In the process of the MAMFORCE certification and audit, the Addiko Bank developed the action plans in response to the evaluation results. They focused on family responsibilities and gender equality and incorporated these issues into their new policies aimed at gender balance at key management levels. To eliminate bias in employment, they put forward guidelines calling for hiring of a candidate from the under-represented gender in cases where all other criteria are equal, and for gender balanced composition of selection committee members. The inclusion is reinforced through internal communication (e.g., stories of untypical bankers, business vs. private, etc.), and through the topical management training programs. The new wellness strategy was developed and included the guidance on issues important to employee health, new benefits for employees such as benefit cards, days off for parents whose children are starting elementary school, and a series of other benefits. Hybrid work has been made available even after the end of the pandemic. The company rulebook on manager competencies has been amended, and now includes the values and conduct supportive of collaboration, inclusion, idea sharing. All these innovations resulted in a ten percent increase in overall employee satisfaction and engagement. Due to the investments into development of leadership and management competencies related to inclusion, the inclusive leadership score based on employee feedback has gone up by 9%. The sick leave rate has been reduced by 2%. Furthermore, the Bank has issued their first gender pay gap report, which is becoming obligatory for EU-based banks in 2023. To complete their action plan, the Addiko is to develop the mentoring program for women, and the diversity and inclusion program for the leadership.