Company: BA
Filing Date: 2025-03-19
Form Type: PX14A6G
Source: 0001214659-25-004549
Chunk: 1

Company: BOEING CO
Filing Date: 2025-03-19
Form: PX14A6G
Chunk 1
---
 "merit-based" workplace, while
laudable in principle, raises serious concerns. Indeed, research shows that without deliberate processes to counter bias, including implicit
bias, "merit-based" systems often perpetuate existing inequities. The company has failed to explain how it will
ensure that its new approach will not inadvertently disadvantage qualified candidates from underrepresented groups.

BOEING'S DEFENSE IS INSUFFICIENT

The Board claims that Boeing’s existing policies and disclosures
are adequate and that the company has established a new structure: the "Global Talent, Development & Employee Experience organization
within Human Resources.” Boeing fails, however, to explain how this new structure and these representations will specifically address:

| ● | Independent review, verification, and assessment of policies and practices; |

| ● | The systematic and effective identification and elimination of bias and discrimination in hiring and promotion processes; |

| ● | Compliance with state and federal anti-discrimination and equal opportunity laws; |

| ● | Meaningful measurement of effective progress on DEI goals; and |

| ● | Uncertainty about Boeing's commitment to building a diverse, equitable, and inclusive workforce created by the company’s recent 
 changes.                                                                                                                        |

The company’s elimination of dedicated DEI personnel and shift
towards a focus on general employee well-being and satisfaction signals the possibility of a significant compliance gap that should concern
shareholders.

LEGAL RISKS OF DISMANTLING DEI PROGRAMS

The Multi-State Guidance Concerning Diversity, Equity, Inclusion, and
Accessibility Employment Initiatives (the “Guidance”) issued by several State Attorneys General on February 13, 2025 directly
addresses companies like Boeing that are eliminating their DEI programs. This timely guidance emphasizes several key points
relevant to Boeing shareholders:

_____________________________

Castilla, E. J., & Benard, S. (2010), “The Paradox
of Meritocracy in Organizations,” Administrative Science Quarterly, 55(4), 543-676, https://doi.org/10.2189/asqu.2010.55.4.543 (Original
work published 2010) (The study found that organizations emphasizing meritocracy paradoxically showed greater bias in evaluation and reward
decisions).

Attorney General of the Commonwealth of Massachusetts,
et al., "Multi-State Guidance Concerning Diversity, Equity, Inclusion, and Accessibility Employment Initiatives,” February
13, 2025, https://www.mass.gov/doc/multi-state-guidance-concern