Inclusion and Engagement
One of our strengths in the marketplace is a workforce with diverse backgrounds, experiences, and perspectives. This diversity of our workforce better enables Dover to achieve our goal of being the leader in every market we serve, and create value for our stakeholders. We believe that cultivating an inclusive culture, where employees feel valued for their diverse backgrounds and experiences, as well as their contributions, is vital for our continued success and innovation.
Discrimination
We are committed to maintaining a work environment that is professional, inclusive, and free from discrimination. This applies to recruiting, hiring, compensation, benefits, training, termination, promotions, or any other terms and conditions of employment. It is our policy to comply with applicable labor and employment laws. While employees and applicants for employment must be qualified and able to perform the essential functions of the job, with or without a reasonable accommodation, each person must be accorded equal opportunity to the full extent provided by law.
Harassment
Harassment or any behavior that creates an intimidating, offensive, or demeaning environment related to a person’s protected characteristics is prohibited. Harassing behavior may be sexual or non-sexual in nature and may include, for example, epithets, slurs, stereotyping, insulting jokes, unwelcome sexual advances or physical contact, offensive or sexually suggestive comments, touching, requests for sexual favors, or the display or circulation of offensive or degrading graphics or other material.
More specific policies, rules, and procedures on discrimination, retaliation, and harassment can be found in your local employment handbooks. You should immediately report any mistreatment of workers in any of our facilities, any discriminatory or harassing behavior, any retaliatory behavior, or any other unethical employment practices to an appropriate resource listed in “Ask Questions & Voice Concerns.”
Question
My colleague was showing others inappropriate pictures on her personal cell phone. I have never seen her do this before. Is this allowed because it is her personal cell phone?
Answer
Absolutely not. This behavior does not align with our values. We encourage you to discuss your concerns with her. If the behavior continues, talk to your supervisor or HR.
Question
I was in a department meeting the other day when my supervisor yelled at me in front of the entire group. Who should I report this harassment to?
Answer
Without more information we cannot determine if this is truly harassment or just an example of behavior that would be considered unprofessional. You should first have a discussion with your supervisor to communicate your concerns. If the behavior continues, reach out to HR.
Question
One of my direct reports from the manufacturing line told me that she is uncomfortable with a fellow employee who frequently brushes up against her on the line. This particular line has limited space in the area so I am not surprised that people may bump into each other. Is this sexual harassment and should I speak to someone about it?
Answer
Inappropriate conduct or any form of behavior that might be considered sexual harassment is prohibited. However, from what you describe, it is hard to know if this contact is accidental or intentional, or whether it is inappropriate. We take all such reports seriously, and this situation warrants a closer look. Plus, even if the contact is accidental, it may be something that should be addressed so that everyone can work in a safe and comfortable environment. You should reach out to your supervisor or HR so that the situation can be reviewed. When in doubt regarding reports or incidents like this, the right course is always to report it.
Human Rights
Dover is committed to conducting business in a way that respects and upholds fundamental human rights. We comply with all applicable laws and regulations related to human rights issues. We prohibit human rights violations in our operations, including those related to modern slavery, such as forced labor, bonded labor, child labor, and human trafficking, as well as health and safety violations, discrimination, harassment, and restrictions on freedom of association. Our Supplier Code of Conduct requires the same throughout our supply chain, and we should ensure our suppliers abide by the principles within it.
Fair and Safe Workplace Dos and Do Nots
In the list below, select the fair and safe workplace practices you should follow.
You can reference our Supplier Code of Conduct via the button below.
Safety
At Dover, our employees are our most valuable asset. We each have a responsibility to Dover and to each other to promote a healthy environment and safe, secure workplace for all employees. You must comply with your local safety policies and procedures, which may vary depending on job requirements and local regulations, and safety standards. It is your responsibility to know and follow the safety policies, procedures, and local laws that apply to your job.
We must ensure work areas are secured and free from hazards and workplace violence. We must not use, possess, or be under the influence of alcohol, illegal drugs, or any substance that could interfere with safely performing our work. To the extent you are taking prescription medication or otherwise have a medical condition that interferes with your ability to safely perform the essential functions of your job, please contact HR to learn more about the ADA (Americans with Disabilities Act) process. Although alcohol may be served at approved work functions, if you choose to consume alcohol, it must be done in moderation, and not interfere with your ability to behave professionally or drive a vehicle (or you must secure alternative transportation).
In addition to ensuring the safety of our employees, we are committed to ensuring the safety and quality of the products and services provided by our operating companies. We must continuously strive to earn and keep the trust that our customers place in the safety and quality of our products and services. To that end, it is the responsibility of each of us to know, understand, and comply with all applicable laws and operating company policies governing product safety and quality. If we do not uphold our commitment to product safety and quality, we risk losing the trust of our customers, compromising their safety, and tarnishing our reputation. If you are aware of any violations of safety policies, potential hazards, or potentially unsafe products, you should report them immediately to an appropriate resource.
Question
A colleague works in one of our manufacturing facilities. He works closely with a machine that has many moving parts but is not an inspector or mechanic. He noticed that a section of his machinery may not be working properly and the product that it is turning out does not look the way it should. He is afraid to try to fix it himself but knows it was just serviced last week. What should he do?
Answer
He should not try to correct the problem himself because he is not an inspector or mechanic. He should remain out of possible harm's way and immediately report the issue to his supervisor or an employee authorized to perform work on the machine, so that the machine can be shut down, inspected, and properly fixed as soon as possible. He also should tell his supervisor about the non-conforming product that the machine was producing.
Personal Data and Data Privacy
We protect personal data through organizational and technical measures including information technology security tools, restrictions on access to the data, and physical security measures to help prevent unauthorized or unlawful access, disclosure, loss, destruction, or damage. We access and use personal data only for legitimate business purposes and maintain appropriate access controls and use limitations. Only those individuals who need the data to accomplish a business objective should have access to personal data and only for as long as they need it to accomplish the objective. Doing so protects our employees, customers, and third parties with whom we do business.
You are required to follow all applicable privacy, information security, and data protection laws that govern the handling and use of personal data, which means any information that, standing alone or in connection with other data, could be used to identify the individual to whom the information relates (for example, a person’s name, address, date of birth, or contact information). Some information is particularly sensitive personal data, such as health information, government identification numbers, and compensation data, and is subject to even further protections. Any collection, storage, processing, transfer, or sharing of personal data must be done in a manner that protects such data from inadvertent or unauthorized access, use, disclosure, loss, destruction, or damage. In addition, any authorized disclosure must be in compliance with local laws. Many of these laws require us to not retain personal data once we no longer have a valid reason for keeping it. Many countries have laws and regulations that restrict the dissemination and use of personal data outside of their borders. We respect the local legal requirements applicable to personal data.
For more information, please see our Global Data Privacy Policy and Data Security – Acceptable Use of Dover Electronic Equipment, Systems, and Data Policy, which can be found on www.integritycounts.com.
Data Privacy Dos and Do Nots
In the list below, select the data privacy practices you should follow.
You can reference our Global Data Privacy Policy via the button below.
