Subscribe

Sign In

Back to list

Company Logo

Dana Incorporated

Get in TouchLinkedin Logo

ADDRESS3939 Technology DriveMaumee, OH, USA 43537

Dana Incorporated

HOURS OF OPERATION

COMPANY LINKS

Company WebsiteCompany CareersDiversity & Inclusion

ADDRESS3939 Technology DriveMaumee, OH, USA 43537

Loading...

Badge Image

Dana is a leader in the design and manufacture of highly efficient propulsion and energy-management solutions that power vehicles and machines in all mobility markets across the globe.

e-Interview

In conversation with Newsweek, Jeff Cole, senior director, corporate communications at Dana, answered the following questions:

1. Can you provide an overview of your company's workplace culture and values, and how they contribute to a positive work environment?

Dana values problem solving. People Finding A Better Way is not just a slogan – it is how Dana people operate every day. From developing best-in-class solutions for our customers to encouraging people to develop their skills, Dana creates the opportunities for the best outcomes for our people, customers, suppliers, and communities. Our strong commitment to safety and quality, as well as our diverse and inclusive environment, creates our winning culture.

2. How does your company promote diversity and inclusion within the workplace? Are there any specific initiatives or programs in place?

"Value Others" is one of Dana's four company values. By respecting and understanding our differences, we create an inclusive environment where everyone can bring their whole selves to work each day.

Dana has eight corporate-sponsored Business Resource Groups (BRGs) that are continuously growing and expanding to new chapters at facilities around the world. Our BRGs exist to enhance Dana's ability to attract, retain, and develop people of various backgrounds including African Americans, women, and LGBTA+.

Dana participates annually in the CEO Action for Diversity & Inclusion "Days of Understanding." This annual event allows us to engage in conversations to help build awareness, inspire change, and work together toward a more inclusive and equitable environment.

Dana's DEI Governance Council was established in 2021. This team collaborates cross-functionally to ensure that we continue to understand our various diversity dimensions as well as foster inclusive behaviours and work practices across regions. The primary purpose of the DEI Governance Council is to research, develop, propose, and support the execution of Dana's DEI strategy and related initiatives to build a more inclusive culture focusing on five pillars: Workforce Representation, Education, Development, Community Growth, and Cross-Functional Collaboration and Accountability.

In 2023, Dana was named among "America's Greatest Workplaces," "America's Greatest Workplaces for Diversity," and "America's Greatest Workplaces for Women" by Newsweek. In addition, Dana has been recognized as a Top Employer or Great Place to Work in 13 countries where it operates. These awards acknowledge the company's impact and commitment to building a culture that supports and embraces diversity.

3. Are there any professional development and growth opportunities available to employees? How does your company support career advancement?

Dana has a long history of focusing on people development. Since the 1960s, the company has implemented tools to drive the future success of Dana and its people. This foundation has provided elements that are still engrained in our culture today.

Building on that foundation, Dana has established a succession process called "Talent Reviews." Career and development discussions have always been a part of performance reviews, but people are not only reviewed on performance goal accomplishment, but on completion and implementation of development goals.

Talent Reviews start at the top. Senior Leaders gather and discuss their potential successors and what was needed to ensure they have the competencies and experience needed to step into their leadership role or new roles such as those needed for Dana's electrification focus.

As the process has evolved, it has cascaded to most levels of the organization with these discussions taking place at the facility level. To make the process even more effective, Talent Management Committees are established to continue these discussions throughout the year and ensure that development plans established in the Talent Reviews are successful.

4. What measures does your company take to support employee mental health and well-being?

Dana offers a broad-based Employee Assistance Program that includes several options for people and their dependents to receive support (telephonic, in person, virtual, and text). To support the physical well-being of our people, we have onsite fitness centers, onsite health screenings and vaccine clinics, walking trails, sports leagues, and team events.

Additionally, we regularly offer "lunch and learn" training programs covering various topics such as financial well-being, coping, stress management, and more.

5. How does your company ensure transparency and open communication between management and employees, fostering a sense of trust and belonging?

