“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."
David CalhounBoeing President & CEO
Boeing’s greatest asset is its people, with roughly 156,000 teammates representing 47 nationalities in 65 countries around the globe.
In 2022, we continued toward our goal of making Boeing’s team more reflective 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 for 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.
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 also to ensuring a robust and diverse pipeline of talent for generations to come.
Mike D’AmbroseChief Human Resources Officer
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.
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.
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.
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.
Men and women of different races report similar levels of psychological safety as measured through indicators like comfort admitting mistakes and asking questions when they recognize tension or worry on their teams.
This is Boeing’s third annual report, and Boeing is committed to continued sharing of our progress and responding to feedback from our teammates.
Jaida WestInaugural Thurgood Marshall College Fund Scholar, now part of the
Juliana PavaoDirector, Government Affairs, Latin America & Caribbean