Global Equity,
Diversity & Inclusion
2023 Report
A Letter from Leadership
Progress isn’t a moment in time, and it’s not a set of metrics. Progress is commitment and action from
all of us every day.
Across Boeing, we continue to make progress on our commitments as we advance representation
and inclusion companywide. We know diversity must be at the table for every important decision our
company makes – every challenge we face, every innovation we design. Equity, diversity and inclusion
are core values because they make Boeing — and each of us individually — better.
We are on our way to achieving Boeing’s 2025 aspirations and are committed to doing much more, for
many years to come. Women are over 24% of our workforce and are more represented at nearly every
level compared to a year ago, including executive, manager, engineering, and professional ranks, as
well as on the factory oor. Racial and ethnic minorities are now over 35% of our U.S. workforce and
more represented in management, engineering, professional positions, and in the factory compared
to a year ago. Business Resource Groups continue to grow, fostering professional development and
business insights. In recognition of our BRG enterprise leaders’ contributions to inclusion, we awarded
each of them restricted stock units in 2022 — a practice we intend to continue well into the future.
Also in 2022, for the rst time in our company’s history, we tied incentive compensation to inclusion.
Our goal was to achieve diverse interview slates for at least 90% of manager and executive openings.
We exceeded that target with 92% of interview slates being diverse, resulting in 47% diverse hires at
the management and executive levels. For 2023, we’ve raised the bar and expect at least 92.5% of
those interview slates will be diverse. We do this not to hit a certain number but because meritocracy
demands the opportunity to compete.
Progress is every teammate acting on our Seek, Speak & Listen habits. Progress is every teammate
feeling physically and psychologically safe, and ensuring that safety for each other. Progress is
reecting the diversity of the world’s talent within our workforce. Progress is being the destination for
great people to build amazing careers in aerospace. Progress is equity; progress is diversity; progress
is inclusion — for all and by all.
Boeing continues to make progress
on our commitments as we advance
representation and inclusion across our
company. We know diversity must be at
the table for every important decision our
company makes – every challenge we
face, every innovation we design. Equity,
diversity and inclusion are core values
because they make Boeing — and each
of us individually — better.”
Sara Bowen
Vice President, Global Equity, Diversity & Inclusion,
Talent Intelligence and Employee Listening
“
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
2
Equity for All
• Ensure fairness for every team member at every stage of their employment
• Commit to structural and systemic equity
• Share diversity metrics and progress to hold ourselves accountable
Team of All
• Achieve diverse representation at every level of the organization
• Find, hire and keep talent that represents the diversity in our marketplaces
• Strengthen community and supplier partnerships around the globe
Inclusion by All
• Build a culture where all team members feel seen, heard, valued
and respected
• Support each other on the journey to disrupt bias, racism and discrimination
• Embed Seek, Speak & Listen habits into our cultural DNA
Our People
Who We Are
Boeing’s greatest asset is its people — roughly 156,000 teammates representing
47 nationalities in 65 countries around the globe. We are mothers, fathers,
daughters, brothers; we are pilots, scientists, engineers, mechanics; we are
entrepreneurs, innovators and problem-solvers. Above all, we are teammates, united
by our mission to protect, connect and explore our world and beyond.
In 2022, we continued toward our goal of making Boeing’s team more reective of
the communities in which we work. We set, met and even exceeded targets for more
diverse candidate slates* and fewer direct-placements into manager and executive
roles – and we saw increased representation of women and U.S. racial and ethnic
minorities at nearly all levels of the company. At the same time, resignation rates at
Boeing remained lower than industry averages with no statistical differences in the
exit rates of women, men and teammates of different races across the company.
*Diverse candidate slates in the U.S. include at least one woman and/or underrepresented ethnic or
racial minority, and in non-U.S. countries include at least one woman.
Our Global Equity, Diversity & Inclusion
Strategic Pillars & Goals
Three pillars drive our strategy:
How We Work Together
To build and sustain an inclusive, high-performance culture, we prioritize practices
that bring out the best in ourselves and each other:
• Seek, Speak & Listen habits to strengthen our global team and drive stronger
business outcomes through an open and honest environment.
• Culture of Inclusion built with psychological safety and an environment that
encourages collaboration.
• Global Focus on needs and experiences of our teammates wherever they are
in the world.
Seek, Speak & Listen is a simple concept with big impact
for Boeing. Through these habits, teammates feel confident
speaking up and trust their voice will be heard, which allows us
to address issues before they become problems.”
