Booz Allen Hamilton Commits $100 Million+ to Support Employees and Communities Through Pandemic Resilience Program
Booz Allen Hamilton announced a pandemic resilience program of more than $100 million to support its 27,000 employees and the communities where they live and work. The program includes major benefit program enhancements to support employees dealing with health, childcare, and COVID-related issues; a pledge of job security at least through July 1; and a commitment to provide funding, assistance, and technology expertise to aid vulnerable populations, military families, veterans and frontline healthcare workers.
HR Technology News: CoachLogix Unveils Enhanced Enterprise Platform at 2020 Executive Coaching Conference
“Supporting our people empowers them to fully support our clients in this time of critical need. Our business is our people, and this is just the right thing to do.”
These initiatives will be financed by reprioritizing planned spending and investment and will help to enable employees to continue to work with government and commercial clients as they face unprecedented challenges. The firm supports the critical missions of clients globally, working closely with the U.S. government and commercial enterprises during this unique time of crisis, including programs directly related to COVID-19 recovery.
HR Technology News: Cybersecurity Talent Shortage in Northeast Florida to Receive Boost with New Fullstack Academy and University of North Florida Program
“These moves will help protect the health and financial security of our people, their loved ones and their communities during a very uncertain, difficult time,” said Horacio Rozanski, Booz Allen’s President and CEO. “Supporting our people empowers them to fully support our clients in this time of critical need. Our business is our people, and this is just the right thing to do.”
The company will redirect $100 million by reallocating its budget to provide employment security and additional benefits, including major enhancements to its dependent-care program, flexible work, training and other options to address employee challenges at home, including support for public service by employees who are trained and certified such as firefighters or nurses. The budget reallocation includes items such as the elimination of many events and a variety of other overhead expenses, as well as a hiring freeze in non-billable departments.
HR Technology News: New Accenture Research Finds Leaders and Employees Hold Differing Views on Progress Toward Equality