When an oil company, INA, entered the MAMFORCE process ten years ago, its goal was to ensure that its employees had a better work-life balance while encouraging the recruitment, retention, and advancement of women. They had an intention to build a culture where everyone feels included. The path to change did not begin with big campaigns, sudden turnarounds or quotas, but rather through continuous, long-term work to create a fairer and more inclusive work environment. What was then a bold step today is a story of successful transformation.
In the past decade, INA has become an example of a company where human resources management is not only seen as an administrative function, but as a strategic foundation for business success. Thanks to this, and according to the latest MAMFORCE evaluation, INA is above the market standard in human resources management, which is confirmation that consistent and proactive work brings positive and measurable results.
At the award ceremony, Zsuzsanna Ortutay, the President of INA’s Management Board, was presented with the MAMFORCE GROW standard, handed by Diana Kobas Dešković.
“Today, we celebrate effort, unity, and diversity, because that is what makes INA strong. We can be proud of the recognition we receive, but we must also continue on this path to ensure our business environment remains inclusive. Our differences are not something we should hide or change to fit in. Instead, our diversity is an opportunity to learn, grow, and succeed together,” said Zsuzsanna Ortutay, President of INA’s Management Board.
Zsuzsanna Ortutay & Tome Barić (INA)
INA’s commitment is also recognized through the data. Over the last ten years, the share of women in INA has increased by six percentage points, making women 27% of INA’s employees.
Investing in education and fair promotion systems brings long-term results, which is also proven by the impressive progress at management levels. The share of women among INA’s lower management has increased from 4 to 44 per cent, in middle management to 37 per cent, and at the highest level of management to 25 per cent. These numbers are the result of systematic work on developing transparent and fair development, education, and promotion processes, as well as a clear message that diversity at INA is a source of strength, not a challenge.
The MAMFORCE assessment of policies and procedures in relation to culture of inclusion shows that they are at an exceptional 98 per cent at INA. This has been achieved thanks to numerous initiatives such as the introduction of the beneFIT platform, Kids Day, presenting flexible working hours (FlexiTime) and the implementation of the DADFORCE standard for proactively promoting the use of parental leave by fathers. These initiatives have shaped an organizational environment that recognizes the needs and provides support to employees at all stages of their lives.
Zsuuzsanna Ortutay (INA) & Diana Kobas Dešković (Spona Code)
They also have the constant support from their superiors and the satisfied reports from employees of all ages, genders and parental status can attest to that. Understanding and respecting the private needs that employees have, is how their superiors make INA a company where the culture of caring for people is not just a theoretical value, but part of everyday life.
All of this led INA to receive the MAMFORCE GROW standard, which today is not only a benchmark in the Company, but also a tool for transformation. Ten years ago, the MAMFORCE method provided a strategic framework that helped INA define priorities, monitor and measure progress, and maintain focus on long-term goals. From the initial idea of a better work-life balance and gender balance, to today’s culture in which diversity is a business advantage, ten years of learning, dialogue, and perseverance have passed. INA’s example is a testament to how real results do not come overnight, but with continuity, trust, and the belief that change starts from within.
” INA’s ten years with the MAMFORCE Standard confirm that strategic and consistent work on a culture of diversity, inclusion, and equity creates an organisation resilient to change and focused on people. Through ongoing cooperation, we are witnessing a true commitment to developing an inclusive organisational culture that results in more harmonious teams, numerous innovations, and better productivity. Along the way, a range of initiatives and programmes have been developed to support a culture of understanding and support, reflected in positive employee experiences. We are especially pleased with the increased representation of women at all levels, from employment to senior management, which confirms INA as a great workplace for women. Congratulations on all achievements,” said Diana Kobas Dešković.