David Calhoun
Boeing President & CEO
“
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
3
Our Data
Over the past three years, representation at Boeing has increased for women and
U.S. racial/ethnic minorities in nearly every area. While Boeing surpasses industry
averages, women and minorities remain sorely underrepresented in STEM, especially
in the aerospace and defense sector. We are committed not only to improving our own
diversity, but to ensuring a robust and diverse pipeline of talent for generations
to come.
Women
Women’s representation in our workforce increased to 24.1% in 2022 from 23.2% in
2020, both because of hiring efforts and stronger retention.
*Undisclosed refers to employees who chose not to declare.
Women’s
Representation
Since 2020
+0.9pt
Women in
Management Roles
Since 2020
+1.4p t
Women in Production
& Maintenance
Since 2020
+2.8pt
Overall
202220212020
23.2% Women
76.1% Men
0.7% Undisclosed*
23.6% Women
75.6% Men
0.8% Undisclosed*
24.1% Women
75% Men
0.9% Undisclosed*
Gender by Business Unit
Boeing Commercial Airplanes
Women +1.3 percentage points since 2020
20.8%
Women
78.5%
Men
0.7%
Undisclosed
25%
Women
Boeing Defense, Space & Security
Women +1.2 percentage points since 2020
74.5%
Men
0.5%
Undisclosed
26.5%
Women
Boeing Global Services
Women +0.5 percentage points since 2020
72.8%
Men
0.7%
Undisclosed
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
4
Women
Women are now more represented at nearly every level within our
employee base — executive, manager, individual contributor, engineer,
and production and maintenance — than they were a year ago.
Women by Job Group
*Board of Directors and Executive Council numbers reect status as of April 2023.
All other numbers are based on data from December 2022.
2020 2021 2022
Board of Directors* 25% 25% 30.8%
Executive Council* 13.6% 19% 19%
Executives 31.5% 33% 33.2%
Managers 22.3% 22.9% 23.7%
Individual Contributors 34.5% 34.5% 34.6%
Engineering 16.5% 16.9% 17.4%
Production &
Maintenance
13.8% 15.4% 16.6%
Promotions 27.6% 29.7% 28.5%
New Hires 21.8% 24.7% 25.3%
U.S. Women of Color
In 2022, U.S. women of color were more represented overall but not at the
executive level, something we need to remedy to continue supporting the economic
empowerment of one of the most historically excluded populations in the U.S.
Women of Color
2020 2021 2022
U.S. Overall 8.6% 9.1% 9.9%
U.S. Executives 7.8% 8.4% 8%
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
5
Pay Equity and Pay Transparency
Equal pay for equal work is foundational to our commitment to equity
for all. We conduct annual internal compensation reviews to ensure
employees are compensated equitably throughout their careers —
independent of race, gender or ethnicity. In our effort to maintain pay
equity, we are in the process of acquiring additional tools to enable
more frequent reviews and model in real time how to make pay changes
related to annual increases, promotions or other talent moves in ways
that are equitable. As a company, we are committed to doing what is
right, and our commitment to pay equity is a big part of that.
UK and Europe Pay Gap Reporting
Since 2018, Boeing has published its UK Gender Pay Gap Report
according to UK government legislation. The gender pay gap is
the difference between the average pay of men and women in an
organization. A large pay gap usually indicates that men are more
concentrated in senior, higher-paying jobs, so the way to address the
gap is to work towards increasing female representation in senior roles.
The existence of a pay gap does not imply women and men performing
similar work are being paid differently. Boeing provides equal pay for
equal work in the UK and around the globe, and we are working towards
more equal representation across levels.
In the UK, our gender pay gap continues to reduce year over year and
we remain committed to further narrowing the gap through a multi-
faceted action plan. Our three key focus areas continue to be recruiting
the best people from the widest talent pool, developing and advancing
talent within the company and retaining our best people. More
information can be found here.
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
6
Race and Ethnicity
U.S. racial and ethnic minority representation is up to 35.3%, four points higher than in
2020 and three points higher than the industry average. Racial and ethnic minorities are
now more represented at every level than they were a year ago, except at the executive
level, where representation dropped one point to 21%.
We continue to build a diverse leadership pipeline: 27% of managers are racial
and ethnic minorities, up three points from last year and four points from 2020. We
attribute this to encouraging and incentivizing diverse candidate slates for all manager
and executive positions as one way to meet our operational goals as well as our
commitment to developing and promoting internal diverse talent.
