Employee Well-Being Boeing takes a holistic approach to employee safety and overall well-being, including physical, financial and mental health components at work and at home. We value human life and well-being above all else and take action to improve many aspects of an employee’s life. Innovative Care Options Support Employees Through the Pandemic  As the COVID-19 pandemic continued through the entirety of 2021, Boeing employees and their families, as with communities across the globe, faced numerous challenges to their physical and emotional well-being. To address these challenges, Boeing introduced innovative programs in the U.S. to provide employees with the care they needed, when and where they needed it. Building on an existing platform of physical and emotional coaching services, Boeing added access to virtual primary care, behavioral health and musculoskeletal support for those employees who prefer to take advantage of care from the safety and convenience of their homes — at no cost in 2021. With increased demand for behavioral health services, confidential video-based visits with a coach or therapist for anxiety, depression, grief, self-confidence and medication management proved to be particularly valuable during the pandemic. In addition, to help busy parents and other caregivers, Boeing doubled the number of back-up child and adult/elder care days subsidized by the company to 20 days per eligible employee per year. Back-up care may be used when a regular caregiver is unavailable — all too common during the pandemic — and the employee needs to work. Boeing opened several company locations as public COVID-19 vaccination sites, including this one at Auburn, Washington. (Boeing photo) Boeing Expands Benefits to Include Domestic Partners Employees said that Boeing could be doing more to support its diverse workforce. And they were right. Our actions as a company need to reflect our values, which means supporting not only our employees, but also the people most important to them. Effective June 1, 2021, Boeing expanded eligibility for certain benefits to cover all qualifying domestic partners of U.S. employees. These benefits include features of the company’s health, life and accident insurance programs, as well as retirement, relocation and leave of absence benefits. New domestic partner benefits include the following: Employees are able to cover their domestic partner and their domestic partner’s eligible children under their health care plan. An employee may request a leave of absence to take care of their domestic partner or dependents of a domestic partner with a serious health condition. Pension plan participants can elect a joint and survivor payment option with their domestic partner as the beneficiary. This change was made as part of our ongoing effort to create a more inclusive work environment where everyone is respected and feels valued. The company also believes that extending these benefits to employees in domestic partnerships will allow us to attract and retain the best team and talent. 2022 Sustainability Report 24 Contents People Introduction Communities Operations Reporting Approach & Governance Products & Services