Governance
Our talent strategy is led by our Senior Vice President & Chief Human Resources Officer, with support from operating company leadership to attract and recruit the skilled talent
needed to support our global workforce. Senior leadership, with oversight from the Board of Directors, sets talent priorities, monitors workforce engagement and addresses
workforce‑related risks as part of our broader risk management framework. This governance extends across key talent areas, including talent retention and inclusion, employee
engagement and fair remuneration.
Policies
We are committed to maintaining a work environment that is professional, inclusive and free from discrimination and harassment. That includes supporting equal opportunity in our
hiring practices and treatment of employees regardless of their race, ethnicity, color, religion, disability, national origin, gender, sexual orientation, gender identity and
expression, marital status, age or other characteristic protected by law.
Our Code of Conduct lays out guidelines
to maintain a fair and safe workplace and makes clear that we do not tolerate discrimination, harassment, or any behavior that creates an intimidating, offensive or demeaning
environment for any person. Consistent with these principles, we commit to creating an inclusive culture and providing equal opportunities in all aspects of employment. Our
operating companies have policies in place supporting this commitment and prohibiting discrimination, retaliation, intimidation or harassment.
Additionally, we acknowledge our employees’ right to self-organization and to bargain collectively through labor organizations, as provided under the U.S. National Labor
Relations Act and similar laws across the rest of the world. Our operating company leadership teams maintain relationships with labor unions, works councils, trade associations
and other labor organizations that represent their employees and negotiate with them in good faith over terms and conditions of employment.
Actions and Initiatives
Talent Development: Talent development is supported through resources and training aimed at building skills and improving
performance, with a focus on cultivating talent with diverse backgrounds and experiences to meet business needs. Employees are encouraged to take an active role in their career
progression through structured processes for goal setting, performance review and personal development planning, with managers providing guidance and support.
Employee Engagement and Training: Dover conducts periodic surveys to assess employee relations and engagement levels in areas such
as belonging and inclusion. Survey insights inform action plans developed by our operating companies to address key areas for sustaining and improving engagement; leadership
monitors progress against these plans and introduces additional actions as needed.
Training on topics such as harassment, discrimination and retaliation prevention is broadly deployed across the organization through our learning management system to reinforce
consistent expectations and behaviors.
Leadership development is supported through programs such as the Dover Executive Leadership and Leverage Academy ("DELLA"), where current and future senior leaders participate in
a program that includes a mix of practical classroom training and a business-related capstone project.
Workplace Inclusion: Dover fosters an inclusive culture where employees are valued for their diverse backgrounds and experiences,
supporting innovation and long-term success. At the corporate level, Dover supports workplace inclusion through leadership training and regular communications focused on
maintaining a professional and inclusive environment.
Starting in 2024, Dover began a strategic partnership with the Society of Women Engineers ("SWE"). This partnership reflects our commitment to building and sustaining an
inclusive culture where all engineers can thrive. As a recognized member of SWE’s Corporate Partnership Council ("CPC"), Dover is part of a select group of global companies that
collaborate with SWE. Together, these organizations advance women in engineering and technology through sponsorship, thought leadership and shared best practices. This
partnership aligns with Dover’s focus on innovation, problem-solving and continuous improvement across its portfolio of operating companies. Through the SWE CPC partnership, Dover supports professional development, networking and leadership opportunities for women engineers at all career stages. This includes
participation in SWE’s annual conference and engagement with local SWE sections. By investing in SWE’s mission and amplifying the experiences of Dover women engineers, the
company strengthens its talent pipeline and expands access to technical careers.
In addition to enterprise‑level partnerships, operating companies participate in initiatives that recognize and engage their local workforces. For example, Dover Fueling
Solutions has historically celebrated the contributions of women in its workforce for International Women’s Day.
Fair Remuneration Practices: Dover maintains compensation and benefits programs intended to support the recruitment and retention
of employees. These programs include health and wellness benefits that address physical, mental and financial needs, as well as ancillary benefits for U.S.-based employees such
as retirement savings programs, paid parental leave, short‑term disability wage replacement, disability and life insurance, employee assistance programs and wellness offerings.
Dover provides fair compensation and benefits, performing regular compensation assessments in the markets in which it operates to evaluate competitiveness. Dover also leads
annual pay equity auditing efforts for our U.S. operating companies. Compensation practices are supported by policies and processes designed to promote consistency and prevent
discrimination on the basis of race, gender or other protected characteristics.