Represents the number of work stoppages involving 1,000 or more workers lasting one full shift or longer.

All indicators are from GRI 2021 unless noted otherwise in parentheses.

All data as of December 31, 2025.

Includes 99% of Lockheed Martin global operations. Data is rounded to nearest thousand. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Includes 99% of Lockheed Martin global operations. Data is rounded to nearest thousand. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Calculated as total new hires divided by total employees (as of December 31, 2025).

Based on employees who self-identify. Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Based on employees who self-identify. Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Based on employees who self-identify. Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Management is defined as all L-coded leaders.

Based on employees who self-identify. Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Management is defined as all L-coded leaders.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Management is defined as all L-coded leaders.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Management is defined as all L-coded leaders.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Management is defined as all L-coded leaders.

Based on employees who self-identify. Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Executive is defined as Director-level (one level below Vice President) or higher.

Based on employees who self-identify. Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Executive is defined as Director-level (one level below Vice President) or higher.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Executive is defined as Director-level (one level below Vice President) or higher.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Executive is defined as Director-level (one level below Vice President) or higher.

Based on employees who self-identify. Includes only U.S. employees and expatriates who account for approximately 94% of our total workforce. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. Executive is defined as Director-level (one level below Vice President) or higher.

Board of Directors metrics are as of January 5, 2026.

Board of Directors metrics are as of January 5, 2026.

Board of Directors metrics are as of January 5, 2026.

Board of Directors metrics are as of January 5, 2026.

As of December 31 of each year. Local country nationals.

As of December 31 of each year. Local country nationals.

As of December 31 of each year. Local country nationals.

As of December 31 of each year. Local country nationals.

As of December 31 of each year. Local country nationals.

As of December 31 of each year. Includes U.S. expats who are working overseas. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible.

Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. The generational structure used by Lockheed Martin is based on the U.S. government and Pew Research Center definitions, and are as follows:

• Traditionalist: Birth year from 1928 to 1945
• Baby Boomer: Birth year from 1946 to 1964 inclusive
• Generation X: Birth year from 1965 to 1980 inclusive
• Millennial: Birth year from 1981 to 1996, inclusive
• Generation Z: Birth year from 1997 to present

Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. The generational structure used by Lockheed Martin is based on the U.S. government and Pew Research Center definitions, and are as follows:

• Traditionalist: Birth year from 1928 to 1945
• Baby Boomer: Birth year from 1946 to 1964 inclusive
• Generation X: Birth year from 1965 to 1980 inclusive
• Millennial: Birth year from 1981 to 1996, inclusive
• Generation Z: Birth year from 1997 to present

Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. The generational structure used by Lockheed Martin is based on the U.S. government and Pew Research Center definitions, and are as follows:

• Traditionalist: Birth year from 1928 to 1945
• Baby Boomer: Birth year from 1946 to 1964 inclusive
• Generation X: Birth year from 1965 to 1980 inclusive
• Millennial: Birth year from 1981 to 1996, inclusive
• Generation Z: Birth year from 1997 to present

Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. The generational structure used by Lockheed Martin is based on the U.S. government and Pew Research Center definitions, and are as follows:

• Traditionalist: Birth year from 1928 to 1945
• Baby Boomer: Birth year from 1946 to 1964 inclusive
• Generation X: Birth year from 1965 to 1980 inclusive
• Millennial: Birth year from 1981 to 1996, inclusive
• Generation Z: Birth year from 1997 to present

Includes 99% of Lockheed Martin global operations. Excludes casual workers, interns, co-ops and employees of certain subsidiaries and joint ventures. In 2025, casual workers represented about 1% of Lockheed Martin's global workforce and are considered negligible. The generational structure used by Lockheed Martin is based on the U.S. government and Pew Research Center definitions, and are as follows:

• Traditionalist: Birth year from 1928 to 1945
• Baby Boomer: Birth year from 1946 to 1964 inclusive
• Generation X: Birth year from 1965 to 1980 inclusive
• Millennial: Birth year from 1981 to 1996, inclusive
• Generation Z: Birth year from 1997 to present

All terminations. Uses a Rolling 12-month attrition.

