Forward.
Together.
2023 Diversity,
Equity, and Inclusion
Annual ReportTable of Contents
04 Letter from Lorenzo Simonelli
05 About Baker Hughes
06 Welcome from our Executive Vice President,
People, Communications & Transformation
08 Inclusion in Action

22023 Diversity, Equity, and Inclusion Annual Report10

Diversity, Equity, and Inclusion Framework

16

Global Points of Progress18

Employee Resource Groups Driving Engagement

26

Baker Hughes by the Numbers

28

Celebrating our Successes

Letter fromLorenzo Simonelli
Chairman, President, and Chief Executive Officer

About Baker Hughes

Baker Hughes (NASDAQ: BKR) is an energy technology company thatprovides solutions to energy and industrial customers worldwide. Built ona century of experience and conducting business in over 120 countries, ourinnovative technologies and services are taking energy forward – making it
safer, cleaner and more efficient for people and the planet.
Visit us at bakerhughes.com

At Baker Hughes, we believe unique ideas and perspectives fuelinnovation and our differences make us stronger. We recognize
the importance of diverse teams, an equitable workplace, andan inclusive culture in driving innovation and competitiveness, asboth are critical to our business success and our mission of taking
energy forward for our customers and the industry.
As a leading energy technology company, we hold leadershipaccountable for integrating DEI principles into their respective
parts of the business. Our enterprise-wide strategy allows us tomeasure the outcomes and progress of our DEI efforts, assign
goals, develop accountability, and ensure transparency.
We are honored to share Baker Hughes’ progress in the 2023 DEI
Annual Report. We are proud of our progress, and we are excited
for what’s to come.

42023 Diversity, Equity, and Inclusion Annual ReportWelcome from our
Executive Vice President,
People, Communications& Transformation
Deanna JonesAt Baker Hughes, we believe our continued commitment
to fostering a diverse, equitable, and inclusive
organization is fundamentally critical to our success.
We are confident that the diversity of our people and a
dedicated focus on an inclusive culture will enable us tocontinue to drive innovation, operational effectiveness,and strong financial performance as we move throughthe energy transition.
Our mission of People First, Energy Forward recognizes
that our people are the key to achieving our visionof a cleaner energy future for everyone. This mission
enabled Baker Hughes to make considerable progress
across our five DEI strategic goals that include Diverse
Workforce, Inclusive Culture, Supplier Diversity, Customer
Relationships, and Community Partnerships.
We are honored to share the 2023 Baker Hughes Diversity,
Equity, and Inclusion (DEI) annual report, a continued

62023 Diversity, Equity, and Inclusion Annual Reportdemonstration of our commitment to driving scalable
and sustainable DEI impact. This report highlights our
key accomplishments, our people and our culture, andthe stories of our employees globally who made our
successes throughout 2023 possible.
As you read the report, we hope you can sense theteamwork, resilience, and workplace culture that enabled
Baker Hughes to accomplish remarkable things together.
Our commitment to our mission of People First, Energy
Forward remains at the forefront.
Thank you to the employees, customers, andcommunities that have enabled our success. Together
we are taking energy forward.

Inclusion in Action
10 ways we harnessed the powerof culture to redefine what’s possible

1

Engaged with our customers through shared eventsand discussions about our mutual commitment to DEI

2

Hosted open mic sessions on transgenderand non‑binary awareness3

Implemented equitable parental
leave policy in 42 countries

4

Increased focus on Indigenous
people in Canada and Australia

5

Developed CORE Strengths Inclusive
Leadership learning track

6

Created #LetsTalkCulture sessions
featuring Baker Hughes executives

7

Hosted CORE workshops on inclusive leadership,unconscious bias, and cultural intelligence8

Conducted Culture & Inclusion
survey in 10 languages

9

Participated in the 2023 World Economic
Forum’s Growth Summit

10

Hosted three Supplier
Diversity Days

Baker Hughes launches#LetsTalkCulture series

At Baker Hughes, culture is at the heart of everything we do. We recognize that culture is how we
perform, how we communicate, how we treat each other, how we show up each day, and somuch more.
In 2023, as part of our continued mission to foster an engaged, inclusive culture where everyone
feels respected, valued, and heard, Baker Hughes launched our #LetsTalkCulture series.
Featuring Baker Hughes executives, the #LetsTalkCulture series brings together employees fromaround the globe to learn more about how our leaders are embedding culture into their teams.
Our first two sessions, co-hosted by our Diversity, Equity & Inclusion and Leadership Development
teams, featured what a culture of inclusion really means for an organization, and how leadershipis a critical contributor to a company’s culture.
Throughout the sessions, the speakers discussed the ways they define leadership, what behaviors
leaders need to role-model every day, and how we are all leaders – regardless of whether wehave direct reports.
We look forward to continuing our #LetsTalkCulture series with topics including communications,change management, talent rewards, and more.

