日本企業の貢献

サプライヤー・オブ・ザ・イヤー


「サプライヤー・オブ・ザ・イヤー」は、1年を通じてボーイングのビジネス活動に貢献し、傑出した成果を残した企業を評価・選出し、授与するものです。

サプライヤーの選出には統計的な手法が用いられます。優秀なサプライヤーに選ばれるには、品質、納期遵守、納入後のアフターケア、価格等の条件をクリアしながら、顧客ニーズの変化を予測して対応する能力が求められます。

賞の設立以来、数多くの日本企業が受賞してきました。過去に受賞したサプライヤーを国別でみると、米国以外では日本の占める割合が2位以下の国々を大きく引き離しています。この事実は、ボーイングが日本企業の卓越した技術力と品質管理レベルを高く評価し、厚い信頼を寄せていることの証しです。


日本の受賞企業

2015年

2014年

2013年

2011年 富士重工業(Pathfinder パスファインダー=パフォーマンスの飛躍的改善)
2010年 ブリヂストン(Electronic/Hydraulic/Mechanical 電子工学/油圧/メカニカル)
川崎重工業(Major Structures 主要構造)
2009年 ブリヂストン(Electronic/Hydraulic/Mechanical 電子工学/油圧/メカニカル)
2003年 三菱電機(Avionics アビオニクス)
三菱重工業名古屋航空宇宙システム製作所(Major Structures 主要構造)
2002年 富士重工業(Major Structures 主要構造)
ジャムコ(Interiors インテリア)
Fujitsu Consulting(Non-Production 非製品)

ボーイング・コマーシャルエアプレーングループ社長優秀賞(BCAG President's Award for Excellence)*2000年までの名称
2000年 横浜ゴム
1999年 小糸工業(現KIホールディングス株式会社)
東レ
1998年 ジャムコ
日本飛行機
1997年 川崎重工業
1996年 富士重工業
1995年 帝人製機
Teijin Seiki America Inc.(現Nabtesco Aerospace Inc.)
1994年 ジャムコ
東レ
1992年 ジャムコ
1991年 小糸工業(現KIホールディングス株式会社)
1990年 民間航空機
1989年 横浜ゴム


※富士重工業株式会社は2017年4月1日より株式会社SUBARUに社名を変更しました。

Click to see data by group:

Women

Women's representation in our workforce increased from 23.6% to 24.1%, both because of hiring efforts and stronger retention.


U.S. Gender Overall

Women

Undisclosed

23.2%

Women


0.7%

Undisclosed*

2020

23.6%

Women


0.8%

Undisclosed*

2021

24.1%

Women


0.9%

Undisclosed*

2022



*Undisclosed refers to employees who declined to provide a gender identity upon joining the company.</em >


Gender by Business Unit

< for="innermenu2">U.S. Boeing Defense, Space & Security</label >

20.8%

Women

0.7%

Undisclosed

+1.3 percentage points since 2020

25%

Women

0.5%

Undisclosed

+1.2 percentage points since 2020

26.5%

Women

0.7%

Undisclosed

+0.5 percentage points since 2020




Women by Job Group


2020 2021 2022
Board of Directors 25% 25% 25%
Executive Council* 13.6% 19% 19%
Executives 31.5% 33% 33.2%
Managers 22.3% 22.9% 23.7%
Individual Contributors 34.5% 34.5% 34.6%
Engineering 16.5% 16.9% 17.4%
Production & Maintenance 13.8% 15.4% 16.6%
Promotions 27.6% 29.7% 28.5%
New Hires 21.8% 24.7% 25.4%


*Executive Council numbers reflect status as of April 2023. All other numbers are from data taken in December 2022.</em >

Race & Ethnicity

U.S. racial and ethnic minority representation is up to 35.3%, four points higher than in 2020 and three points higher than the industry average. Racial and ethnic minorities are now more represented at every level than they were a year ago except at the executive level, where representation dropped one point to 21%.


