At Dover, one of our five core values centers on respecting and valuing people. Reflecting this in our actions and behaviors is integral to our culture. The diversity of our workforce enables us to attract new talent, keeps our employees engaged and productive, helps us better serve our diverse customers and markets, and advances innovation from ideas reflecting the broad diversity of our employees’ backgrounds, experiences, and perspectives.

Diversity Metrics

Through our efforts to promote a diverse and inclusive workforce, we have increased our ethnically diverse team members to 36% of our US team and 30% of our people managers in the US. We have partnered with America’s Job Exchange for its diversity outreach efforts for candidate sourcing and are dedicated to continuing to pursue opportunities to identify and recruit talented and diverse candidates to ensure we are prepared to deliver on our vision for the future.

We value the contributions and unique perspectives that diversity provides to our companies. We have been steadily increasing the number of veterans and disabled persons hired through targeted recruitment efforts. A range of age diversity is also represented across the company, helping us retain important institutional knowledge while preparing for the evolving needs of our businesses.

2019 Diversity Key Statistics

Gender Diversity Chart

Ethnic Diversity Chart

2019 Age Diversity Chart

Global Gender Statistics

Senior Leader Gender Statistics

Company Minority Statistics

We are also pleased to see the increases in gender diversity over time, across our workforce in total and at management levels. We understand that many of our businesses operate in industries that historically lack gender diversity, especially within disciplines such as operations, production, and engineering. Accordingly, we are continuing to expand our gender diversity recruitment efforts. For example, our Microwave Products Group operating company recently sponsored a career fair for a local chapter of the Society of Women Engineers. Additionally, we evaluate the diversity of our candidate slates when pursuing both internal and external candidates for open positions, particularly in leadership roles.

Developing Dover’s Diverse Talent

Within Dover, we provide many opportunities for professional development through leadership programs—see Talent attraction and development for details. While many programs are based on recommendations and career milestones, we make a conscious effort to promote the development of our diverse talent within Dover. For example, participants in our high potential development program for emerging talent had a 54% diversity representation by gender or ethnicity since program inception in 2012.


Our Commitment to Inclusion

We believe that cultivating an inclusive culture, where employees feel valued for their diversity and contributions, is vital for our continued success and innovation.

We are committed to maintaining a work environment that is professional, inclusive, and free from discrimination and harassment. That includes ensuring equal opportunity in our hiring practices and treatment of employees regardless of their race, color, religion, disability, national origin, gender, sexual orientation, gender identity and expression, marital status, age, or other characteristic protected by law. Our Code of Business Conduct & Ethics lays out guidelines to maintain a fair and safe workplace in our Ethical Employment Practices, Harassment, and Non-discrimination Policy and does not tolerate harassment or any behavior that creates an intimidating, offensive, or demeaning environment related to a person’s protected characteristics. To help educate our workforce on the benefits of an inclusive environment, and drive awareness, we have invested in training across the organization on topics such as unconscious bias and harassment prevention.

We strive to build teams that fully leverage individuals’ capabilities and actively value the diverse perspectives and backgrounds of all our colleagues. Two of our most critical leadership competencies are “building and managing collaborative relationships” and “attracting, developing and retaining talent”. Developing leaders who model these competencies in their daily behavior by demonstrating the value of diversity is critical to our success.

Building and maintaining employee engagement, satisfaction, and retention are also important elements of our inclusive culture. To that end, many of our operating companies have employee resource groups that promote a work environment that welcomes diversity and further our talent development strategy. These groups allow for collaboration and serve as an open forum for networking, professional development, and mentoring. While our operating companies are the hubs of these activities – an effective model that puts ownership in the units and cultures that are the source of opportunities for group members – we are providing greater support for these efforts from the corporate center, to give momentum to the groups’ activities, facilitate the creation of additional groups within our enterprise, and spur cross-company communication and coordination.

Employee Resource Groups

Our operating companies encourage diversity and inclusion through employee resource groups. For example, Environmental Solutions Group sponsors the “Women of ESG” group and Dover Fueling Solutions hosts a “Women’s Network”. These groups meet regularly and invite internal as well as external speakers to explore relevant topics and promote professional development. Environmental Solutions Group also sponsors a “Veteran’s Network” to encourage veterans to share their experiences and leadership skills and develop strategies to attract and retain veterans in the workforce.