“Our ability to deliver our strategy lies in the leadershipof our people. It’s the behaviors amongst ourselvesthat will drive our success and will shape our culture.
Everything comes back to us; what we do and how we
do it matters, and reaching excellence is somethingthat we do together.”
PAZ ROQUEEnterprise Talent & Learning Director

82023 Diversity, Equity, and Inclusion Annual ReportDiversity, Equity &Inclusion Strategic Goals
Our commitment

We’re shaping the future of the energy industry—and that future
belongs to all of us. We believe unique ideas and perspectives fuelinnovation and our differences make us stronger.
Together we’re taking energy forward.

Fivefoundational
goals

Diverseworkforce
Ensure we have accessto and support diverse
pipelines of talent andprioritize development
and retention

102023 Diversity, Equity, and Inclusion Annual Report

Cultivate a culture andenvironment where
everyone feels they
belong and can thriveand contribute

Inclusive
cultureCustomer
relationships
Bring maximum value
to our customers,channels, and local
partners, enabling allof us to win, grow, andtake energy forward

Support and build strong
partnerships with adiverse array of local
and global suppliers thatshare our values

Supplier
diversity

Community
partnerships
Support and begood stewards in thecommunities where we
conduct businessbecome architects of their own careers, while increasing theirconfidence, self-awareness, and executive presence throughtailored, cross-functional engagements and senior mentorship.
Baker Hughes’ CULTIVATE program is a 12-month program
dedicated to high-potential females. CULTIVATE’s mission is tobuild a female leadership pipeline with a focus on inclusionand diversity and accelerating the development of leadershipskills. The CULTIVATE program helps strong female talent

In Q1 2023, approximately 200 participants graduated from theClass of 2022 (Feb 2022-Feb 2023). Our Class of 2023 kicked off
with enhanced support from Baker Hughes’ DEI team and theopportunity to meet with Lorenzo Simonelli and Deanna Jones
to share their personal experiences and commitment toBaker Hughes’ DEI initiatives.

Diverse Workforce
Ensure we have access to and support diverse
pipelines of talent and prioritize development
and retention

Ensuring HSE support for women in the field

Baker Hughes’ Drilling Services team in Argentina successfully executed their first job
comprised of an all-female field personnel team. The team included Karina Ayala,
Field Engineer I - LWD; Ivana Moyano, Field Engineer I - LWD/DD; and Roxana Carrera,
Field Specialist - LWD/DD.
To ensure that this first all-female job was successful, the team in Argentina spoke
to Baker Hughes female engineers to better understand the needs of women in thefield. The team then sought out safer and equal conditions to guarantee the safetyof these women.
As a result, the assembly maintenance overhaul (AMO) surface team, with support
from Operations, made the following modifications:• Purchased hand trucks to transport heavy equipment, including cables,
equipment, spools, etc.
• Provided step ladders enabling easier access to hard-to-reach areas.
• Modified the design of ditch magnets used to make them lighter and more easilytransportable
In addition to the above enhancements, the Argentina team also provided:• High impact gloves tailored to fit women to help prevent the occurrence ofhand injuries• Field trailers, including restrooms and private rooms for changing, for the
exclusive use of women (where the location can accommodate it)“Baker Hughes is supporting the inclusion of women in
the field by creating and providing tools and equipmentthat allow us to carry out our work safely, take care of ourhealth, and avoid the need to make unnecessary effort.”
IVANA MOYANO
Field Engineer I - LWD/DD
12

2023 Diversity, Equity, and Inclusion Annual Report

Inclusive Culture

Cultivate a culture and environment where everyone feels they
belong and can thrive and contribute —including our Employee
Resource Groups and Communities of Interest, which are open to
all Baker Hughes employees

ENSC region brings DEI to the forefront
with a dedicated week of events

Employees in the Europe, North Sea, and Caspian (ENSC) region were proud to highlight ourDiversity, Equity, and Inclusion efforts as part of a dedicated DEI week.
A series of virtual and in-person events were organized by the OFSE DEI committee andvolunteers throughout the region, including a customer panel session featuring representatives
from Equinor, TotalEnergies, and Shell discussing how they are driving DEI in their own
organizations.
In-region Employee Resource Groups (ERG) and Communities of Interest (COI) such as Black
Employee Network (BEN), Enabled, Multicultural, Pride@Work, Veterans, Women’s Network, STEM
UK, Living Well, and Parenting Tribe brought employees together to showcase their collective
mission, the benefits of membership, and success stories from around the world.
There were also sessions hosted by local experts focusing on prominent issues including
inclusive leadership, supplier diversity, mental health first aider training, and how to build adiverse workforce for the future.
For the first time, employees had the opportunity to pitch directly to OFSE ENSC Vice President
Abdou Beloucif for funding to support a new DEI initiative as part of a ‘Shark Tank’ event. The
STEM UK and the Living Well COIs were announced as joint winners of the funding, with proposals
to invest in Lean Manufacturing Principles Legos for engagement with local schools, and “AreYou OK?” hard hats to support mental health conversations.
During the closing ceremony, winners of the ENSC DEI Awards were announced:•
ERG/COI Leadership Award - Kris Krishna•
ERG/COI Impact Award - The Parenting Tribe“It was fantastic to see so many of•Innovative approach to DEI Award - Felixreal
our employees getting involved andTabendasupporting the events. As a team, we
The region was proud to host a week of activities
are committed to supporting DEI and
we look forward to building on the week,that promoted the region’s initiatives, provided
sharing more of our employees’ stories,
information on how to volunteer, created thoughtcelebrating our successes, and continuing
provoking conversations about the many aspects
to drive an inclusive culture in our region.”of DEI, and brought employees together in
ABDOU BELOUCIF
meaningful ways.
OFSE ENSC VPCustomer Relationships
Bring maximum value to our customers, channels,
and local partners, enabling all of us to win, grow,and take energy forward