Overall Breakdown by U.S. Race and Ethnicity
U.S. Racial and
Ethnic Minorities
Since 2020
+4.1pt
U.S. Racial and
Ethnic Minorities in
Management Roles
Since 2020
+4.1pt
U.S. Racial and Ethnic
Minorities in Production
& Maintenance
Since 2020
+6.5pt
U.S. Overall
202220212020
31.2%
Racial and
Ethnic
Minorities
32.7%
Racial and
Ethnic
Minorities
35.3%
Racial and
Ethnic
Minorities
2020 2021 2022
Asian 14.2% 14.6% 15.9%
Black 6.4% 6.6% 7.1%
Hispanic/Latino/a/x 7% 7.4% 8.1%
Native American 0.8% 0.8% 0.8%
Pacific Islander 0.6% 0.7% 0.7%
2 or more races 2.2% 2.3% 2.6%
White 68.8% 67.1% 64.2%
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
7
2020 2021 2022
Board of Directors* 16.7% 25% 25%
Executive Council* 35% 33.3% 21.1%
Executives 20.8% 22.5% 21.8%
Managers 23% 24.3% 27.1%
Professionals 28.2% 29.2% 30.7%
Engineering 32.3% 33.5% 35.6%
Production and
Maintenance
36% 38.4% 42.5%
New Hires 37.2% 42.5% 47.5%
Promotions 32% 33.3% 34.4%
U.S. Boeing Commercial Airplanes
+5.3 percentage points since 2020
41.4% racial and ethnic minorities
U.S. Boeing Defense, Space & Security
+3.7 percentage points since 2020
28.3% racial and ethnic minorities
U.S. Boeing Global Services
+2.5 percentage points since 2020
38.2% racial and ethnic minorities
Race and Ethnicity
*Board of Directors and Executive Council numbers reect status as of April 2023.
All other numbers are based on data from December 2022. Because our Executive
Council is a small group, and because racial/ethnic data is only collected on
U.S.-based executives, retirements and job changes have an outsized effect on
population percentages.
U.S. Racial and Ethnic Minorities by Job Group
U.S. Racial and Ethnic Minorities by Business Unit
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
8
Veterans
Veteran representation stayed steady at 14.6% and is above industry average in the
majority of our business units — most notably Global Services, which is nearly 11 points
above comparable aerospace businesses. While we have more veterans than a year
ago, and more than we had in 2020, the veteran representation rate is down slightly
because our non-veteran population grew at a faster rate.
Our hiring and retention efforts continue with partnerships like the U.S. Department of
Defense’s SkillBridge program and expanded military pay differentials for reservists on
temporary special duty. These efforts help us not just hire veterans, but also continue
supporting them and their families so they can enjoy enduring careers with Boeing.
U.S. Veterans Overall
About SkillBridge
Mesa, Ariz. — Through SkillBridge, a program borne from a partnership
with the U.S. Department of Defense, we hire military members as
interns for the nal 180 days of their service, which often leads to full-
time employment opportunities. Returning to civilian life after leaving
the military comes with all sorts of challenges, and SkillBridge gives
participants a smoother transition into the workforce.
I haven’t forgotten a single name or person who
was there for me during that entire transition. I
wouldn’t be here without them.”
Scott Harkey
Supply Chain Preparedness Analyst and former SkillBridge intern
“
14.8%
Veterans
14.6%
Veterans
14.6%
Veterans
202220212020
U.S. Veterans by Business Unit
2020 2021 2022
U.S. Boeing Commercial Airplanes 16% 14.9% 14.4%
U.S. Boeing Defense, Space & Security 18.8% 18.8% 20%
U.S. Boeing Global Services 34.8% 27.9% 27.9%
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
9
Disability
Having a disability is part of the human condition, as many people
will experience a physical or mental condition at some point in their
lives. Self-ID is important because it helps destigmatize disability,
and we’re heartened that participation numbers continue to increase,
as does the percentage of our workforce that has a disability (up 1.3
points from last year). Programs like Neurodiversity at Work have
helped Boeing employ neurodiverse talent in thoughtful ways. Program
participants receive ongoing coaching and support, and their teams
receive workplace education about autism, ADHD, dyslexia and other
neurological variations.
U.S. Self-ID Participation Rates
LGBTQIA+
People do their best work when they are psychologically safe and supported. Boeing
is committed to providing world-class opportunities to our LGBTQIA+ teammates,
as we are to all populations. Offering teammates the opportunity to voluntarily and
condentially self-identify (self-ID) their gender identity and sexual orientation in
the U.S. helps us better understand our workforce and support teammates through
tailored benets, recruitment and retention efforts, learning and development programs
and more.
