People
Our People strategy

Our sustainability strategy begins and ends with thesuccess of our employees and the communities in which
we work. People are core to who we are as a Company.
To fully realize our commercial and sustainability
outcomes, we have two goals and four objectives that
relate to People.

YoY data at a glancePeople

OUR GOALSHOW WE WILL DELIVER SUCCESS

1. Attract, retain, anddevelop a diverse
workforce of the future• Ensure we attract, retain, anddevelop diverse talent

2. Actively engage
our people and ourcommunities

HOW WE WILL MEASURE SUCCESS• Increase women and people of color representation
year-on-year (YOY)• Commit to progress on
diversity,equity, and inclusion• Engage with communities inwhich we live and work
• Embed sustainability as
everyone’s responsibility• Retention parity across under-represented groups• Best-in-class talent management and acquisition• Achieve top quartile inclusion index rating annually• Track diverse supplier spend• Track spend to support global communities• YOY increase in employee volunteer hours• Company-wide engagement plan aimed at driving
habits of sustainability

What’s New for 2023
• Joined the Tent Coalition for Refugee Hiring• Built a new training facility in Florence focused on emerging technologies, sustainabilityand inclusion• Introduced an Inclusive Leadership learning path with 32 sessions conducted to equippeople leaders to lead inclusively• Invested approximately $50 million in Unity Bank, Texas’ sole Black-owned banking institution• Embedded sustainability more deeply into the Company by launching three newsustainability trainings for global employees to develop knowledge, competencies andnecessary skills to deliver sustainable solutions of the future• Three gold and two bronze Brandon
Hall awards• Runner-up by Parks LGBT+ Diversity
Index 2023 for our commitment inpromoting a culture that supports theLGBT+ community• Best ERG awarded to the Baker Hughes
Asian Pacific American Forum (APAF)
Employee Resource Group (ERG) at the2023 ALLY GRIT Awards• Recognized as “DEI best places to workfor disability inclusion” by Disability:INTotal attrition rate decreased by
1.8% points (12.0% to 10.2%)
Voluntary attrition rate decreasedby 1.6% points (8.6% to 7.0%)
Increase in women
employee representation by
0.4% points (19.1% to 19.5%)
Increase in people of color
representation in the United Statesby 2.2% points (36.1% to 38.3%)

10,000 new hires including
apprentices/interns; 22.9%
women

~58K
Total employeesAwards & recognition• Gold Award by the UK Government’s
Defense Employer Recognition Schemefor demonstrating commitment as an
employer of choice for Veterans

Women in STEM increased by
2.1% points (12.1% to 14.2%).

• Awarded Prime Supplier of the Yearby the Houston Minority SupplierDevelopment Council for our bestpractices in our supplier diversity
program• Baker Hughes India was recognizedwith the 10th National CSR Times Awardin recognition of Project “Swabhimaan”• Baker Hughes China was awarded“Top 100 Best Responsible CorporateBrands” and the “2023 Outstanding
Volunteer Program” by CSR China
Education Ranking• President’s Volunteer Service Award Gold Winner by the Houston Food Bank>150+

nationalities represented
with over 75% of employees
working outside of the US

98.7%of our total employees havefull-time roles

India and United States—recruiting women in engineeringSpotlights
on progress

To encourage women in predominately male fields, the Baker Hughes Talent Acquisition team held women-only
hiring campaigns for mechanical design engineers in India and field engineers in the United States. As a result, wehired five female mechanical design engineers in India and offered jobs to 21 female field engineers in the US, with16 accepting.

Italy and United States—hiring in an inclusive way
In 2019, the IET Talent Acquisition team identified that neurodiverse talent had unmet needs in our hiring process
while roles were going unfilled. Partnering with Potentia in North America and Specialisterne in Italy, we launched
an autistic-designed and led program focused on hiring neurodiverse talent. Since 2020, the program has hired
digital and information technology practitioners, sustainability professionals, engineers, data scientists, and dataanalysts. We’ve expanded the program globally and, in 2023, trained hiring managers in North America and Italy
to be more inclusive and effective at hiring neurodiverse individuals. In North America, we developed guidelines tosupport hiring managers, buddies, mentors, and extended teams in the hiring process. In Italy, we placed our firstemployee with Down syndrome. These efforts show that, by leading with a strengths-based approach and theright support, we can fill critical business roles with skilled talent of all neurotypes.

Progressing our diverse supplier program
Baker Hughes has identified supplier diversity as a strategic
objective in our DEI strategic framework, as well as the tracking ofour diverse supplier spend as one of our sustainability strategic
outcomes. The primary objective is to support and build strong
partnerships with a diverse array of local and global suppliers
that share our values. We believe that having an effective supplier
diversity program provides a competitive advantage by allowing
us to attract and retain key supplier and client relationships.
Throughout 2023, we prioritized data reliability by reviewing andensuring that all suppliers had the appropriate verification andsupport to substantiate their status as a diverse supplier. Throughincreased governance, process improvements and a newlyestablished semi-annual review process, we are able to ensure
consistent data management and provide accurate, reliable
tracking of our suppliers’ diversity status.

Copyright 2024 Baker Hughes Company. All rights reserved.
BakerHughes_CSR_Performance_Snapshot_People-051424“I’m proud of Baker
Hughes for prioritizing
supplier diversity andcontinuously seeking
to conduct businesswith minority-owned
businesses.”
Lynn Buckley,
Supplier Diversity andBusiness Development Sourcing leadbakerhughes.com