Women’s Network Joint Customer
Event, with Chevron’s Women’s
Employee Network

Approximately 50 employees from Chevron and Baker Hughes
gathered in Chevron’s Houston offices for a joint Women’s Network
event that was also livestreamed to over 100 attendees from bothorganizations. Four leaders, two from each company, discussed
the topic ‘OWN Your Career: a Session on Navigating Priorities’ andcandidly shared their advice and experience on how to navigate
priorities professionally and personally.
Chevron is a key strategic customer for Baker Hughes with anestablished business relationship spanning Baker Hughes’ entire
global business. The alignment of Chevron and Baker Hughes’
employee resource groups has contributed to the strength ofthe partnership, taking it beyond the typical customer-supplier
relationship. This event, a result of collaboration and planning,brought together the women’s networks from both companies for anafternoon of discussions, networking, and collaboration.
A few key takeaways from the event included:• Understand your non-negotiables• Take time for self-reflection• Understand if you are dealing with a glass ball or a rubber ball
• Have transparent conversations• Grant yourself grace• Push boundaries
Joint ERG initiatives are at the center of the broader collaboration that
Baker Hughes’ Executive Vice President of People, Communications &Transformation is promoting in alignment with Chevron’s Diversity andInclusion Officer. This is the beginning of many more collaborations to
come!
14

2023 Diversity, Equity, and Inclusion Annual Report“Attending the joint Chevron/Baker Hughes
Women’s Network event was an empowering
feeling. It was comforting to know thatwomen of different ages, backgrounds, andcompanies are all still working on juggling
family, work, personal health, and otherpriorities like I am. The women from both
Chevron and Baker Hughes shared personal
stories and incredible advice that I have now
applied to my own life when managing mypriorities or high stress situations.”
MEGAN ALTHOFF
Valves Commercial Application Engineer

Baker Hughes and Shell: Inclusive
Leadership and the importance of
putting people first

Baker Hughes was honored to participate in ’Inclusion Day’, the first DEI
effort of its kind sponsored by Shell. The topic attracted a great deal ofinterest from the global DEI community with a room full of in-person
attendees at Shell’s west Houston campus and more than 900 employees
joining online.
Baker Hughes introduced the idea for an inclusion day with Shell as aunique opportunity to engage with one of our global key accounts. Toby
Begnaud, SVP of Global Sales & Commercial for OFSE, joined a thoughtprovoking conversation with other leaders from a variety of industries to
examine what inclusion means in the workplace and how to embrace it.
In an era of ’cancel culture’, the panel agreed that addressing issues in the
moment tends to be more memorable and impactful than having broad
diversity training after-the-fact. They encouraged the audience to speak
up as allies for those who might otherwise go unheard, extend grace toothers, and have the courage to have difficult conversations. The goal is tointerrupt the pattern and stop exclusion from being continued or repeated.
While it may be more challenging to collaborate in today’s hybrid
workplace, the panelists confirmed the benefits of inclusion are worthwhile
and rewarding. The hope is that with a foundation of trust and respect, any
conflicts that arise in the future can be resolved quickly and easily.

“Inclusion is a deliberate action thattakes courage. It takes courage to bringothers along, to groom the next leader, toseek out thoughts and ideas from a wide
variety of viewpoints. It also takes courage
to intervene when inclusion is not present.”
XCHELSIA JENNINGS
Commercial Digital Director,
Sales & Commercial,
Oilfield Services & Equipment (OFSE)

Supplier Diversity

Community Partnerships

Support and build strong partnerships with adiverse array of local and global suppliers thatshare our values

Support and be good stewards in thecommunities where we conduct businessBaker Hughes Foundation
Contributes $175,000
to Support Supplier Diversity
Around the World

Supporting nonprofit organizations
around the world
For three consecutive years, the Baker Hughes Foundation has invited each Baker Hughes
employee resource group (ERG) to nominate a nonprofit organization for a charitable grant.
Each of our ERGs have built strong partnerships with many nonprofits across the globe to drivesocial change for some of the world’s toughest challenges, including education, opportunity,and equality.

In 2023, Baker Hughes Foundation announced two grants focused on
supplier diversity around the world: a $75,000 grant to Houston Minority
Supplier Development Council (HMSDC), and a $100,000 grant to WEConnect
International. Both organizations share Baker Hughes’ vision of promoting
inclusive and sustainable economic growth, as well as reducing inequality
around the world.