U.S. Self-ID Participation Rates
Accessibility at Wisk’s Core
Mountain View, Calif. — Our strategic partner Wisk is developing
the world’s rst self-ying, all-electric, four-seat air taxi with accessibility
at the forefront. The Generation 6 aircraft is intended to be a service
for everyone, with a price target of $3 per mile and a number of features,
from an entry and exit designed for individuals across the mobility
spectrum, to user interfaces that accommodate people living with
hearing or vision loss.
Boeing employees Amelia Thurdekoos (left)
and Paris Garcia (right) participate in the
Out in Science, Technology, Engineering and
Mathematics Conference (oSTEM).
Gender identity participation rate
14%
Disability participation rate
40%
Sexual orientation participation rate
12%
of workforce has (or has had) a disability
7.7 %
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
10
The Boeing Talent Pipeline
A majority of our interns return to Boeing as full-time employees, and
our 2022 intern class was the most diverse in our company’s history,
with more than 50% from underrepresented backgrounds.
2022 U.S. Interns
Meet Jasmine Lehal
Renton, Wash. — During the rst half of 2022, Jasmine Lehal was a high school senior
participating in Core Plus Aerospace — a two-year manufacturing program supported
by Boeing and other aerospace companies. She was also a Boeing intern and the
rst woman to win the SkillsUSA competition, a set of tests, interviews and practical
challenges. By the second half of the year, she was a full-time 737 Assembly employee.
Data Disclaimer and Terms
This report provides visibility to the reliable data we have based on teammates’
voluntary self-identication but does not reect the full diversity of our workforce.
We’re working toward expanding self-identication outside the U.S. Additional U.S.
data is available in our 2021 EEO-1 report and later this year in our 2022 EEO-1
report. More information is also available in the data glossary.
I’ve always been up for trying out new things. My
whole high school career I explored things I found
interesting, and through Core Plus Aerospace
and interning at Boeing, I discovered my love for
airplanes, how they work and what’s put into them.”
Jasmine Lehal
737 Assembly Manufacturer
“
34.1% Minority Men
20.1% Minority Women
0.1% Minority Undisclosed*
29.9% White Men
15.1% White Women
0.7% White Undisclosed*
*Undisclosed refers to interns who chose not to declare.
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
11
Our Progress
Talent data and Boeing’s culture surveys show we are making progress
in creating an inclusive culture. In 2021, we established a set of six
aspirations we are striving to achieve by 2025. We also introduced the
Seek, Speak & Listen habits to build stronger teams, achieve better
business outcomes and strengthen a culture of inclusion.
Progress: In 2021, we set a goal to increase the Black representation rate in the U.S.
by 20% over our baseline of 6.4%. Since that time, Black representation has increased
to 7.1%, signifying a rate increase of 11%. With our continued focus, we are on track to
achieve this aspiration by the end of 2025.
Goal in action: Since Boeing and the Thurgood Marshall College Fund (TMCF) began
their partnership in 2018, we have quadrupled the number of interns — many of whom
return for a full-time position — hired through partner Historically Black Colleges and
Universities (HBCUs) and extended the company’s reach to more than 6,800 HBCU
students. In 2022, we announced a new $8 million, multiyear partnership that will
support campus recruitment initiatives, career immersion activities, TMCF Leadership
Institute programming and student scholarships through 2026.
Progress: Overall racial and ethnic minority representation increased to 35.3% in our
U.S. workforce and accounted for 47.5% of new hires (a 5-point increase from 2021) and
34.4% of promotions in 2022.
Goal in action: When recruiting, hiring and retaining new talent, we set an
enterprisewide target to ensure more of our manager and executive interview slates are
diverse and that roles are selected through a competitive process rather than direct
placement. Not only did we meet those goals, but we exceeded them: 92% of our
interview candidate slates had at least one woman or person of color in the U.S. or one
woman in countries outside the U.S., and we dramatically decreased the share of direct
placements compared to prior years. We will continue tying our success in interviewing
diverse candidate slates to incentive payouts in 2023.
Goal 2: Close representation gaps for historically
underrepresented groups
Goal 1: Increase the Black representation rate in
the U.S. by 20%
2025 Aspirations
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
12
I was encouraged to push my
boundaries and take opportunities
outside my comfort zone.”
Jaida West
Inaugural Thurgood Marshall College Fund
Scholar who is now part of the Boeing Career
Foundations Program
“
Progress: In 2022, for the second consecutive year, we saw exit rates for women, men
and teammates of all races within one point of each other.
Goal in action: The 2022 Enterprise Culture Surveys, sent to randomly selected
employees throughout the year, showed there is little difference (3 points or less)
between demographic groups in their intention to stay at Boeing for at least 12 months.
However, those early in their careers are the most likely to leave, regardless of race or
gender. We will continue our efforts to retain great talent through world-class benets,
compensation and a supportive culture and inspiring mission.