We have several ways to ensure we have a transparent and open environment. Our people can contact their respective manager to provide feedback, ask questions, or advise of a new idea. We host regular employee town hall meetings where people can ask questions to the leadership team; a daily electronic newsletter, along with opportunities to participate in surveys; 1:1 meetings with their manager; and skip-level discussions.

We encourage people to provide honest and constructive feedback on their performance, strengths, and areas for improvement, as well as recognize their achievements and appreciate their contributions. We provide an environment where we can learn about issues and concerns and help problem solve to resolution and how we can all improved.

6. What steps does your company take to ensure equal opportunities for employees of different backgrounds, including gender, ethnicity, and age?

Dana has established a standard process for posting open positions within the organization globally. Salaried positions at the senior manager level and below are posted internally for a minimum of 7 days. Internal and external postings are posted via our HRIS application, which is utilized globally and well socialized and accessible. Once the role is posted, people can simply visit the intranet homepage and review all job postings. Our people can easily apply for any position for consideration. This consistent, simple process ensures visibility to all positions within the company.

7. Can you share any success stories or examples of how your company has fostered an inclusive and diverse workforce?

Dana has recognized the value of diversity and inclusion for decades. As early as the 1960s, Dana embraced, "strengthened by diversity" as a formal part of the culture, and the importance of diversity has been elevated ever since. This concept was deployed in highly interactive workshops with Dana people sharing Dana stories and experiences. This approach made these programs very impactful and relevant. Today, Dana continues to educate our people about diversity, equity, and inclusion with the "Unlocking the Power of Inclusion" program.

In addition, the regional subcommittees of the DEI Governance Council drive action plans that address relevant local DEI concerns that consider their unique cultural and socio-economic backgrounds.

In India, Dana has built safe and conveniently located accommodations, as well as providing transportation, for women from small towns interested in starting a career with Dana.

In Brazil, Dana was recognized for on-the-job-education program for women and promotion of inclusion of people with moderate mental disabilities.

Our continued focus on enhancing facilities and operational design in multiple plants across the world helps to attract and keep engaged our workforce.

Our business resource groups (BRGs) help to fulfil our strategy of an inclusive workplace. They partner with internal teams for recruiting, community service, and leadership development. Our BRGs lead training and activities that impact different groups like panels of women and allies, military veterans, and technology leaders which provide people with innovative ways to enhance Dana's culture — including how to model honest dialogue about inclusion and diversity and how it can help teams work better.

8. How does your company encourage and support employee engagement and empowerment?

We encourage and support our people to participate and champion in various ways to help employee engagement. There are various programs around the world such as children's day events, International Women's Day celebrations, charitable community events. Our Business Resource Groups (BRGs) plan, develop, and execute events which help engagement in our locations and communities.

As an example, our African American Resource Group (AARG) chapters partnered with schools in their local communities for a STEM competition. The local winners had the opportunity to come to our World Headquarters to determine who would earn a scholarship to participate in a summer STEM program at Purdue University. This effort required the coordination of each of the AARG facilities and their partnerships with local schools.

9. What types of employee benefits and perks does your company offer? How do these contribute to overall job satisfaction?

Dana strives to provide a comprehensive benefits program to our people and their dependents to meet and anticipate their individual needs. Our goal is to ensure optimal health and productivity of our people and competitiveness with other employers.

Our people have options for a 401(k) with company contribution, health plans with wellness programs, dental, vision, HSA, FSA, short-term disability, long-term disability, parental leave, identity protection program, group legal plan, as well as life, AD&D, business travel, critical illness, hospital, and accident insurance.

We ensure the well-being of our people through an employee assistance program, vacation time, and paid holidays. They also have access to a discount program and education assistance program.

10. In what ways does your company prioritize the well-being and work-life balance of its employees?

Dana prioritizes work-life balance for our people by implementing policies and practices that support their health, happiness, and productivity. We do this by:

We believe that by prioritizing work-life balance, they are more productive, engaged, innovative, and keep our customers satisfied.

Back to top

sections

company

editions

contact

terms of use

sections

company

editions

contact

terms of use

© 2026 Newsweek Digital LLC