Baker Hughes’ Enabled employee resource group nominated Autism Spectrum Australia(Aspect), an organization that aims to provide the best opportunities for people on the autism
spectrum by celebrating their strengths, interests, and aspirations. Their specialized, evidenceinformed program is one of the largest in the world with additional services that include
information and advice, diagnostic assessments, behavior support, parent and family support,
and adult programs.

HMSDC provides training on sustainable business practices and connects
minority entrepreneurs with corporations that value diversity and inclusion.
WEConnect International helps women-owned businesses succeed in global
markets by certifying their ownership and offering them access to a networkof corporate buyers.
Baker Hughes is committed to becoming an industry leader with a diverse
and inclusive supply chain that creates value for its customers and reflects
the communities in which it operates. We believe ensuring a diverse supply
chain results in better communities and stronger business solutions. The
HMSDC grant will assist in creating a tailored training program that equips
minority entrepreneurs with knowledge and skills required for sustainablebusiness practices. WEConnect International’s grant is intended to help
develop nationwide marketing campaigns and learnings systems to help drive
revenue and grow the number of registered women-owned businesses in the
WEConnect network.
Both donations support Baker Hughes’ commitment to advancing the United
Nations’ Sustainable Development Goals (SDGs) to achieve a better and moresustainable future for all.

16

2023 Diversity, Equity, and Inclusion Annual Report

In addition to the grant, our team in Kuala Lumpur volunteered at Autism Café Project in Kota
Damansara. Autism Café Project focuses on training autistic youths to be able to self-manage,
perform basic work, and work towards independence in adulthood. The Café trains theparticipants to assist in food preparation to be distributed to underprivileged families.

“At Baker Hughes, supplier diversity
is integral to our success and it isour duty to support organizations
that fuel building a more inclusive
supply base and take the steps
necessary to ensure businesspractices mirror our diverse
landscape.”
LYNN BUCKLEY
Supplier Diversity and Business
Development Sourcing Leader,
Baker Hughes

As part of this initiative, Baker Hughes hosted the Universal Children’s Day Annual Bazaar in aneffort to support various non-governmental organizations (NGOs), including Teach for Malaysia
and Autism Café Project with all sales going to the supporting NGOs.
The Baker Hughes team across Asia Pacific has been developing
a broad and cohesive DEI and ERG strategy which has enabled
the cross-regional support of key projects. It’s been wonderful towatch the teams deliver impact across both the workplace and thecommunity. Our investment of time and resources with these nonprofit
organizations should enable them to succeed well beyond our
involvement with them.
GRAHAM GILLIES
Vice President, APAC

Global Points of Progress
Baker Hughes is proud of the many contributions
our teams have made around the world. We invite
you to learn about a sampling of them below.

North America region• Mexico Women’s Network hosted hybrid event, Violence
Against Women: Awareness and Prevention, as part of theInternational Day for the Elimination of Violence Against
Women.

North
America

EuropeMiddle East, North Africa,
Turkey & India• Sponsored Soaring, an Indigenous Youth Empowerment
Gathering hosted by Indspire.
• Joined the Tent Coalition for Refugees, a hiring program tosupport refugees with employment opportunities.

Sub-SaharanAfricaLatin America region

Latin
America• Hosted employee initiative, Inspiring Stories to Share,
to promote the belief that our differences make us
stronger.

Asia Pacific& Australia• Provided DEI training for leaders to promote inclusive
practices, attract and retain diverse talent, and foster
innovation and long-term success.
• Participated in annual campaign, Pink October, toraise awareness of breast cancer.
• Conducted self-ID campaign to develop benefits andresources to support employee needs.
EuropeMiddle East, North Africa, Turkey & India

Sub-Saharan Africa region

Asia Pacific & Australia region• Relaunched the GirlsGetSet project, which aims toencourage and support girls who are interested in a
future in STEM careers.

• Hosted unconscious bias and equity workshops acrossall MENATI countries.

• Mozambique and South African Women’s Chapter, inpartnership with Standard Bank, hosted a session on
smart money management.

• Celebrated the Lunar New Year by hosting a traditionallion dance performance.

• Europe Women’s Network hosted virtual event, Let’s
Talk Menopause, for employees globally.
• D&I Group Celle represented Baker Hughes at WomenPower Congress in Germany.
• Supported the “Jugend forscht” regional competitionin Celle to promote young talent in the MINT subjects,
i.e. mathematics, computer science, natural sciences
and technology.

182023 Diversity, Equity, and Inclusion Annual Report• MENATI Women’s Network and HR team established areturn to work (returnship) talent acquisition program.
• The OFSE Digital Talent Acquisition team hosted a
Recruitment Diversity Drive at Kochi office.
• Enabled ERG in Saudi Arabia hosted a sign language
training initiative to celebrate International Day of Sign
Languages and to foster an inclusive culture.

• Employees observed Black History Month by visiting
Cradle of Humankind and Constitution Hill to pay
homage to black leaders.
• Created female sales cadet program as part of thelocalization program in partnership with Eskom.
• Created partnership with Ziyana to support
unemployed youth with disabilities.