Goal 3: Achieve parity in retention rates of all groups
Progress: The Seek, Speak & Listen habits have taken hold in our culture, and
we continue to cultivate common understanding and mutual respect. But our culture
surveys tell us that many teammates feel their teams could do more to ensure
everyone feels included — and this is true across all genders and races. This is an
important indicator of psychological safety so we will continue to work at it.
Goal in action: As of March 2023, 3,300 teammates from 33 countries registered to be
Inclusion Ambassadors — individuals committed to advancing inclusion on their own
teams. These Inclusion Ambassadors join a monthly call where they learn together,
adopt new inclusion tools, share insights and commit to taking action.
Goal 4: Advance common understanding, shared
experiences and mutual respect
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
13
Progress: Men and women of different races report similar levels of psychological
safety as measured through indicators like comfort in admitting mistakes and asking
questions when they recognize tension or worry on their teams.
Goal in action: In our second year of Seek, Speak & Listen, leaders regularly gather
groups of teammates to seek ideas, input and concerns, and engage in problem-
solving. Our survey data helps identify where we need to do more to support
teammates of different backgrounds.
Progress: This is Boeing’s third annual report, and Boeing is committed to continued
sharing of our progress and responding to feedback from our teammates.
Goal in action: As we publish our annual Global Equity, Diversity & Inclusion Report,
we continue to include additional metrics such as data related to our 2022 intern
class and results from enterprise culture surveys. This work started by expanding our
self-identication options to include gender identities and sexual orientations, and it
continues as we educate employees about how understanding who our workforce is
helps us enhance support for all employees.
Goal 5: Eliminate significant differences
between the experiences of teammates from
different backgrounds
Goal 6: Report diversity metrics and
progress annually
Why These Aspirations Matter
These aspirations exist not only because they’re the right thing to do,
but also because they make us a stronger, more innovative company.
When a diverse group of people around the world is included in the
conversation, asked to lead our teams and given the support needed
to develop professionally, we make progress in our mission to protect,
connect and explore our world and beyond.
Enterprise Culture Surveys 2022 (U.S.)
“I feel comfortable admitting (or telling people) when I make
a mistake.”
Men of color
(U.S.)
White men
(U.S.)
Women of color
(U.S.)
White women
(U.S.)
86% 90% 86% 88%
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
14
Our Stories
Seek, Speak & Listen
Two years after introducing the Seek, Speak & Listen habits, we’ve heard from
teammates how “going back to basics” has helped them connect with each other and
deliver better results. The habits are how we work together to create and sustain a
psychologically safe environment where people feel comfortable bringing their whole
selves to work and speaking up to achieve our shared goals. While “seek” and “listen”
are regularly used, “speak” is still a habit we need to encourage employees to practice.
One of the ways we’re working on this is by ensuring managers act on what they hear
from their teams.
When our environment encourages everyone to voice their perspective, bring issues to
light, seek and receive feedback, and feel heard by their leadership, we improve not only
the employee experience, but also product quality and stability. Issues get identied and
xed early, our products are better and we’re smarter about serving our customers.
Seek, Speak & Listen helps every
teammate feel heard, cared for and
psychologically safe. That’s why we’ll
continue to seek and listen to each
unique voice.”
Mike D’Ambrose
Chief Human Resources Ofcer and
Executive Vice President of Human Resources
“
Enterprise Culture Surveys 2022 (U.S.)
“When I sense tension or worry on my team, I ask questions to
learn more.”
Men of color
(U.S.)
White men
(U.S.)
Women of color
(U.S.)
White women
(U.S.)
78% 79% 78% 80%
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
15
Inclusion in Action Around the World
San Antonio, United States: Tooling Made Efficient
The foundation of inclusion is psychological safety, and this means teammates
feel safe to speak up and leaders listen and act — often establishing better ways
to perform day-to-day tasks. Tool accountability is crucial for the San Antonio site,
which performs maintenance and repairs for programs including the C-17, F-15 and
F/A-18. When teammates and leaders practiced the Seek, Speak & Listen habits
together, they identied process inefciencies, and ergonomic and safety risks
related to the Tool Control Area. As a result, they installed new lighting, improved
the space’s ergonomic ow and made efciency improvements like inventory
management system training.
Dubai, United Arab Emirates: Removing Barriers
Vini Maskun, a Boeing eld service representative in Dubai and previously in Jakarta,
Indonesia, has worked on 20 airplane types over her 25-year aerospace career — and
as a woman, her experience also includes overcoming bias in the workplace. Early in
her career, she encountered male colleagues who ignored her technical inputs because
they assumed she didn’t understand the aircraft. Today she uses Seek, Speak & Listen to
deliberately ask the opinion of those who might go unnoticed in the room.
