Telemach Croatia has once again confirmed its position as a leader, becoming the first large company in Croatia to hold the MAMFORCE LEAD standard, the highest level of the MAMFORCE standard, confirming a commitment to building a supportive workplace grounded in family responsibility, work-life balance and gender balance. The certificate was presented to Telemach’s Management Board President, Adrian Ježina, by Diana Kobas Dešković, Director of Spona Code, which carries out independent evaluations and certifications of organisations in the field of people management.
MAMFORCE evaluation covered six key areas of people management, from business practices to employees’ lived experience. The result was a 15-percentage-point increase over the company’s first certification, more than enough for Telemach to become the first large company to reach the MAMFORCE LEAD standard. The biggest shift was recorded in responsible governance and in talent and leadership development, a trend also reflected in employee satisfaction, which today exceeds not only good practice benchmarks but also the average for comparable organisations.
“The MAMFORCE LEAD standard isn’t a goal itself for us, but a confirmation of the culture we build every day. We believe successful business starts with people, which is why we continuously invest in a workplace where every employee can grow, take on responsibility and reach their full potential,” said Adrian Ježina, President of the Management Board at Telemach.
Adrian Ježina (Telemach), Diana Kobas Dešković (Spona Code) & Andreja Gracin (Telemach)
Today, Telemach employs more than 1,000 people, 51% of whom are women, and this isn’t just a statistic; it runs through employees’ entire journey with the company. From the first day forward, right up to the highest levels of decision-making, where women make up 42% of senior management and 40% of the Management Board, gender balance remains consistent. This is further supported by a gender pay gap of under 5% and a sick leave rate below the market average – clear signs that a strong organisational culture is felt not only in the atmosphere, but in the numbers behind productivity too.
Telemach is also last year’s winner of the Inc.Q BEST Inclusive Employer award for inclusive leadership, and this year’s growth in employee satisfaction in that same area confirms leadership’s ongoing commitment.
“Reaching the highest MAMFORCE LEAD standard in just one year is confirmation of the whole team’s dedicated work and continuous investment in organisational culture. Over the past year we focused on the areas our employees themselves identified as opportunities for improvement – from leadership development and internal communication to additional employee wellbeing programmes,” stated Andreja Gracin, Executive HR Director at Telemach.
Mislav Galler, Andreja Gracin, Matija Mandić & Adrian Ježina (Telemach)
Over the past year, Telemach has upgraded its internal communication channels, launched an internal social network, run development programmes for managers, and delivered a range of employee training. The focus also included new initiatives for the wellbeing of employees and their families, alongside further strengthening of transparent, responsible governance and diversity and inclusion practices, all with the full support of the Management Board.
“Telemach is a genuine example of a well-structured inclusion ecosystem, built on active top management involvement, consistent implementation at every level, and regular monitoring of relevant indicators. The commitment of the HR team brought about MAMFORCE LEAD status in just one year, raising the bar for large companies in Croatia,” highlighted Diana Kobas Dešković.
Adrian Ježina, Jelena Barnjak, Andreja Gracin, Andrea Letica & Katarina Marković (Telemach)
Through the MAMFORCE certification, brought to Croatia and the region fourteen years ago by Spona Code, organisations identify where they stand today, define where they want to be, and work systematically to improve their people-focused management practices. Through an expert, objective and thorough evaluation, unconscious bias is removed from processes, building a culture in which every employee can reach their full potential. Telemach Croatia’s results show that organisational culture is not a matter of size or industry, but of strategic decision-making and consistency in its implementation.