• Partnered with local community group, Trans Australia& Allies (TAA), to support their Sydney WorldPrideparade initiative.
• Recognized the significance of NAIDOC Week byhosting a cultural awareness session and launching
new artwork as part of journey towards Reconciliation.
• Employees came together to assist B4HWA (Bicycles
for Humanity, Western Australia) in repairing bicycles
which are donated to developing countries around theworld.

Employee
Resource
Groups Driving
Engagement
Baker Hughes’ employee resource groups (ERGs) offer all
employees personal support, professional development, anda sense of belonging. Our eight ERGs, comprised of over 9,000
members, fuel our culture and support our strategic goals.

202023 Diversity, Equity, and Inclusion Annual ReportProud recipients of an ALLY Energy
Annual GRIT Award
Asian Pacific American Forum (APAF) Employee Resource
Group proudly received the ALLY Energy Annual GRIT Award forBest Affinity Group, Employee Resource Group for the year 2023.
The ALLY Energy GRIT Award honors people and organizations
making an impact on energy, sustainability, and theclimate. In receiving this award, APAF was recognized as aleading ERG that contributes to their company, the industry,
and their community. The APAF ERG has demonstrated growth,resilience, innovation, and talent (GRIT) with a focus on drivinga just, equitable, diverse, and inclusive culture.

“Through steadfast community
partnerships, APAF cultivatesan inclusive culture, embodying
Baker Hughes’ core values of Lead,
Collaborate, Grow and Care. Our
dedication to diversity, equity
and inclusion drives us to create
opportunities for all, fostering avibrant and thriving workplace foreveryone.”AMRISH LOBO
Global Integrated Supply Chain Director, Oilfield & Industrial
Chemicals (OIC) - OFSE

atmosphere within the organization. APAF’s annual Diwali,
Lunar New Year, and Mid-Autumn Festival events have helped
employees celebrate and embrace diverse cultures. All
employees are welcome to join APAF!

APAF excels at creating highly engaging events andcelebrating multiple cultures to foster an inclusive

222023 Diversity, Equity, and Inclusion Annual Report

Giving back to the community

KENISHA JOHNSON
Sourcing Logistics Operations Leader

As part of Baker Hughes’ Black Employee Network’s (BEN)
commitment to community, we often invite Baker Hughes
colleagues to volunteer in the communities where we live
and work, embracing our core value of ’care.’
In July 2023, BEN members began volunteering with
Descendants of Olivewood, Inc., an organizationcommitted to preserving Olivewood Cemetery, Houston’s
first incorporated African American cemetery. Time,nature, and vandalism have taken a toll on the historicheadstones of Olivewood.
The goal is to restore, preserve, and maintain Olivewood
Cemetery as a historic, educational, charitable, religious,and cultural site of importance. Driven by a collective
mission, BEN members, spouses, children, and friends
gathered at Olivewood four times throughout the year toclean around the graves, mow, and cut tree branches.

The APAF ERG is dedicated to attracting, developing, andretaining Asian Pacific American talent and enabling growthat Baker Hughes through our Diversity, Equity, and Inclusion(DEI) objectives. Our key focus areas are Leadership andProfessional Development, Cultural Awareness, Health andWellness, Community Outreach, Volunteering and Fundraising,and Member Engagement andNetworking.
Community service is an essential element to APAF’s mission
and APAF takes pride in partnering with local and global
nonprofit organizations to drive fundraising and volunteering
initiatives. APAF’s partnerships with The Alliance, Tomball
School District, India House, Houston Food Bank, MySkills
Foundation, Companies for Good, United Way of Hyderabad,and Swabhimaan Trust have made a meaningful impact in thecommunity. This active involvement in the community helps ourmembers grow, drives the Baker Hughes’ core value of ‘CARE’,and enables us to be responsible corporate citizens by serving
the needs of the local communities where APAF operates. APAF
has also been inspiring its team members around public policy
and corporate responsibility volunteer initiatives.

“Being able to volunteer atOlivewood is a rewarding
experience, not only do you get the
instant gratification of seeing the
fruits of your labor, but you also
leave with an appreciation for those
who came before you.”

The cemetery, the people who incorporated it, and thepeople now resting in it are part of a much larger historyof Houston and its African American community, and
BEN is honored to be part of the efforts to preserve andmaintain it.

APAF PAR TN ER S H I P

B EN PARTNE RS HI P

Companies for Good to support
children with special needs and theUnited Way of Hyderabad to empower
women and equip them with theskills to work and educate the next
generation.

LOROS Hospice to support themission to provide free, high-quality,
compassionate care and support toterminally ill adult patients, and
St. Jude Children’s Research Hospital toadvance cures and means of prevention
for pediatric catastrophic diseases
through research and treatment.

Ensuring our new headquarters isaccessible to all
The cross-ERG collaborative project to design Baker
Hughes’ new headquarters, Energy Center II, exemplified thecompany’s unwavering commitment to innovation, customer
focus, collaboration, sustainability, and accessibility. This
undertaking served as a testament to the company’s strong
values and its drive to create a workplace that caters to theneeds of its employees and the wider community.