Retirements are not included in voluntary attrition. Uses a Rolling 12-month attrition.

Retirements are not included in voluntary attrition. Uses a Rolling 12-month attrition.

All terminations other than voluntary. Uses a Rolling 12-month attrition.

All terminations other than voluntary. Uses a Rolling 12-month attrition.

Retention data for 2025 will be available starting 1/1/2027. A 2023 data restatement occurred because the previously reported data included state bonding and federal FMLA leaves versus only including Lockheed Martin Paid Parental Leaves.

Retention data for 2025 will be available starting 1/1/2027. A 2023 data restatement occurred because the previously reported data included state bonding and federal FMLA leaves versus only including Lockheed Martin Paid Parental Leaves.

Retention data for 2025 will be available starting 1/1/2027. A 2023 data restatement occurred because the previously reported data included state bonding and federal FMLA leaves versus only including Lockheed Martin Paid Parental Leaves.

Retention data for 2025 will be available starting 1/1/2027. A 2023 data restatement occurred because the previously reported data included state bonding and federal FMLA leaves versus only including Lockheed Martin Paid Parental Leaves.

Retention data for 2025 will be available starting 1/1/2027. A 2023 data restatement occurred because the previously reported data included state bonding and federal FMLA leaves versus only including Lockheed Martin Paid Parental Leaves.

Retention data for 2025 will be available starting 1/1/2027. A 2023 data restatement occurred because the previously reported data included state bonding and federal FMLA leaves versus only including Lockheed Martin Paid Parental Leaves.

Lockheed Martin provides up to 4 weeks of Paid Parental Leave (PPL). Mothers may also take 6–8 weeks of Short-Term Disability Leave for pregnancy before PPL (10–12 weeks total for Maternity Leave). Employees/fathers may also take 4 weeks of PPL to bond with the new child and 2 weeks of Family Care Leave to care for the mother (6 weeks total). This does not include represented employees whose benefits are governed by applicable collective bargaining agreements. We comply with all relevant laws where applicable.

The 2024 data restatement occurred because the previously reported data included state bonding and federal FMLA leaves versus only including Lockheed Martin Paid Parental Leaves.

The total number of Sikorsky Aircraft Corporation impacted is undetermined.

This Airworthiness Directive is for various model helicopters with certain part-numbered Goodrich externally-mounted hoist assemblies installed. The total number of units impacted includes aircraft from numerous manufacturers. This directive impacts Sikorsky Aircraft Corporation, Models S-61A, S-61L, S-61N, S-76A, S-76B, S-76C, S-76D, and S-92A. The total number of Sikorsky Aircraft Corporation impacted is undetermined.

Employees receive anti-corruption policies and training through a combination of Code of Ethics and Business Conduct training, ethics awareness training and two business conduct compliance training modules (International Business Practices and/or Gifts and Business Courtesies), in addition to an annual CEO Anti-Corruption Day letter.

The Board of Directors completes annual mandatory ethics awareness training and also reviews on a three-year basis the Code of Ethics and Business Conduct; both exercises train and communicate on anti-corruption topics.

Business development and offset consultants receive annual ethics and compliance training with a focus on anti-corruption.

Employees receive anti-corruption policies and training through a combination of Code of Ethics and Business Conduct training, ethics awareness training and two business conduct compliance training modules (International Business Practices and/or Gifts and Business Courtesies), in addition to an annual CEO Anti-Corruption Day letter.

Employees receive anti-corruption policies and training through a combination of Code of Ethics and Business Conduct training, ethics awareness training and two business conduct compliance training modules (International Business Practices and/or Gifts and Business Courtesies), in addition to an annual CEO Anti-Corruption Day letter.

