Company: BA
Filing Date: 2025-03-07
Form Type: DEF 14A
Source: 0001193125-25-049921
Chunk: 106

Company: BOEING CO
Filing Date: 2025-03-07
Form: DEF 14A
Chunk 106
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. Our policies on nondiscrimination, inclusion, and merit-based hiring reduce risks to shareholders and help drive shareholder value. As part of our effort to ensure that we attract and retain the strongest possible workforce by building a culture of nondiscrimination, inclusion, and meritocracy, we have recently established a Global Talent, Development & Employee Experience organization within Human Resources. This organizational structure is designed to build a pipeline of excellence and strengthen the employee experience across our company, allowing the Company to retain key talent as they build their skills and experience. In 2024, as we were re-evaluatingour workforce talent and development policies and practices, we engaged an independent third-party firm to assess and provide recommendations on our proposed organizational structural changes, helping to ensure that the revised organization and practices align with our core company values of nondiscrimination, inclusion, and meritocracy. Additionally, we continue to focus on creating a culture where all employees feel empowered to speak up. Teammates across the Company invite different perspectives, share ideas and concerns, and act on what they hear. We also have engaged independent third-party experts to focus on building out a framework for culture change at Boeing, and to design and launch a new workforce survey to assess engagement and alignment with our cultural values. The frameworks developed will help us define and promote core values and behaviors, and provide recommendations on embedding cultural expectations and measures of progress into our processes and systems for all our employees across all levels, sites and skill codes. We plan to use the feedback gathered from our workforce survey – the results of which will be shared with the Board – to create actionable insights for management to refine initiatives, drive improvements and enhance the employee experience. When assessing Boeing’s policies and practices in this area, it bears noting that, as a U.S. federal contractor, we had historically been legally required to develop affirmative action programs to address representation gaps, although we have always rejected quotas and looked to hire and promote based on merit. But the law in this area has recently changed, and we are evaluating our policies and practices to ensure that we continue to comply with new legal and contractual requirements. Our human capital talent policies and procedures were developed to support the Company’s plans for long-term success and designed to ensure that we hire, promote and retain the best talent, to help us remain competitive, create innovative products for our customers and return value to our shareholders. As it relates to our U.S.-focused efforts, we act in a manner that is consistent with our status as an Equal Employment Opportunity Employer and applicable laws.

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