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Diversity & Inclusion

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FCA's commitment to diversity and leadership on diversity related issues is woven into our entire business, including our work force, supply base, marketing efforts, dealer network, and our communities. In addition, FCA US provides equal opportunity without regard to race, color, sex, sexual orientation, gender identity or expression, transgender status, age protected veteran, marital status, religion, national origin, disability status, genetic information or any other basis protected by law.

This commitment is a longstanding and ingrained part of our culture. Encouraging diversity throughout our extended enterprise is not only the right thing to do, but it breeds innovation, mutual respect and openness, and is vital to our sustainability as a company.

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Diverse Workforce

​At FCA, we believe it is our diversity of talents and perspectives that allow us to take visionary approaches strategically apply new technologies and forge ahead in our industry in innovation and performance.

Our team actively recruits a diverse workforce. We seek out top talent at colleges and universities and we work closely with professional diversity organizations to identify high-potential diverse candidates. We also offer many opportunities to meet with our team at diversity events across the country. Learn more.

FCA US LLC provides equal employment opportunity without regard to race, color, sex, sexual orientation, gender identity, transgender status, age, protected veteran status, marital status, religion, national origin, disability status, genetic information or any other basis protected by law.  This applies to all aspects of employment, including hiring, job assignment, training, career development, promotion and compensation.

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FCA US is extremely proud of its recent success in increasing the number of our minority-owned dealers across the country. Since 2012, the number of minority dealers in our network has increased from 140 to 185, representing a 32% increase in less than two years.

We are also proud that 17% of FIAT franchises in the U.S. are minority-owned, representing the highest single brand percentage in the industry. In order to continue to develop and grow the number of our minority dealers and candidates, FCA US has instituted a number of programs:

• Dealer Candidate Development Program: Through this program, minority dealer candidates who are existing managers at FCA US dealerships are trained in all aspects of owning and operating a dealership. By the end of 2013, Chrysler will have invested more than $1 million in this program. Our initial class of five candidates graduated last year and one graduate has already been placed into a dealership opportunity. Our second class of five candidates is scheduled to complete the course in early 2014. In each class, four of the five candidates were African American.

• Financial Support for Minority Dealer Training: Under this initiative, FCA US pays one-third of the training costs for eligible minority dealer principals (up to $5,000 per principal per year), in order to help ensure they are best equipped to operate their dealerships efficiently and maximize profitability.

• National Dealer Council Representation: To ensure minority representation, FCA US reserves one seat for a minority dealer on our National Dealer Council. This is the only reserved position on the Council; all other positions are elected.

• Financial Support for the National Association of Minority Automobile Dealers (NAMAD): Each year, FCA US makes a significant monetary donation to NAMAD to support training and education programs, offer networking opportunities, and provide regulatory updates for minority dealers. Our representatives participate in NAMAD’s national convention and industry panels each year to engage minority dealers on relevant topics from a manufacturer’s perspective.

• Market Investment Program: To help ensure that funding alone is not a deterrent for prospective dealers, FCA US has assisted by directly funding and operating start-up dealerships under our Market Investment (MI) Program. Under this program, MI candidates must make a significant investment, subject to loss, but FCA US provides a facility and the majority of the start-up capital for a new dealer to begin operations. Over time, the dealer buys out FCA US's financial stake using profits from the dealership, with the goal of eventually gaining full ownership. Historically, a large percentage of our MI dealer participants have been minorities.

Supplier Development

In addition to the dealership programs, we are committed to creating a diverse and sustainable supply base that directly reflects our customer base. Since 1983, we have purchased nearly $50 billion of goods and services from minority-owned suppliers. Our dedication to supplier diversity has led us to create innovative programs, such as our annual Matchmaker event, which provides minority-owned businesses access to our Tier 1 suppliers, as well as to decision-makers in our company's procurement organization.

In addition, in 2013 FCA US received the Company of the Year for innovation award from the National Minority Supplier Development Council for the Company’s longstanding commitment to developing and launching innovative programs to increase minority business participation in the Company’s supply base.


Our Community Action Days initiative organizes employees in service projects that help meet urgent social and economic needs in different communities where our employees live and work. It is our ongoing commitment to create events in which people of all ages and backgrounds come together to improve lives and bridge social barriers.

Sales and Marketing

​Our diversity helps us compete in the global marketplace. It allows us to better serve our customers and community around us. We look to our employees for the innovations that will move our business forward. We also look to our Employee Resource Groups as powerful cross-cultural tools, helping us to better understand and market to diverse communities.

We believe our commitment to diversity is the reason we are seeing such success in targeting strategic markets. For example, this is the third consecutive year that we've been included on HispanicBusiness' list of Best Companies for Hispanics. The ranking looks at 32 variables that measure a company's commitment to Hispanic hiring, promotion, marketing, philanthropy and supplier diversity.

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Recognized for Our Efforts

  • The readers of Workforce Diversity For Engineering and IT Professionals have named Chrysler Group LLC to the magazine's list of “2013 Top 50 Employers."
  • Recognized eight times by the Human Rights Campaign Foundation as one of the country's leading corporations supporting policies and inclusion of LGBT employees. Chrysler Group LLC achieved a perfect score of 100 percent on HRC's 2014 Corporate Equality Index (CEI).
  • The editors of DiversityInc magazine again named Chrysler Group LLC to the magazine's 2014 list of "25 Most Noteworthy Companies for Diversity."
  • Named among 'The Best Companies for Diversity' for 2013 by readers of Diversity/Careers in Engineering & Information Technology magazine.
  • Named to’s list of the 50 best companies providing opportunities for multicultural businesses in 2013.
  • Latina Style magazine named Chrysler Group the 11th best company for Latinas to work for in the U.S. in its 2013 ‘LATINA Style 50’ report - the tenth time the Company has been named to the list since its establishment in 1997.
  • In 2013, the Detroit Free Press named Chrysler Group as one of the best places to work in the state of Michigan.
  • Recognized as a “Top Supporter” of Engineering Programs at the Nation's Historically Black Colleges and Universities for Third Consecutive Year by U.S. Black Engineer & Information Technology magazine in 2013.
  • Named one of the "100 Best Companies for Working Mothers” by Working Mother magazine 13 times.