The Board of Directors completes annual mandatory ethics awareness training and also reviews on a three-year basis the Code of Ethics and Business Conduct; both exercises train and communicate on anti-corruption topics.

Business development and offset consultants receive annual ethics and compliance training with a focus on anti-corruption.

304 internal EEO-related complaints were investigated in the United States.

324 internal EEO-related complaints were investigated in the United States.

316 internal EEO-related complaints were investigated in the United States; disciplinary action was taken in 64.6% of the investigated EEO matters.

304 internal EEO-related complaints were investigated in the United States; disciplinary action was taken in 51.8% of the investigated EEO matters.

234 internal EEO-related complaints were investigated in the United States; disciplinary action was taken in 41% of the investigated EEO matters.

286 internal EEO related complaints were investigated in the United States; disciplinary action was taken in 42% of the investigated EEO matters.

Includes the certification of our central function. Site certifications may not include all buildings and programs at a site.

Includes the certification of our central function. Site certifications may not include all buildings and programs at a site.

In 2022, we adjusted our goals to account for the significant variation in occupancy driven by COVID-19-related operational changes. Energy per occupant performance is compared to a 4-year projected growth scenario instead of a historical baseline.

2021 energy reduction reported against a 2016 baseline in line with previous energy reduction goal.

Scope 2 energy consumption includes energy from renewable sources, including on-site renewables, PPAs, green tariffs, and RECs.

Including solar, wind, geothermal, biofuels and hydropower from a combination of on-site generation, power purchase agreement contracts, renewable energy certificate procurement and green tariffs.

Including solar, wind, geothermal, biofuels and hydropower from a combination of on-site generation, power purchase agreement contracts, renewable energy certificate procurement and green tariffs.

Including solar, wind, geothermal, biofuels and hydropower from a combination of on-site generation, power purchase agreement contracts, renewable energy certificate procurement and green tariffs.

Including solar, wind, geothermal and biofuels from a combination of on-site generation, power purchase agreement contracts, renewable energy certificate procurement and applicable green tariffs.

Including solar, wind, geothermal and biofuels from a combination of on-site generation, power purchase agreement contracts, renewable energy certificate procurement and applicable green tariffs.

Including solar, wind, geothermal and biofuels from a combination of on-site generation, power purchase agreement contracts, renewable energy certificate procurement and applicable green tariffs.

Lockheed Martin defines energy sold as energy production greater than energy consumption in a given Go Green year at a given site. This does not count net metering or similar programs.

Lockheed Martin defines energy sold as energy production greater than energy consumption in a given Go Green year at a given site. This does not count net metering or similar programs.

Lockheed Martin defines energy sold as energy production greater than energy consumption in a given Go Green year at a given site. This does not count net metering or similar programs.

Lockheed Martin defines energy sold as energy production greater than energy consumption in a given Go Green year at a given site. This does not count net metering or similar programs.

Lockheed Martin defines energy sold as energy production greater than energy consumption in a given Go Green year at a given site. This does not count net metering or similar programs.

This metric measures or estimates data for ~98% of eligible building area.

2022 is our second year reporting against a 2015 baseline.

Annual context-based score. The ratio of the actual emissions to allocated emissions, based on a company’s contribution (gross profits) to estimated global gross domestic product, to meet a 1.5 degree Celsius pathway. Context-based scoring is based on a score of <1 indicating alignment with a 1.5 degree Celsius pathway, and >2 indicating misalignment with a 1.5 degree Celsius pathway.

Calculated in accordance with the GHG Protocol.

Scope 3 emissions are estimates. See our website for a description of each Scope 3 category methodology.

Scope 3 emissions are estimates. See our website for a description of each Scope 3 category methodology.

PO transactions multiplied by the NAICS aligned emissions factor (Cornerstone/EPA v1.4, “Without Margins”). International factors incorporated via Exiobase. Emissions factors are adjusted annually by industry specific “PPI” vs. USD_Yr. PG&S filtered by NAICS. 2025 expands sources to include PZL and LMAL.