“The Enabled ERG played a majorrole in shaping the design of the
new company headquarters,
Energy Center II. The expert
evaluations and insightful
discussions on key aspects of thelayout had a profound impact,surpassing the basic criteria
to deliver a superior workplaceenvironment that benefits all.”
VICTOR MOSES
Project Leader, Energy Center II

Energy Center II reflects the company’s dedication tocreating a space that nurtures innovation, facilitates effective
teamwork, and affirms its commitment to accessibility andinclusivity.

24

2023 Diversity, Equity, and Inclusion Annual Report

Our LatinX ERG hosted an epic adventure to celebrate
Hispanic Heritage Month. Hispanic Heritage Month (HHM) isa time to recognize and celebrate the many contributions,diverse cultures, and extensive histories of the Latino
community.The 2023 theme was “Latinos: Driving Prosperity,
Power and Progress in America.”

ITZA BELTRAN
Lead Systems Project Engineer

LatinX planned several in-person and virtual sessions,
including a virtual trip to explore the Latin and Hispanic
cultures in South America, Central America, and North
America and to gain awareness of the activities that areleading to a safer, greener, better planet.

One noteworthy aspect of the project was the fruitfulpartnership between Baker Hughes and Disability:IN. This
collaboration allowed for a thorough assessment of the
future headquarters, identifying accessibility requirementsthat are often overlooked or not covered by the standard ADA
guidelines. As a result, the headquarters now proudly boasts
several accessibility elements and improvements.
Power-assisted doors, installed throughout the premises,
ensure easy access for individuals of all abilities. Employees
will notice dimmable lighting is integrated, providing
customizable illumination that caters to different preferences
and sensitivities. Adjustable-height seating options havebeen introduced, promoting comfort and adaptability.
Gender-neutral bathrooms are available, offering a safe andinclusive space for everyone. Open collaboration areas werestrategically designed, fostering teamwork and creativity.
Lastly, one-way doors were installed in the energy center,
optimizing the flow of movement, and enhancing efficiency.

Celebrating Hispanic Heritage Month“As a Colombian, Hispanic Heritage
Month holds a special place in
my heart, fueling my passion tocelebrate and share our rich culture.
The opportunity to collaborate withlike-minded individuals was truly
magical, allowing us to unite ourefforts and showcase the essenceof Hispanic heritage with the entire
Baker Hughes community.”

The month kicked off with an event for all LatinX members led
by Jeff Fleece, Baker Hughes’ Chief Information Officer, and the
Executive Sponsor of LatinX. Following the Hispanic Heritage
Month kickoff, members were invited to participate in several
exciting initiatives, including:

EN ABL ED PAR TN ER S H I P
Autism Spectrum Australia (Aspect)
to provide the best opportunities forpeople on the autism spectrum bycelebrating their strengths, interests,
and aspirations.

• LatinXumba Dance Class: An opportunity to burn calories
while having fun.
• Caribbean Dance Introductory Lesson: An opportunity toconnect with the LatinX Italy HUB and a professional danceteacher.
• Cycling Social: Members joined the Latino Riders Cycling
Club and enjoyed the outdoors as they embarked on acycling adventure.
• Fireside Chat with Congresswoman Sylvia Garcia: Members
learned about her experience in Congress, including issues
affecting the Latino community.
• Tex-Mex Cooking Session: Members explored wonderfulculinary foods streaming from Milan, Italy and wereintroduced to recipes in an easy and fun experience.
LatinX members were invited to follow and participate in thestories and collect souvenirs for their virtual scrapbook.

LATINX PART NE RS HI P
Global Mentorship Initiative to help
students and refugees find their firstjob, and Fundación VASED, which aids
in fostering projects that promotesocial innovation and the use oftechnology.

A focus on neuroscience andcultural dynamics
Throughout 2023, Baker Hughes’ Multicultural ERG focusedon elevating cultural intelligence to support Baker Hughes’
inclusive culture. Our Multicultural ERG proudly reached over
50 countries with 12 sessions.

“A fascinating journey comprisedof neuroscience and culturaldynamics, organizing thiseducational series has been an
invaluable experience for me.
These learning events not onlyinspired me through stimulatingexchanges and insightfulreflections, but also deepened mypersonal cultural understanding,which is essential for me as part ofa global company.”
ELIZABETH TAUBER
Senior Technical Writer, Leader of Multicultural ERG in
Germany and Co-Lead of Multicultural ERG in Europe.

As part of this initiative, Multicultural partnered with Verena
Kienzle, founder of Mind the Gap to deliver three global
sessions that highlighted tools for better cross-culturalinteraction from a neuroscience perspective.
The first session included an insightful view of how our brain
works from a conditioning standpoint, at what age we
begin to experience culture, how values are rooted in our
subconscious, how all this influences our behavior in adult life,and how different stress reactions are triggered. Among the
key takeaways was how culture early in our life shapes ourdefinitions of a good team member or leader, as well as how
we delegate responsibility and take ownership later in our
professional lives.
Our second session featured a focus on stress reaction
modes, tools to identify our triggers related to culture, and tips
for engaging with behaviors different than our own.
Our final session focused on a real-life business example
involving participants from different cultures interacting andsharing insights to foster better understanding and conversation.
These sessions provided an understanding of how our
behaviors can support cultural interactions. Participants left
with the ability to identify their unconscious biases throughreflection, ways to identify their triggers, tools to self-regulate,and means for identifying when others need support.