It’s important for me to lift all voices in the team
regardless of their gender or personality types.
Seek, Speak & Listen gives me the courage to
question behaviors that aren’t right, and I wish
I had known about these habits when I was
starting my career.”
Vini Maskun
Boeing Field Service Representative
“
Hector Villarreal (left), Olga Ortiz (center) and
Jose Saenz (right) worked on the team that
helped to produce an accurate tool inventory
and led training on the inventory management
system for the San Antonio site.
Vini Maskun, a Boeing eld
service representative, uses
Seek, Speak & Listen to ask
for input from her teammates.
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
16
Saudi Arabia: Envisioning a More Diverse Workforce
Boeing’s ofce in Saudi Arabia has doubled representation of women over the past six
years in line with Saudi Arabia’s Vision 2030, which aims to increase gender diversity
in the country’s workforce. In support of its increasingly gender-diverse workplace,
the Boeing team in Saudi Arabia introduced a gender communication workshop to
promote teamwork. In addition, Boeing continues to promote workforce diversity locally
by partnering with nonprots that help women from underserved communities join the
labor market, and by funding research with Saudi universities such as Princess Nourah
Bint Abdulrahman University, the largest all-women university in the world.
United Kingdom: A Tale of Two Internships
Boeing partnered with Leonard Cheshire and Ambitious About Autism to pilot two
internship programs that placed participants with a disability on a team within Boeing
UK. The partnership between Boeing UK, Leonard Cheshire and Ambitious about
Autism increases awareness and understanding of autism and other disabilities
amongst employees, while also providing a dedicated and experienced support team in
the preparation, delivery and conclusion of hiring an intern. The partnership will continue
throughout 2023 to increase the number of internships following positive feedback from
both interns and hiring managers.
Vietnam and Japan: Gender Workshops Inspire Action
In partnership with the Boeing Women Inspiring Leadership Business Resource Group,
supplier Mitsubishi Heavy Industries hosted workshops in Vietnam and Japan to
increase awareness of gender gaps and inspire leaders to take ownership of equity
in the workplace. After the success of the workshops, both companies have agreed
to collaborate on more events in 2023, including quarterly roundtable discussions, to
continue to “break the bias.”
Participants at a Mitsubishi Heavy Industries workshop in Vietnam
learned about gender gaps and biases that hamper diversity across
workplaces. (Participants wore masks in compliance with local
COVID-19 regulations.)
Boeing is a global team, and
diversity is our core. It’s incredibly
powerful to see associates at one of
our most important suppliers in the
world embrace it with us.”
Will Shaffer
President, Boeing Japan
“
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
17
Culture of Inclusion
At its core, inclusion is about care. It’s about caring for the person next to you, no
matter your differences. That’s why we begin by cultivating a culture of care and trust,
a culture that meets people where they are and supports them in achieving their goals.
Over the past 25 years, Boeing has invested almost $2 billion in tuition assistance
for its employees through the Learning Together Program, which employees have
used to complete 18,000 degrees, professional certications and ight incentives. In
2022, we continued our legacy of providing employees with comprehensive benets
and programs designed to meet their needs as their careers grow and lives change.
Through our external partnerships and feedback gathered from our business
resource groups, we found more ways to support all employees that make them
feel understood and included.
Support Outside of Work
Better Living Through Coaching
Coaching makes a difference. In 2022, we provided a new emotional well-being
coaching benet to employees outside the U.S., with no cost to the employee, to help
users improve emotional well-being, navigate change and have better work-life balance.
Users have access — anytime and anywhere — to condential one-on-one coaching
in more than 60 languages. Coaching services also provide science-backed tools and
workshops to help teammates achieve their full potential.
Growing and Supporting Families
In 2022, most Boeing-sponsored medical plans began to include fertility benets, and
all employees have access to Boeing’s Surrogacy Assistance Program and Adoption
Assistance Program. We also added the Transgender & Intersex Management Advocacy
Program to our already extensive Total Rewards package, which connects employees
and dependents who are transgender, nonbinary or intersex with resources and tailored
health care.
Supporting education makes impacts beyond Boeing
Everett, Wash. — Providing resources for employees’ education goals
not only benets Boeing — it can change the world.
Dr. Nixon Opondo, a process and quality engineer, began his career
as a licensed aircraft and power plant mechanic. Using the Learning
Together Program, which provides tuition assistance for eligible
employees pursuing college degrees, he graduated in 2022 as a Doctor
of Technology, his second doctorate degree and sixth degree overall.