PO transactions multiplied by the NAICS aligned emissions factor (Cornerstone/EPA v1.4, “Without Margins”). International factors incorporated via Exiobase. Emissions factors are adjusted annually by industry specific “PPI” vs. USDYr. CG filtered by NAICS. 2025 expands sources to include PZL and LMAL.

Transmission and distribution (T&D) losses associated with electricity and natural gas calculated using the country-specific emission factors via UK DEFRA or Carbonfootprint.com. US electricity T&D losses are included in eGrid factors and are reported in our Scope 2 emissions. Emissions associated with natural gas were calculated using UK DEFRA and NREL ABT factors for WTT-fuels.

Airfare, personal auto, and fuel receipts are each directly measured or calculated into miles or passenger-miles traveled. The distance is applied to US EPA emission factors unless the employee is designated within the UK (UK DEFRA). Hotel stays, rail travel, and bus travel cannot be isolated accurately based on spend data and are included within Scope 3 Category 1 emissions vs. Category 6.

Emissions associated with employee commuting are estimated using a zip code comparison of the distance between each LMC employee’s home and assigned work location. Monthly distance based on schedule frequency and telecommuting classification. Telecommuting FTE-hrs are calculated in fulfillment of schedule and classification vs. Traditional commuting days. FTE-hrs are multiplied by the UK DEFRA emissions factor for telework. The emissions factors are adjusted based on the carbon intensity of each location vs. the UK national electricity average.

Waste emissions are calculated by disposal method. Primary data is collected via Go Green process and captured at the material flow category. Emission factors are used from US EPA and UK DEFRA.

The list of tracked programs remains the same with a focus on aircraft. Data is being collected on quarterly increments to align with financial reporting and Go Green reporting schedule. Historical values will be updated to reflect the temporal shift resulting from quarterly data increments.

Upstream Transportation & Distribution emissions are based on weight and distance by mode of transport multiplied by the geographically associated emissions factor from US EPA or UK DEFRA.

Data is shown for our Go Green year, which runs November-October (e.g. Nov. 2022-Oct. 2023).

Waste generated is reported for 92% of our building square footage.

This metric does not include ash as byproduct disposal of incineration.

Lockheed Martin policy requires that hazardous waste be disposed of at an approved facility in accordance with applicable regulations, rules and requirements.

Number and aggregate quantity of reportable spills determined in accordance with The Comprehensive Environmental Response, Compensation, and Liability Act of 1980 (CERCLA) requirements.

Data is shown for our Go Green year, which runs November-October (e.g. Nov. 2022-Oct. 2023).

Water withdrawal is reported for 91% of eligible building square footage.

Includes sites identified as having the highest operational water risk. Operational risk is assessed based on water withdrawal, regional water stress, local water notices, and potential operational impact. This assessment was updated in 2025 and incorporates data from WRI’s Aqueduct Water Risk Atlas 4.0. Includes nine sites: Palmdale, CA; Fort Worth, TX; Grand Prairie, TX; Sunnyvale, CA; Santa Barbara, CA; Waterton, CO; Palo Alto, CA; Marietta, GA; Valley Forge, PA.

Includes sites identified as having the highest operational water risk. Operational risk is assessed based on water withdrawal, regional water stress, local water notices, and potential operational impact. This assessment was updated in 2025 and incorporates data from WRI’s Aqueduct Water Risk Atlas 4.0. Includes nine sites: Palmdale, CA; Fort Worth, TX; Grand Prairie, TX; Sunnyvale, CA; Santa Barbara, CA; Waterton, CO; Palo Alto, CA; Marietta, GA; Valley Forge, PA.

Safety metrics disclosed are for U.S. employees only which account for approximately 95% of our total workforce.

Safety metrics disclosed are for U.S. employees only which account for approximately 95% of our total workforce.