262023 Diversity, Equity, and Inclusion Annual Report“We thrive in spaces that fuel ourlearning journey and personal
growth; where we get to express ourfears and doubts, share life stories,
and feel supported.”
YULY PEÑA
Lead Sales Specialist, Sales Operations

Taking Energy Forward with Pride
At Baker Hughes, being yourself is a source of pride. In 2023,
our Pride@Work ERG embraced diversity like never before,
joyfully joining 11 Pride parades worldwide to celebrate thebeauty of diversity and inclusion.
The year started with a burst of energy at Sydney World
Pride in February, where Baker Hughes teamed up withTrans Australia & Allies. Throughout Pride Month in June, ourglobal family took to the streets in Aberdeen, Houston, Bari,
Lecco, Milano, Napoli, Toscana, Reggio Calabria, Rome, andBudapest, standing in solidarity with the LGBTQ+ community.
Together, hundreds of Baker Hughes employees andtheir loved ones, from various backgrounds and cultures,showcased their unity in diversity. Our incredible Pride@Work
members, allies, families, and friends made 2023 a historic
year, embodying our values of Lead, Care, Collaborate, andGrow.

Employees from the Germany hub at an in-person event.

Our Pride@Work members have transformed Baker Hughes
into a global family. Through participation, shared moments,and engagement in events, the ERG has helped us foster asafe work environment where everyone can express their true
selves. The year 2023 wasn’t just about taking energy forward,
it was about doing it with Pride.

M U L TI C U L TU R AL PAR TN ERSHIPPRIDE@W ORK P A RT NE RS HI P

Nurturing Minds in Africa to support
quality education, life skills, andentrepreneurship to help girls in
Tanzania become leaders in theircommunities.

Human Rights Campaign Foundationand Humsafar Trust to support LGBTQ+
community rights, equality, andinclusion.

Honoring deployed soldiers
Throughout 2023, OFSE training centers proudly hosted andcoordinated multiple ERG events. In November 2023, theVeterans ERG—including employees from OFSE, IET, and HQ—
met at the Western Hemisphere Education Centre in Tomball,
Texas. As a team, they had the privilege of assembling over
200 boxes of donations to send to deployed soldiers (50 ofwhich were female) of the 1st TSC/13th ACSC/HHC stationed
in Kuwait.

“When we support our active
military, we are supporting ourneighbors, friends, colleagues, andfamily members who make daily
sacrifices to serve. Hosting the Care
Package Drive allows each of us an
opportunity to show that we care
and are grateful for their service..”
VIVIAN E. HIGGINS
Western Hemisphere Education Center, Training Customer
Service Manager, Human Resources

On March 8, Baker Hughes and our global Women’s Network
celebrated International Women’s Day. To honor the 2023
theme, ‘Embrace Equity’, hundreds of employees globally
posted #embraceequity photos and committed to working
together to create a more inclusive, diverse, and equitableworld. Baker Hughes leaders used this day as an opportunity
to honor the contributions, resilience, and outstandingachievements of the women throughout Baker Hughes who
are driving creativity and innovation in the energy industry.

The packages contained a mix of personal care items, snacks,
entertainment, and personal notes to the deployed soldiers.

V ETER AN S PAR TN ER S HI P
Folds of Honor Foundation to provide
scholarship opportunities for militaryand first responder families and theSociety of American Military Engineers
Foundation to foster engineering
leadership for the nation.

2023 Diversity, Equity, and Inclusion Annual Report

LAVEDA CHARLESALS Global Program Management Director, OFSE Production
Solutions | Artificial Lift Systems

The Women’s Network hosted a worldwide broadcast
featuring Baker Hughes’ C-suite women executives thatbrought together 954 employees globally. Discussion topics
included equality vs. equity, career development, wellness,work-life balance, and the progress we’re making on our
cultural journey. Our leaders shared how they incorporate#EmbraceEquity themes into their roles as company
ambassadors, their day-to-day decisions at work, and thesignificance of equity in achieving our company goals.
Lorenzo Simonelli, Baker Hughes’ Chairman and CEO, alsojoined the discussion to share his top tips on driving diversity,
equity, and inclusion throughout our business.

This initiative was selected for the 2023 ERG Impact Award,
which was voted on by Houston ERG members, and presented
at the ERG luncheon in December. OFSE employees, Vivian
Higgins and Kevin Champagne, were recognized for theirleadership, determination, and hard work in planning andexecuting this successful event.

28

Celebrating International
Women’s Day“In 2023, we witnessed theremarkable unity of our Women’s
Network as we worked together
to rebuild and fortify our ERG. On
International Women’s Day, thestories shared by our C-suite
leaders were truly inspiringand showcased our ongoingcommitment to DEI. With our
exceptional global WN leadershipteam, I am confident that 2024
will surpass all expectations andbecome our best year yet!”