While working on his doctoral studies focusing on emerging technological
trends in lower limb prosthetic devices, Dr. Opondo was diagnosed
with a serious medical condition, making him a prosthetic device user
himself just two weeks after graduation. He hopes to advance the use
of technologies for people with limb disabilities, particularly in remote
communities like the one he grew up in, in Western Kenya.
What kind of impact can I make with the knowledge
I have? To start, I want to improve human interaction
with technology, resulting in a better quality of life.”
Dr. Nixon Opondo
Process Quality Engineer,
Boeing Global Services
“
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
18
On-the-job Development
Finding Talent Beyond the Resume
Created in early 2022, the Boeing Technical Apprenticeship Program (BTAP) attracts
people from different career experiences and backgrounds into elds where talent is
urgently needed (such as cybersecurity), and provides them with on-the-job learning
and opportunities to earn digital credentials and certications that can be used across
industries. Supported by the U.S. Economic Development Administration’s Good Jobs
Challenge grant and Department of Labor Ofce of Apprenticeship, BTAP will continue
expanding throughout 2023.
Building Skills in Future Leadership
Ridley Park, Pa., and Mesa, Ariz. — The rst Philadelphia and Mesa Leadership
Development and Diversity Cohort graduated in 2022, with plans to continue and
expand. This program was developed in response to employee feedback about the
Black experience and provides participants of all races and ethnicities with a year of
curriculum and mentoring meant to prepare them for leadership positions — 36% of
participants were promoted during or after the program, and 32% were offered new
development opportunities to grow within the company.
From Mentorship to Mutual Partnership
Bengaluru, India — Dr. Kishora Shetty, Associate Technical Fellow, created the Diverse
and Reverse Mentorship program aimed to improve the diversity of mentorship and
facilitate cross-cultural, gender and generational dialogue. By reshaping traditional
mentor-mentee relationships into mutually supportive partnerships, Dr. Shetty has
promoted equality, inclusiveness and a growth mindset in over 1,000 members from
nine countries.
Allyship Results in Achievement
Michoud, La. — When Lauren Murphy — at the time a summer intern
— came out at work, her site support sponsor, Oliver Duvernay, went
on a personal development journey to better understand her experience
and support other employees going through the same thing. Together,
they not only found mutual ground of sharing life’s experiences, but also
partnered, designed and launched a new internal website to enhance
employees’ experience with site-specic resources.
Every day, Lauren brought a level of energy,
execution, willingness to bring solutions, and never
shied away from her true self. Five years later, I call
her my colleague and friend.”
Oliver Duvernay
Executive Assistant, Boeing Space & Launch
Oliver was an ally to me, and his compassion not
only made me feel comfortable bringing my whole
self to work, but also made me pursue a full-time
opportunity at the company.”
Lauren Murphy
Human Resources, Boeing Commercial Airplanes
There is no mentor-mentee relationship: It’s a mentor-mentor
relationship. Both learn from each other.”
Dr. Kishora Shetty
Associate Technical Fellow, Boeing Research & Technology
“
“
“
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
19
15,350+
members around the world
Up from 13,005 members in 2021
530+
new members outside the U.S.
Up from 226 new members outside the U.S. in 2021
176
total chapters around the world
Up from 151 total chapters around the world in 2021
28
chapters outside the U.S.
Up from 22 chapters outside the U.S. in 2021
Business Resource Group Impact
Our nine employee Business Resource Groups (BRGs) help us fulll Boeing’s
commitment to advance inclusion, develop diverse talent and strengthen business
insights. BRGs are voluntary, employee-driven groups that are committed to enriching
and strengthening Boeing’s culture through their communities and allies. Teammates
voluntarily lead the BRGs, and in 2022, we began recognizing enterprise BRG ofcers
with restricted stock units.
Meet the Equity & Inclusion Council
In 2022, we integrated our Racial Equity Task Force and Business Resource Groups to
create a sustainable, streamlined model focused on equity and inclusion for all while
continuing to combat racism. The Council comprises Executive Council leaders who
champion our BRGs and the nine BRG enterprise presidents who amplify the voices of
many teammates around the globe. Together, they mobilize change by raising issues,
suggesting solutions and working together to ensure that all teammates have a voice.
In 2022, our Business Resource Groups continued to
grow and increase their impact:
Zaina Alheijin, a
Boeing Saudi Arabia
employee, leads the BWIL
Middle East chapter.
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
20
Empowering Our Communities
Community support is critical to our equity, diversity and inclusion
efforts. Our Global Engagement pillars focus on serving our homes, our
heroes and our future.
