Boeing Policy on Equal Employment Opportunity andAffirmative Action
The Boeing Company is committed to providing a workplace free of discrimination, harassmentand retaliation. Boeing is also a federal contractor subject to Executive Order 11246, Section 4212
of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (“VEVRAA”) andSection 503 of the Rehabilitation Act of 1973, as amended (“Section 503”). As such, Boeing iscommitted to taking affirmative steps to promote the employment and advancement of minorities,
women, persons with disabilities, and protected veterans. Boeing has developed and implemented
Affirmative Action programs to further support its commitment to the principle of equal employment
opportunity. Boeing provides reasonable accommodation to the known physical or mental
limitations of an otherwise qualified employee or applicant for employment, unless theaccommodation would impose undue hardship on the operation of the company’s business.
At a minimum, Boeing expects all of its employees to comply with the principles and spirit of ourEqual Employment Opportunity (EEO) and Affirmative Action commitments. To ensure theseprinciples are fully understood and applied with consistency throughout our global enterprise,
Boeing adopted POL-2, Advancing the Boeing Vision. This policy which applies to applicants aswell as employees, mandates that all terms and conditions of employment (including recruiting,training, hiring, transfers, promotions, terminations, compensation, and benefits in all job titles) be
administered without regard to race, color, religion, national origin, gender, sexual orientation,
gender identity, age, physical or mental disability, genetic factors, or military/veteran status.
Discrimination against or intimidation of any person based on any of these factors is strictly
prohibited.
Employees and applicants shall not be subjected to discrimination, harassment, intimidation,threats, coercion, or discrimination because they have engaged in or may engage in any of thefollowing activities:•Filing a complaint.

•Assisting or participating in an investigation, compliance review, hearing, or any other activity related
to the administration of Section 503 of the Rehabilitation Act of 1973, as amended (Section 503), orits implementing regulations, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974
(VEVRAA), as amended, or its implementing regulations, or any other federal, state, or local law
requiring equal opportunity for individuals with disabilities or protected veterans.

•Opposing any act or practice made unlawful by Section 503, VEVRAA, their implementing
regulations, or any other federal, state, or local law requiring equal opportunity for individuals withdisabilities or protected veterans.

•Exercising any other right protected by Section 503, VEVRAA, or their implementing regulations.

Boeing expects all leaders to comply with the company's EEO and Affirmative Action policies.
Leaders are required to understand POL-2 and immediately report any discrimination issues thatarise. All complaints will be thoroughly investigated and appropriate corrective action—up to andincluding discharge—will be taken where indicated. Retaliation or harassment against anyemployee (or applicant) involved in the filing, investigation, or resolution of a discrimination
complaint will not be tolerated.
Boeing’s Corporate Global Equity, Diversity and Inclusion (GEDI) office has oversight of thedevelopment and implementation of the company's EEO and Affirmative Action (AA) programs.
GDI, which is responsible for ensuring the implementation of affirmative action program activities,
continually monitors progress and takes steps to ensure success. Boeing's AA programs

Copyright © 2021 Boeing. All rights reserved. BOEING is a trademark of Boeing Management Company.

for individuals with disabilities and protected veterans are available for review by any employee orapplicant for employment upon request, which may be made by sending an email to: GRP GDI
Affirmative Action at any time.
If you have questions about these policies and their implementation, or believe that the company's
Equal Employment Opportunity and Affirmative Action policies have been violated, you should
immediately contact a manager, or Human Resources representative. You may also call the Ethics
Line at - 1-888-970-7171.

Pay Transparency Policy Statement
The Boeing Company will not discharge or in any other manner discriminate against
employees or applicants because they have inquired about, discussed, or disclosed theirown pay or the pay of another employee or applicant. However, employees who haveaccess to the compensation information of other employees or applicants as a part of theiressential job functions cannot disclose the pay of other employees or applicants toindividuals who do not otherwise have access to compensation information, unless thedisclosure is (a) in response to a formal complaint or charge, (b) in furtherance of aninvestigation, proceeding, hearing, or action, including an investigation conducted by thecompany, or (c) consistent with the company’s legal duty to furnish information.

Maintaining an Environment Free from Workplace andSexual Harassment
The Boeing Company is committed to creating a harassment-free work environment toensure all Boeing employees work in an atmosphere free of abuse or intimidation.
Boeing has established policies and procedures mandating a work environment free fromdiscrimination and harassment (POL-2 and PRO- 4332). These policies prohibit harassment
including sexual or sex (gender) – based harassment or discrimination based on the race,color, religion, national origin, gender, sexual orientation, gender identity, age, disability,
genetic factors, or military/veteran status of employees or applicants.
Discrimination or harassment based on any of the above factors is prohibited, as isretaliation against a person who has made a complaint or given information regarding
possible violations of these policies. Harassment can include offensive language, graffiti,slurs, jokes, threats or intimidation directed toward members of a particular group. Sexual
harassment—which is one type of harassment—can include inappropriate touching,unwelcomed sexual advances, provocative posters and pictures, and e-mail jokes or pictureswith gender-based content. Employees who engage in behavior that violates these policies
will be subject to corrective action, up to and including discharge.
Every employee is responsible for maintaining a harassment-free work environment.
Employees are expected and encouraged to immediately report any possible violations ofthese policies or complaints of discrimination to a manager, Human Resources
representative or the Ethics Line at 1-888-970-7171.
All complaints regarding violations of these policies will be thoroughly investigated, andappropriate corrective action will be taken. Retaliation for filing a complaint or cooperatingwith an investigation is strictly prohibited and will not be tolerated. All leaders are required tosupport our commitment to a harassment-free work environment by preventing andaddressing discrimination and harassment. Leaders should understand and communicate
Boeing policies and procedures, identify potential problems, and implement effective
corrective action when indicated.