Companies are attractive to more job candidates when their work force, especially their senior leadership team, reflects the diversity they bring to the company.

Our client organizations are becoming more diverse, and they look for diversity in their business partners. During a speaking engagement at a professional information technology association, one of our clients said, “Diversity is very important in my organization, and I look for the same thing with my contractors.” To ensure we provide the best individuals for our government partners, we focus on recruiting and retention activities that capture the strengths and values of a diverse work force.

To assist in our ongoing recruiting efforts, we are building pipelines and establishing partnerships with historically ethnic colleges and universities, fraternities and sororities, and professional organizations. These include Women in Technology, the Society of Hispanic Professional Engineers, the National Society of Black Engineers, as well as Alpha Phi Alpha, Delta Sigma Theta, Alpha Kappa Alpha and Omega Psi Phi.

After the hiring action, our goal is to motivate each of our 12,700 employees who empower our $2.73 billion enterprise to view CACI as a career opportunity. We are also evaluating the use of a modification of the NFL’s “Rooney Rule,” which requires all teams to interview at least one minority candidate when filling a head coaching position.

Three of the many areas we focus on to retain our employees are education and training; mentorship; and employee mobility.

To support our employees’ educational needs, CACI provides a generous Tuition Reimbursement Program, supplemented by a strategic partnership that offers fully accredited online bachelor’s and master’s degree programs. Through our CACI Virtual University, employees can choose from 3,500 online training courses and more than 70 industry certification tracks.

Our Mentorship Program provides an informal organization to help employees achieve their potential. And our Employee Mobility Program provides visibility into job opportunities throughout the company, enabling employees seeking new challenges to look inside our firm. Our goal is to hire people for a career, not just to fill an open requisition.

Last month, CACI was named Government Contractor of the Year, for companies with revenue greater than $300 million, by Washington Technology magazine; the Professional Services Council; and the Fairfax County, Va. Chamber of Commerce.

Besides recognizing our outstanding financial performance and government service, the award cited the meaningful work-life opportunities we provide for our employees. Fortune also placed CACI among the top five Most Admired IT Services Companies worldwide.

CACI has been recognized nationally for the meaningful work-life opportunities we offer our employees. At CACI, each employee is a partner in our success and using differences as strengths is vital to our future. We look forward to building on diversity to enhance our capabilities, delivering excellence for our customers and creating meaningful careers for our employees. D

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