Safety metrics disclosed are for U.S. employees only which account for approximately 95% of our total workforce.

Lockheed Martin defines “local” as domestic small business relative to locations of operations; 93% of all small business spend is domestic. “Significant locations of operation” is defined as the locations of operations identified by procurement spend; 52 domestic Lockheed Martin locations identified. Starting in 2019, we began reporting both direct and indirect spend, while prior to 2019, we reported using an allocated portion of indirect spend per Federal Acquisition Regulations. Historically, we have reported both direct procurement and 100% of indirect procurement.

Represents the percentage of new suppliers asked about their environmental practices. Includes all U.S. suppliers and select global suppliers.

Represents the percentage of new suppliers asked about their socioeconomic practices. Includes all U.S. suppliers and select global suppliers.

We are evolving our strategy on due diligence and risk management as part of the SMP 2030.

We are evolving our strategy on due diligence and risk management as part of the SMP 2030.

Countries of Lockheed Martin main business operations. Excludes countries with fewer than 55 employees.

Via a combination of on-site generation, PPA contracts, REC procurement and green tariffs. In alignment with the Green-e Renewable Energy Standard for North America.

Via a combination of on-site generation, PPA contracts, REC procurement and green tariffs. In alignment with the Green-e Renewable Energy Standard for North America.

Lockheed Martin defines energy sold when a system produces more energy than what is consumed in a reporting year (it does not count net metering or similar programs).

Renewable electricity claims excluding large hydropower based on definitions in RE100 Technical Criteria (published 12 December 2022).

Scope 3 emissions are estimates. See our website for a description of each Scope 3 category methodology.

PO transactions multiplied by the NAICS aligned emissions factor (EPA, “Without Margins”). International factors incorporated via Exiobase. Emissions factors are adjusted annually by industry specific “PPI” vs. USD_Yr. PG&S filtered by NAICS.

PO transactions multiplied by the NAICS aligned emissions factor (EPA, “Without Margins”). International factors incorporated via Exiobase. Emissions factors are adjusted annually by industry specific “PPI” vs. USDYr. CG filtered by NAICS.

Transmission and distribution (T&D) losses associated with electricity and natural gas calculated using the country-specific emission factors via UK DEFRA or Carbonfootprint.com. US electricity T&D losses are included in eGrid factors and are reported in our Scope 2 emissions. Emissions associated with natural gas were calculated using UK DEFRA and NREL ABT factors for WTT-fuels.

Airfare, personal auto, and fuel receipts are each directly measured or calculated into miles or passenger-miles traveled. The distance is applied to US EPA emission factors unless the employee is designated within the UK (UK DEFRA). Hotel stays, rail travel, and bus travel cannot be isolated accurately based on spend data and are included within Scope 3 Category 1 emissions vs. Category 6.

Emissions associated with employee commuting are estimated using a zip code comparison of the distance between each LMC employee’s home and assigned work location. Monthly distance based on schedule frequency and telecommuting classification. Telecommuting FTE-hrs are calculated in fulfillment of schedule and classification vs. Traditional commuting days. FTE-hrs are multiplied by the UK DEFRA emissions factor for telework. The emissions factors are adjusted based on the carbon intensity of each location vs. the UK national electricity average.

The list of tracked programs remains the same with a focus on aircraft. Data is being collected on quarterly increments to align with financial reporting and Go Green reporting schedule. Historical values will be updated to reflect the temporal shift resulting from quarterly data increments.

Upstream T&D emissions are based on weight and distance by mode of transport multiplied by the geographically associated emissions factor from US EPA or UK DEFRA.

Upstream T&D emissions are based on weight and distance by mode of transport multiplied by the geographically associated emissions factor from US EPA or UK DEFRA.

Safety metrics disclosed are for U.S. employees only which account for approximately 95% of our total workforce.

Safety metrics disclosed are for U.S. employees only which account for approximately 95% of our total workforce.

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