By the Numbers:
•
$13.3M across 116 grants in support of veterans programs in 2022
• $6M to humanitarian relief and recovery efforts globally in 2022
o Boeing and its employees — with a boost from the Boeing
Gift Match Program — donated more than $3M to support
humanitarian response efforts in Ukraine
• Employees on their own (and sometimes with a company match)
donated $63M and 366,000 volunteer hours to charitable causes
in 2022
• $11M to racial equity and social justice causes in 2022, and $30M
to organizations since we announced our commitment to racial
equity in 2020
• 2.2M young women and girls empowered by STEM education
community programs, grants and sponsorships in 2022
Indigenous Community Outreach
Winnipeg, Manitoba — Boeing teammates in Winnipeg, Canada,
completed meaningful awareness training in response to local
government recommendations. Inclusion requires more than awareness,
however — teammates also provided sandwiches to indigenous-led
community patrols that they then delivered to underserved inner-city
communities. The Winnipeg team also plans on restoring a piece of
prairie land next to the facility starting in spring 2023.
Supporting Ukrainian Employees
During Relocation
Gdansk, Poland — In April 2022, Boeing offered all Ukrainian employees the option
to relocate during the war. Hanna Dushyna, a nance employee, made the difcult
decision to go to Poland with her mother, leaving behind her husband so that she
could have their baby in a safe environment. When she arrived, Boeing’s Gdansk team
organized a baby shower for her, provided her with childcare supplies and made sure
she felt welcome before going on maternity leave. While she was out on leave, Boeing
was able to hire a family member of another Ukrainian colleague who had traveled to
Poland at the same time.
No one was ready for a situation like this, but I want to thank
all employees in Poland, Ukraine, Germany, the Netherlands,
the U.S. and beyond for their support. I’m grateful to Boeing for
the support with housing and for the opportunity for continued
employment during this difficult period.”
Hanna Dushyna
International Finance Accountant
“
Hanna Dushyna (left)
celebrates at a baby shower
thrown by her co-workers in
Gdansk, Poland
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
21
Recognition
At Boeing, we strive every day to be as equitable, diverse and inclusive a company
as we can be. This ambitious vision requires daily commitment and effort, and we’re
honored that our teammates have been recognized by external organizations for
their efforts.
Awards
•
2023 DiversityInc rankings:
o #12 Top 50 Companies for Diversity
o #1 of 16 Top Companies for Veterans
o #7 of 22 Top Companies for People With Disabilities
o #11 of 25 Top Companies for Executive Diversity Councils
o #11 of 22 Top companies for Mentoring
o #12 of 25 Top Companies for Talent Acquisition for Women of Color
o #16 of 22 Top Companies for Sponsorship
o #18 of 25 Top Companies for Environmental, Social & Governance
o #20 of 27 Top Companies for Board of Directors
o #21 of 23 Top Companies for Native American/Pacic Islander Executives
o #26 of 28 Top Companies for Black Executives
• Inclusion in Bloomberg’s 2023 Gender-Equality Index
• 2022 U.S. Department of Labor Hire Vets Medallion - HIRE Vets Platinum
Medallion Award
• #11 on the 2022 Military Times Best For Vets, ahead of all other aerospace and
defense companies
• #8 on the 2023 Military Friendly Employer list’s >$5B category
• #10 on Forbes’ America’s Best Employers for Veterans 2022 list
• #12 on Woman Engineer Magazine’s annual Top 50 Employers list in 2022
• 100% on the DisabilityIn - Disability Employment Index for the seventh consecutive
year in 2022
• 100% on the 2022 Corporate Equality Index - Human Capital Index
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
22
Conclusion
As we look at the data and stories from 2022, we are empowered by
Boeing’s progress and energized to continue working to achieve our
2025 goals. Our aspiration to be among the most equitable, diverse
and inclusive companies requires everyone to take part in creating a
workplace where every teammate can grow, thrive and build a better
future together.
In 2023, we will prioritize:
• Taking action with the Seek, Speak & Listen habits so teams
build the psychological safety and strength crucial to achieving
business outcomes.
• Promoting equitable hiring practices and incentivizing diverse
candidate slates.
• Continuing the globalization of practices that respect our local
communities and bring together employees around the world.
Help us advance equity,
diversity and inclusion for all,
by all. Join the conversation
using #TeamBoeing.
2023 Boeing Global
Equity, Diversity &
Inclusion Report
Our People
Our Data
Our Progress
Our Stories
Seek, Speak & Listen
Inclusion in Action
Around the World
Empowering Our
Communities
Recognition
Conclusion
23