Industry IT

Employees 171

Plavi tim – MAMFORCE Standard in LEAD category

The independent service IT Centre, a member of the INA Group, offers business-oriented IT solutions and the support to companies within the INA Group, and to other clients. They are dedicated to optimal services, which they ensure through consistent development of knowledge and competencies, monitoring of emerging trends, and the development of communication channels. They bring added value to their clients through the wealth of professional know-how, gained via creativity and innovation.

Industry IT

Employees 171

Challenges

Attracting and retaining the best talent
Employer Branding
Increasing employee satisfaction
Development of benefit programs for employees

During the MAMFORCE certification process, we managed to identify the areas in which we needed to work more, but also the existing programs that needed to be upgraded and brought up to date. The programs of beneFIT – benefits for workers, and FORa – flexible working arrangements, have been in place for years now at INA Group, where they have supported the family-friendly workplace policies. These programs have been continually adapted to the needs of our employees at Plavi Tim. In addition to this, we pay a lot of attention to team spirit, which we see as one of our key advantages. The employees of Plavi Tim have a sense of equality, which is due to the fact that they are accepted at their workplace regardless of their private characteristics or educational background. We support diversity and inclusion because they feed a strong team spirit, as well as the creativity at individual and team levels. The fact that we are an IT company with almost 35% of women, and that employees of both genders say that they have a sense of equal career opportunities testifies to that. Equality stretches to all other characteristics of our employees. Our ultimate goal is to provide safe working environment to our colleagues, and help them find individual solutions to their business-related challenges, in view of their full work-life balance. I would like to thank the MAMFORCE team for their support in the process of certification.

Kristian Schuster,

CEO

MAMFORCE Partnership

During the MAMFORCE audit, the data on employees, management processes, and employee feedback were collected and benchmarked, and an annual action plan was developed. Its implementation resulted in improved employee satisfaction in the areas of culture of support and flexibility by 13%, employee wellbeing and benefits scores were up by 10%, and the marks for leadership and employee development by 12%. The activities such as the introduction of remote work, better working environment, participation in the benefits structure of the INA Group (beneFIT), and training and education program for employees all contributed to this development. The collaboration within the company was improved as well, as increased opportunities for informal meeting and socializing, and a greater flexibility and better working conditions resulted in collaboration scores that were up by 9%.

Results

Improved Inclusive Leadership 8%

Improved Collaboration 9%

Employee testimonials

Nataša Jurić,

Employment at Plavi Tim gave me security, and also enabled me to feel a full part of a team while pregnant, and now as a mother. I am actively involved in all projects, and I have never felt that my work was valued differently, or that my status at work was changed because I became a mother in the meanwhile. Female workers at INA Group can count on days off for pre-natal check-ups, breastfeeding breaks, parental leave, job security following the return from maternity leave, days off for first day in school or kindergarten, etc., meaning all those benefits that are not normally granted at the job market and in collective agreements nowadays. I am happy that I work here, as Plavi Tim has the solutions to all of my everyday challenges.

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.

REDEFINING WORK-LIFE: NextGen Workplaces

Redefine Work-Life for Women and Men: WorkLife4U

Our impact

Addiko Bank Serbia

MAZARS

INA Group

Top Accounting Services (TRS)

Ready to join a group of responsible employers with quality HR policies?

Let’s talk!

Become a MAMFORCE INSIDER

Be at the source of relevant topics in the field of diversity and inclusion, gender balance, and human and organisational development. Get special discounts on our education!