The first National Day for Truth and Reconciliation included a workshop exploring the relationship between Indigenous and non-Indigenous people and launched the first international Boeing Employees Indigenous Network chapter.
Partnerships and over $24 million spent with Indigenous suppliers since 2009 strengthen sovereign capability. Training for leaders and Indigenous Liaison Officers supports Aboriginal and Torres Strait Islander employees.
Valuing all abilities
Partnering with King Salman Center for Disability Research, we will deploy a disability inclusion plan and training in the Middle East and Africa to build awareness and bridge societal gaps.
Improving workplace culture
We embraced SS&L habits by convening a diverse group of leaders to share feedback, provide input on site communications and processes, impact workplace culture and increase employee engagement.
Collaboration with schools and local programs drove progress in three of five job groups that are focus areas for minority representation and in one of four job groups that are focus areas for gender representation.
Building inclusive behaviors
With expanded recruitment efforts and continued investments in a high school manufacturing program for diverse students, there has been an increase in female (0.6 points) and racial/ethnic minority representation (2.2 points).
Supporting future talent
Diverse leaders participated in the Best Team and Talent program, with a promotion rate around 40% for participants. Partnerships and investments in schools and STEM education through the DreamLearners program continues.
Hiring and retaining women
Women hires increased from 28% to 34% in 2021, there was a 14-point improvement in comfort speaking up after Seek, Speak & Listen launched. 53% growth in inclusion ambassador network to build a more welcoming community.