Dana Gas is becoming increasingly recognised and respected across the region as a capable and effective operator. For a company as young as ours, just five years old, this is a notable achievement and is in large part due to the excellence of our people. We are proud of our progress and our ability to attract and develop talent.

Dana Gas employs around 350 people in the MENASA region with the majority in Sharjah, Egypt and the Kurdistan Region of Iraq. Our diversified workforce consists of more than twenty-four different nationalities.

Our people are resourced and remunerated in line with our strategy to attract and retain the best technical, functional and business talent necessary to underpin the successful delivery against our corporate targets as approved by the Board of Directors. We are convinced that this is the key factor for the Dana Gas Group to ultimately enhance shareholder value.

Resourcing, Attraction and Retention Philosophies

Our success depends on the talent and commitment of our employees. We strive to create an inclusive workplace that seeks men and women from different cultural/ethnic backgrounds, competencies, lifestyles, generations and perspectives. We provide appropriate career development and are strongly committed to our code of conduct. This has helped us to build the diverse and robust community that is Dana Gas today.

We work hard and are highly selective, to ensure that we recruit the best people. Dana Gas was able to continue its success in building capacity and capability at all levels, combining global and regional searches to identify and attract talent. It is part of our evolving culture to value expertise in a way that will generate the necessary talent that we require across the Group now and for the future.

Our compensation and remuneration philosophy continues to recognise and incentivise performance and align employees to shareholders’ interests.

Talent and career development underpin our Group’s business strategy and continue to be one of our main priorities. We do recognise that our success depends on the success of our employees and we therefore provide particular attention to individual training. 

Internal Consultation, Communication and Feedback

Employees are a vital stakeholder group. We value their feedback and experience on how we run our business. We keep our people informed and consult them about changes that affect them as well as the Group. Openness towards people and new ideas are key elements that we nourish and encourage. 

Diversity

We believe that diversity in the workplace brings competitive advantage. Employees from diverse cultures and backgrounds bring insights and add value to our business. Dana Gas is committed to equal opportunities and we select on merit alone and do not condone discrimination of any kind.

Training and Development

We believe in training and coaching, and encourage employees to develop with us, both personally as well as professionally. Where it is beneficial to the employee and the organisation, we encourage transfers between business units in the Group which in turn transfers technical skills and develops talent. We offer a variety of training opportunities, both internal and external, according to agreed individual development programmes to help our employees develop a broad range of skills, as well as the competencies specific to their role.

Performance Management and Performance Evaluation

Open dialogue about performance and development opportunities helps to motivate our employees. We encourage line managers to coach employees continuously. We understand that praise is an important motivator and want to create a team-spirit where we recognise achievement and support each other.

As we look ahead to 2011, we continue our journey towards developing our “capability framework” describing the capabilities and behaviours needed to deliver broader and more complex services. Mapping such a framework will help Dana Gas identify the skills, attributes and qualities required to help us continue resourcing, developing and retaining talent.

We are also continuing the implementation of processes and systems to develop and enhance our internal communications across the Group and encourage an open and honest dialogue among employees, departments, functions and operating units.