Each member of our global team brings something uniquely valuable to Boeing, and we grow stronger when everyone has an opportunity to contribute. We continue to take meaningful steps to advance an open and respectful environment where everyone feels welcome not just at Boeing, but also in the surrounding communities where we live. Boeing’s culture of inclusion involves creating an environment that retains and attracts the world’s top talent, and inspires every teammate to do their best work and grow their careers while making a positive impact on the world.
To advance equity and diversity and build a culture of inclusion, we have established a set of aspirations we will strive to achieve by 2025:
Increase the Black representation rate in the U.S. by 20%.
Achieve parity in retention rates of all groups.
Close representation gaps for historically underrepresented groups.
Eliminate significant differences between the experiences of teammates from different backgrounds.
Advance common understanding, shared experiences and mutual respect.
Report diversity metrics and progress annually.
While we are moving in the right direction, we want and need to accelerate change. To achieve our aspirations, we are galvanizing our entire workforce to improve equity through annual incentives to advance equitable talent selections and build inclusive teams through diverse interview panels. We use Seek, Speak & Listen to understand each other better, grow our business resource group network globally giving teammates an opportunity to “tune in” wherever they are on the journey. Read more about our commitment and progress in our annual equity, diversity and inclusion report.
The Boeing Company is committed to ensuring that our products, services, and facilities are accessible and usable by people of all abilities. This includes websites and other digital content. Boeing strives to meet the relevant portions of the Web Content Accessibility Guidelines (WCAG 2.2) at Level AA, and to provide the proper channels for feedback regarding accessibility. Understanding that technology is ever evolving, our efforts to maintain this standard will be ongoing.
Boeing also strives to ensure that digital products and services provided by our suppliers and vendors are accessible.
Users with disabilities who experience issues with or have concerns about the accessibility of our site should contact Boeing’s Accommodation Services at AccommodationServices@boeing.com.
To learn more about Boeing’s values, including diversity, equity, and inclusion, please visit: https://www.boeing.com/principles/#/diversity.
Vice President of Global Equity, Diversity & Inclusion, Talent Intelligence and Employee Listening
At Boeing, our purpose is driven by our people. Boeing offers employees a wide range of competitive benefits that reflect our shared values, including market-leading health and retirement plans, generous tuition assistance, paid time off, and programs that support employees, their families and communities. These programs include flexible work options and working-parent coaching. Our Total Rewards portfolio offers benefits such as 12 weeks of paid parental leave, adoption assistance, subsidized back-up child care and elder care, domestic partnership benefits and gender transition assistance.
Teammates across the company are building Seek, Speak & Listen habits, which are fundamental to how we work together. These habits are foundational to our culture of integrity and inclusion, and they enable us to improve—in safety, quality, production, performance and inclusion.
By embracing these simple habits, we make better decisions, drive innovation and build connection. We seek out the places where things aren’t going well and where anxiety may be brewing, so we can learn and address issues before they become problems. We get all perspectives on the table and ensure every team member feels safe to speak up. We listen to each other with humility and grace. This is a key part of our commitment to collective progress, lasting cultural change, and enhancing trust from within.
The habits are simple acts of caring so our people can be their best at work and in life. We will continue to embed the habits into our daily work, processes, systems and communications to hold ourselves accountable. We invite you to join us by asking questions, sharing your insights and listening to others by following #SeekSpeakListen online.
Boeing’s volunteer, employee-driven Business Resource Groups (BRGs) focus on a particular part of someone’s identity, such as ethnicity, race, age, gender identity, sexual orientation, disability or veteran status, though every group is open to all. Members with shared common interests or cultural identities grow their community and skills while making a measurable difference at Boeing. They channel a passion for creating a sense of belonging for all employees to drive greater innovation, improved solutions for our customers and better business results. Their mission is to provide space for Boeing teammates to build inclusive communities through four pillars: Business Alignment, Professional Development, Talent Engagement and Community Involvement.
Business Resource Groups are powerful engines of personal, professional and organizational change – in part because they benefit from direct and meaningful engagement from Boeing’s most senior leaders. This includes a BRG Equity and Inclusion Council comprised of BRG leaders who meet quarterly with an Equity and Inclusion Steering team of Executive Council members to discuss progress and opportunities related to the company’s equity commitments.
BRG members grow their community and their skills while making a real difference at Boeing and share a common interest or cultural identity and have a passion for creating a sense of belonging for all employees that will drive greater innovation, improved solutions for our customers and better business results.
All nine BRGs are keenly focused on including the perspectives of our non-US workforce in their strategies and play an important role in helping to advance diverse representation at every level of the company through a truly global network of BRG chapters.
We recognize our LGBTQIA+ teammates, whose global impact continues to transform Boeing and aerospace. We stand together in pride with the LGBTQIA+ community, that spans cultures, races, ethnicities, abilities and genders, acknowledging the progress made in the ongoing pursuit of equality and the work still needed to improve.
