Company: BA
Filing Date: 2025-03-19
Form Type: PX14A6G
Source: 0001214659-25-004549
Chunk: 2

Company: BOEING CO
Filing Date: 2025-03-19
Form: PX14A6G
Chunk 2
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ing-diversity-equity-inclusion-and-accessibility-employment-initiatives/download.

| 2 |

| ● | The Guidance explicitly states that "diversity, equity, inclusion, and accessibility best practices are not illegal.”3 |

| ● | The Guidance notes that “[e]mployment policies incorporating diversity, equity, inclusion, and accessibility best practices 
 … help to reduce litigation risk by affirmatively protecting against discriminatory conduct that violates the law.”4        |

| ● | The Attorneys General warn that “the fact that a company has failed to implement adequate non-discrimination and fair employment           
 policies, procedures, and trainings may be used by our offices or courts to assess culpability and liability for discriminatory conduct.”5 |

Furthermore, the Guidance challenges Boeing's approach, noting that
merely having non-discrimination policies in writing is insufficient to demonstrate compliance with anti-discrimination laws. The Guidance
strongly urges companies to implement proactive measures to prevent discrimination, not just respond to complaints after they occur.

Finally, the Guidance emphasizes the importance of “[e]nsuring
adequate assessment and integration of diversity, equity, inclusion, and accessibility practices.” Among other activities,
the Guidance suggests “[m]onitoring the success of policies and practices in attracting and retaining qualified talent, ensuring
an inclusive, accessible, and collaborative environment, and meeting other related goals.” This timely reminder from
several State Attorneys General essentially supports the proposal before shareholders.

THE CIVIL RIGHTS AUDIT STANDARDS PROVIDE A PROVEN FRAMEWORK

The proposed civil rights audit would follow established standards
for conducting such audits. The Civil Rights Audit Standards, developed by an independent committee of business executives,
union and worker group representatives, investors, and civil rights experts, require:

| ● | An independent auditor with civil rights expertise |

| ● | Meaningful stakeholder engagement |

| ● | Public disclosure of findings and recommendations |

| ● | Actionable, meaningful recommendations |

_____________________________

Ibid., p.1.

Ibid.

Ibid., p. 2.

Ibid.

Ibid., p. 5.

Ibid.

Civil Rights Audit Standards, July 2024, https://www.policylink.org/civil-rights-audit-standards.

| 3 |

Contrary to the company’s assertion that it would be "onerous"
and "inefficient," a civil rights audit provides valuable insights that help companies identify blind spots and mitigate legal,
reputational, and business risks. In fact, a number