Company: BA
Filing Date: 2025-03-07
Form Type: DEF 14A
Source: 0001193125-25-049921
Chunk: 50

Company: BOEING CO
Filing Date: 2025-03-07
Form: DEF 14A
Chunk 50
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 group and determines whether any changes should be made. In 2024, Boeing’s primary peer group consisted of the 19 companies listed below.

| 2024 COMPENSATION PEERS |     |                   |     |                        |
| 3M                      |     | Ford              |     | Microsoft              |
| AT&T                    |     | General Dynamics  |     | Northrop Grumman       |
| Caterpillar             |     | Honeywell         |     | Procter & Gamble       |
| Chevron                 |     | IBM               |     | Raytheon Technologies  |
| Cisco Systems           |     | Intel             |     | United Parcel Service  |
| ExxonMobil              |     | Johnson & Johnson |     | Verizon Communications |
|                         |     | Lockheed Martin   |     |                        |

This same group of companies has constituted our peer group since 2018 (with changes made solely to reflect merger and divestiture activity within the group). Although our financial results and market capitalization over recent years have

| 2025 Proxy Statement |     | 55 |

COMPENSATION DISCUSSION AND ANALYSIS been severely and negatively impacted by multiple challenges, a core goal of our compensation program is to attract, retain and motivate the leaders we need to rebuild the Company’s financial strength back up to (and beyond) pre-2019levels. Accordingly, we believe that this peer group continues to represent the appropriate reference point for competitive pay benchmarking. Our primary data sources for peer group compensation are proxy statements and other SEC filings, supplemented by survey data provided by Willis Towers Watson and obtained through its 2024 Executive Compensation Survey. For all our NEO positions, benchmarking data is compiled for the 25 th, 50 thand 75 thpercentiles for each element of compensation (base salary, annual incentive target and long-term incentive target) as well as total direct compensation. The Compensation Committee generally focuses on a broad range around the median as a starting point, but also considers other factors including job requirements, internal pay data, business needs, unique market considerations and the executive officer’s experience, qualifications and performance when making individual pay decisions. Components of Executive Compensation Our executive compensation program features both fixed and variable elements, and incorporates short- and long-term performance, financial and operational performance, and individual, business unit and total Company performance. The Compensation Committee reviews and approves annual and long-term incentive targets during the first quarter of the year, and the Board also approves these targets with respect to the CEO. The Board