Industry Manufacture

Employees 820

Končar D&ST – MAMFORCE Standard

Končar D&ST – Distribution and Special Transformers is regional leader in the production of the distribution, middle-range energy, and special transformers. It was awarded the “Golden Marten” as the best large company in Croatia, and the “Golden Key” as the most successful large-scale exporter in 2020 and 2021. Over its 70 years in business, the company has exported its products into 110 countries worldwide.

Open positions

Industry Manufacture

Employees 820

Challenges

Promoting equality and inclusiveness
Development of inclusive leadership
Development of female talents
Building a healthy and inclusive organisational culture
Establishing a balance between business and private life

Through participation in the MAMFORCE project, we wanted to contribute to the creation of a working environment that is supportive, adaptable and inclusive. We believe that this project will benefit our employees, especially mothers and fathers, but also the entire community, through promoting gender equality, improving the balance of private and work life, and the well-being of employees.

Vanja Burul,

President of the Board

MAMFORCE Partnership

Following the MAMFORCE certification process, and the implementation of the improvements identified as priority for action, 82% of Končar D&ST employees may now ask freely for a leave of absence due to personal reasons. A full 76% of employees give favourable marks to colleague-to-colleague communication, and more than half of the employees state that they wish to stay at Končar D&ST for at least the next five years, or up to their retirement.

The action plan developed and implemented based on the results of the MAMFORCE audit has led to improved internal communication channels, where tools like Sharepoint and Yammer are now used more frequently. The second tier (B2) team leaders are enrolled in the Leadership Academy, and a special manual for managers is developed to support their competencies. Female managers are enrolled in the Female Leadership Program. A guidebook for effective meetings has been published, and the workers now attend the team building events more frequently, which contributes to the desired culture of collaboration within the company. The in-depth analysis at all management levels has shown that there is no pay gap between men and women. All employees have additional health insurance.

On the collaboration with the MAMFORCE team

Collaboration with the MAMFORCE team was an opportunity for us to analyse our own projects and practices comprehensively. This has shown us that there is a wide array of opportunities for improvement, and for the introduction of new and better methods of work. In addition to this, we have become better aware of our other strengths and advantages, such as the equal representation of women at all hierarchical levels in the company, commensurate to their representation in the workforce, and the absence of gender pay gap.

Martina Mikulic, Director, Member of the Board

PROJECT COORDINATOR

PARTNERS

The implementation of the project is co-financed by the European Commission through the REC (Rights, Equality and Citizenship) program.

This information was published as part of the EU project “Redefine Work-Life for Women and Men” with the financial support of the European Union Program “Rights, Equality and Citizenship” (2014-2020). Spona Code is solely responsible for the content of this website. The European Commission does not accept any responsibility for how the information on this website will be used.

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