As part of this commitment, Boeing provides industry-leading benefits that suit the diverse needs of our employees, including LGBTQIA+ employees, their families and allies. Additionally, we continue to offer voluntary self-identification options, including gender identity and sexual orientation, to all employees in the U.S. so that we can better understand and support our workforce. With this step, our goals are to educate, normalize and destigmatize concepts of gender identity and orientation.
The Boeing Employees Pride Alliance (BEPA) is our longest-running employee-led Business Resource Group as well as one of our largest. BEPA’s 21 chapters connect thousands of LGBTQIA+ teammates and allies across the globe to provide personal and professional development and networking opportunities for their members, creating a forum where teammates motivate and mentor one another and continuously advocate for LGBTQIA+ issues that affect our workforce. The Boeing Employees Transgender Alliance (BETA), a subset of BEPA, provides support for the transgender community. Boeing Employees with Transgender Family Members (BETFaM), another subset of BEPA, creates a safe space for Boeing employees to discuss unique challenges facing their transgender or non-binary child or spouse or partner and to provide education, resources and support within a group of people with shared experiences.
The Boeing Employees Pride Alliance helps employees feel more accepted across the world.Meet Emily
Lucy Yi, a 25-year employee, uses experience and understanding to navigate a challenging U.S.-China business landscape.Meet Lucy
Read how Chantel, a manager in workforce and engineering, is breaking ground in representation and aerospace historyMeet Chantel
Meet Nic, a leader in the UK who is advancing equity and entrepreneurial innovation to solve aerospace challenges.Meet Nic
Mother and daughter develop adhesive removal tool and inspire other inventors at Boeing.Meet Kay and Denise
Ozlem and Feride’s research focuses on the manufacturing of thermoplastic composite sandwich aircraft structures.Meet Ozlem and Feride
Teammate greeted with options to grow and learn after taking an unexpected road on her career journey.Meet Karriema
Anika Bell, university recruiter, establishes diverse connections for an innovative future.Meet Anika
Kimberly Sledge, senior software and project engineer shares what drives her to inspire next generation of Black women in STEM.Meet Kimberly
Sarah Wauahdooah, manufacturing research and development engineer, applies robotics know-how so that her colleagues can do their jobs safely and effectively.Meet Sarah
Teammate draws on caregiving experience to encourage others and build relationshipsLearn More
Bill Harkness discusses how accessibility can be built into everything Boeing does.Learn More
Global Equity Diversity & Inclusion teammate shares why understanding, identifying with and talking about disabilities helps reduce stigmas.Learn More
Disability:IN awarded Boeing 100% top score on the 2022 Disability Equality Index.Learn More
In addition to our employee-led Business Resource Groups, our network of Inclusion Ambassadors is instrumental in creating an inclusive culture at Boeing. The Inclusion Ambassadors are comprised of hundreds of team members from across our global enterprise who champion equity, diversity and inclusion in their daily work and interactions. This network informs our ongoing efforts and comes together monthly to learn, collaborate and catalyze change.
- Clay Rumsey, Senior Electrical/Physics Engineer
We are committed to helping our employees continually develop their professional, technical and leadership skills. That’s why we partner with hundreds of leading professional and technical societies and organizations around the world. Our partnerships with these organizations help employees grow their professional networks, build their skills, and improve our products and services.
We are committed to serving the diverse, global communities our team members represent and inspiring the next generation of innovators to help us connect, protect, explore and inspire our world. We invest heavily in educational programming, particularly in the engineering and technology fields, to broaden opportunities to students of all identities and backgrounds. Learn more about how Boeing supports the communities our employees represent.
Boeing is recognized with the #8 ranking for our efforts in creating sustainable and meaningful career paths, community outreach, brand enthusiasm, and enduring partnerships.
Recognizing companies across the globe who are disclosing their gender equality metrics and policies to address gender inequality.
Boeing is recognized by DiversityInc with a No. 12 ranking on its “Top 50 Companies for Diversity,” a four-spot increase from Boeing’s No. 16 ranking in 2022.
Our employees’ tireless commitment to disability inclusion was recognized with a 100% score on Disability:IN's Disability Equality Index for the seventh year in a row.
Boeing was recognized with a 100% rating and the designation of “2022 Best Place to Work for LGBTQ+ Equality” for taking steps to ensure greater equity for LGBTQIA+ teammates.
Career Communications Group Inc. recognized Boeing as the No. 3 top supporter for historically Black colleges and universities engineering programs.
The National Organization on Disability seal recognizes companies for measuring and achieving strong talent outcomes for people with disabilities.
The companies on Military Times’ Best for Vets list have implemented industry best practices to improve how they seek and support veterans. In 2022, Boeing ranked #11 out of 175 companies.
Boeing met employment and integration assistance criteria, such as veteran hiring and retention percentages, leadership and tuition assistance programming, and dedicated human resource efforts.