Boeing states a strong commitment to diversity, equity, and inclusion (“DEI”). Boeing requires employees
to sign a Code of Conduct, which includes a commitment to “build an inclusive culture in which diverse experiences
and voices are heard, respected and incorporated.” In its 2024 Sustainability & Social Impact Report, Boeing noted Shareholders need to understand the full impact of Boeing’s actions, including the legal and business risks and the
company’s ability to build a diverse, inclusive talented workforce. A civil rights audit is a tool to help companies and
key stakeholders, including shareholders, identify and understand the bias and discrimination risks of a company’s
policies, practices, products, and services. A civil rights audit also provides recommendations for addressing any
adverse impacts of a company’s actions.
The Civil Rights Audit Standards, published by PolicyLink, were developed by an independent committee, including
business executives, union and worker group representatives, investors, and civil rights experts. These Standards
provide a roadmap for how a company should conduct a civil rights audit. The Standards require that the auditor be
independent and have a commitment to civil rights and racial justice; that the auditor meaningfully engage key
stakeholders such as employees, customers, and civil rights groups; and that the company publicly share the final
audit report on its website in an easily accessible location.
We urge Boeing to conduct a civil rights audit consistent with the Civil Rights Audit Standards. A civil rights audit will
provide Boeing management and its shareholders the information and analysis they need to evaluate the company’s
recent actions and their impact on legal and business risks, as well as the company’s progress in meeting its DEI
and other business objectives.
that it “take[s] this pledge seriously because it’s the right thing to do, and it makes us better as a company.” Indeed,
according to the report, Boeing has made progress, citing the growth in representation of women and racial and
ethnic minorities at all levels of the company.
On November 1, 2024, however, Boeing suddenly announced that it would dismantle its DEI department, a step
suggesting that the company is ending or curtailing its DEI commitments and activities. Boeing restated its
commitment to a diverse and inclusive workforce, but did not explain how it would meet this commitment while it
eliminates the capacity to do so. Further, Boeing stated a commitment to a “merit-based” workplace, yet did not
explain how it would ensure adherence to equal opportunity legal requirements and the elimination of bias in talent
recruitment, hiring, and advancement decisions as it strives to be a merit-based, inclusive workplace.