Global Equity,
Diversity & Inclusion
2023 Report
2023 Global Equity,
Diversity & Inclusion
2023 Report
“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."
Sara Bowen
Vice President, Global Equity,
Diversity & Inclusion, Talent Intelligence and Employee Listening
“ 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 & CEOWho We Are
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.
156,000
Employees47
Nationalities65
CountriesOur 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 also to ensuring a robust and diverse pipeline of talent for generations to come.
“ 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 OfficerExecutive Vice President, Human Resources
2025 Aspirations
Goal 1: Increase the Black representation rate in the U.S. by 20%.
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 2: Close representation gaps for historically underrepresented groups.
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 3: Achieve parity in retention rates of all groups.
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 4: Advance common understanding, shared experiences and mutual respect.
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 5: Eliminate significant differences between the experiences of teammates from different backgrounds.
Progress
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.
Goal 6: Report diversity metrics and progress annually.
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.
“ I was encouraged to push my boundaries and take opportunities outside my comfort zone.”
Jaida West
Inaugural Thurgood Marshall College Fund Scholar, now part of theBoeing Career Foundations Program
San Antonio, United States: Tooling Made Efficient
March 25, 2022 in
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. When the San Antonio tooling team practiced the Seek, Speak & Listen habits together, they improved process inefficiencies and fixed ergonomic and safety risks.
READ MORE IN THE REPORT
Dubai, United Arab Emirates: Removing Barriers
Vini Maskun, a Boeing field service representative in Dubai, has worked on 20 airplane types over her 25-year aerospace career. 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.
READ MORE IN THE REPORT
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.
READ MORE IN THE REPORT“ Boeing is a company that stimulates people to speak by knowing they will be heard, and not only accepting us for who we are, but also valuing us for it. It is great to know that when I am not with my kids, I am still building the society I want for future generations.”
Juliana Pavao
Director, Government Affairs, Latin America & CaribbeanOur Opportunities
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