Each person committed to being a part of embracing
equity, to working collectively to affect positive change, andto helping to forge an equal world. Collectively we can all#EmbraceEquity.

WOMEN’S NE T W ORK P A RT NE RS HI P
Days for Girls to support increasing
access to menstrual care andeducation and Girls Inc. of Greater
Houston to increase opportunities andrights for all girls.

Baker Hughesby the numbers**as of May 2024

Diverse workforce

Supplier Diversity2

Women in our workforce

19.5%
Overall

23.6%
Executive
leadership
team

33.3%
Board ofdirectors

18.4%
SeniorLeadership(SPB+)

People of color1 in the U.S.

38.3%
Overall

33.2%
Seniorleadership

23.4%

60+

35.4%
44–59

Tier 1$31M

2023 total spend(Tier 1 and Tier 2)

Tier 2

Community Contributions$2,427,500$855,067

Womenof color$60,411,843$63,694,410

Company & foundation financial
contributions and pledges

Total combined contributions
and pledges to charity

Baker Hughes in-kind donations

50.7%
28–43

7.4%
Under 27

39,064# of employee volunteer hours

30

$410M

Employee-matched contributions
paid by The Baker Hughes Foundation

Our workforce by age

6.6%

$379M

2023 Diversity, Equity, and Inclusion Annual Report

1.

Employees who identify as American Indian, Asian, Black or African
American, Hispanic or Latino, Native Hawaiian or other PacificIslander, two or more races and self-reported in the United States.

2.

An organization that is at least 51% owned, operated, andcontrolled by an individual or group that is part of a traditionally
underrepresented or underserved group

See glossary of terms in the Appendix of the Baker Hughes 2023
Corporate Sustainability ReportCelebrating
our Successes
Disability:IN“Best Places to Workfor Disability Inclusion”

One of Parks Liberie e
Ugali’s “Best Companies
for LGBT+ Inclusion”
in Italy

Houston Business
Journal “Outstanding
Diverse Organizationfor Supplier Diversity”
and “Outstanding
Head of Diversity”

Diversity Global“Top 15 Chief Diversity
Officers”

Houston Minority
Supplier Development
Council “Prime Supplierof the Year”

IKTVA Best in Supplier
Development
Excellence Award

4 Ally Energy GRIT
Awards including “Best
Energy Workplace”,“The Executive Award”,“The ProfessionalAward”, and “Best
Employee Resource
Group”

32

2023 Diversity, Equity, and Inclusion Annual ReportThank you to the entire Baker Hughesorganization. Your collective efforts madeour DEI progress possible.

This 2023 Diversity, Equity and Inclusion (“DEI”) report was developed for the reporting periodof January 1, 2023 to December 31, 2023. We report data from the operation of our wholly
owned companies and the subsidiaries over which we have operational control and exclude
non-operated, minority-owned joint ventures. Unless otherwise specifically stated, thisreport covers Baker Hughes’s performance in 2023.
Incremental information related to our DEI report has been included in our 2023 Annual
Report on Form 10-K and our 2023 Proxy Statement, which can be found at https://investors.
bakerhughes.com/investor-relations. The goals, intentions and expectations described inthis report are aspirational; as such, no guarantees or promises are made that these goals
will be met or successfully executed. Baker Hughes is permitted to determine in its discretionthat it is not feasible or practical to implement or complete certain of its DEI initiatives,
policies, and procedures based on cost, timing, or other considerations. Furthermore,data and other information included in this report continue to evolve and may be basedon assumptions believed to be reasonable at the time of preparation, but should not be
considered guarantees and may be subject to future revision. Any awards and designations
presented herein are the opinion of the respective parties conferring the award or
designation and not of Baker Hughes. There can be no assurance that others would reachthe same conclusions as the foregoing.
Statements of future events or conditions in this report, including those that concern
future circumstances and results and other statements that are not historical facts andare sometimes identified by the words “may,” “will,” “should,” “potential,” “intend,” “expect,”“endeavor,” “seek,” “anticipate,” “estimate,” “overestimate,” “underestimate,” “believe,”“could,” “project,” “predict,” “continue,” “target” or other similar words or expressions, areforward-looking statements. Forward-looking statements are based upon current plans,data, estimates and expectations that are subject to risks, uncertainties, and assumptions.
Should one or more of these forward looking statements, risks or uncertainties materialize,or should underlying assumptions prove incorrect, actual results may vary materially fromthose indicated or anticipated by such forward-looking statements. The inclusion of suchstatements should not be regarded as a representation that such plans, estimates or
expectations will be achieved. Important factors that could cause actual results to differ
materially from such plans, estimates or expectations include, among others, those outlinedin the risk factors in the “Risk Factors” section of our 2023 Annual Report on Form 10-K andthose set forth from time-to-time in other filings by the Company with the U.S. Securities andExchange Commission (SEC), available through our website or through the SEC’s Electronic
Data Gathering and Analysis Retrieval (EDGAR) system at http://www.sec.gov.

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