We continue to build a diverse leadership pipeline: 27% of managers are racial and ethnic minorities, up three points from last year and four points from 2020. We attribute this to encouraging and incentivizing diverse candidate slates for all manager and executive positions as one way to meet our operational goals, as well as our commitment to developing and promoting internal diverse talent.


U.S. Race/Ethnicity Overall

31.2%

Racial and

Ethnic

Minorities

2020

32.7%

Racial and

Ethnic

Minorities

2021

35.3%

Racial and

Ethnic

Minorities

2022






Overall Breakdown by U.S. Race/Ethnicity


2020 2021 2022
Asian 14.2% 14.6% 15.9%
Black 6.4% 6.6% 7.1%
Hispanic/Latino/a/x 7% 7.4% 8.1%
Native American 0.8% 0.8% 0.8%
Pacific Islander 0.6% 0.7% 0.7%
2 or more races 2.2% 2.3% 2.6%
White 68.8% 67.1% 64.2%





U.S. Racial and Ethnic Minorities by Business Unit

for="innermenu2b">U.S. Boeing Defense, Space & Security</label >

41.4%

Racial and ethnic minorities

+5.3 percentage points since 2020

28.3%

Racial and ethnic minorities

+3.7 percentage points since 2020

38.2%

Racial and ethnic minorities

+2.5 percentage points since 2020






U.S. Racial and Ethnic Minorities by Job Group


2020 2021 2022
Executive Council* 35% 33.3% 21.1%
Executives 20.8% 22.5% 21.8%
Managers 23% 24.3% 27.1%
Professionals 28.2% 29.2% 30.7%
Engineering 32.3% 33.5% 35.6%
Production and Maintenance 36% 38.4% 42.5%
New Hires 37.2% 42.5% 47.5%
Promotions 32% 33.3% 34.4%


*Executive Council numbers reflect status as of April 2023. All other numbers are from data from the end of 2022. Because our Executive Council is a small group, and because racial/ethnic data is only collected on U.S.-based executives, retirements and job changes have an outsized effect on population percentages.</em >

Veterans

Veteran representation stayed steady at 14.6%, and although it is below where we were in 2020, it is above industry average in the majority of our business units — most notably Global Services, which is nearly 11 points above comparable aerospace businesses. While we have more veterans than a year ago, and more than we had in 2020, veteran representation is down slightly because our non-veteran population grew at a faster rate.


Our hiring and retention efforts continue with partnerships like the U.S. Department of Defense’s SkillBridge program and expanded military pay differentials for reservists on temporary special duty. These efforts help us not just hire veterans but also continue supporting them and their families so they can enjoy enduring careers with Boeing.


U.S. Veterans Overall

14.8%

Veterans

2020

14.6%

Veterans

2021

14.6%

Veterans

2022






U.S. Veterans by Business Unit

2020 2021 2022
U.S. Boeing Commercial Airplanes 16% 14.9% 14.4%
U.S. Boeing Defense, Space & Security 18.8% 18.8% 20%
U.S. Boeing Global Services 34.8% 27.9% 27.9%

LGBTQIA+

Boeing is committed to providing benefits and career development opportunities that serve its employees, and creating a workplace where all employees can be authentic in who they are and do their best work. Boeing offers teammates the opportunity to voluntarily and confidentially self-identify (self-ID) their gender identity and sexual orientation in the U.S. to better understand our workforce as well as support teammates through tailored benefits, recruitment and retention efforts, learning and development programs and more.



U.S. Self-ID Participation Rates


Gender Identity

14%

Participation

Sexual Orientation

12%

Participation

Disability

We know that people with disabilities are severely underemployed, often because of stigma or inadequate infrastructure. We also know that having a disability is part of the human condition, as many people will experience a physical or mental condition at some point in their lives. Self-ID is important because it helps Boeing support our workforce of all abilities, and it helps destigmatize disability. Programs like Neurodiversity at Work help us find individuals with unique skillsets and provide them with coaching and counseling resources, and their teams with workplace education about autism, ADHD, dyslexia and other neurological variations.



U.S. Self-ID Participation Rates


Disability

40%

Participation


 

7.7%

Of workforce has (or has had) a disability