Saponia - MAMFORCE Standard in CHANGE Category

Industry Detergent-toilet Industry

Employees 756

Saponia – MAMFORCE Standard in CHANGE Category

One hundred and thirty years ago (in 1894), Saponia was established as a soap manufacture, and has grown since to become the leading producer of detergents and cleaning supplies in Croatia, and one of the largest in the Adria region. The leading brands the company has owned for decades are, among others: Faks Helizim, Nila, Rubel, Bioaktiv, Plavi Radion, Ornel, Likvi, Tipso, Arf, Vim, Lahor, Frutella, Kalodont, etc. The company is aligned with the UN Sustainable Development Goals.

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Industry Detergent-toilet Industry

Employees 756

Challenges

a better balance between the private and business spheres of employees
increasing employee satisfaction
greater flexibility for employees
strengthening the employer brand
attracting young, new talents

Aware of the importance of constantly improving business practices and organisational culture, we decided to introduce the MAMFORCE certificate because we believe that improving the well-being of all employees directly affects the efficiency and health of the organisation.

Dajana Mrcela,

President of the Board

We are very happy with our collaboration so far, and we believe that the MAMFORCE team will help us improve our business practices, motivate the employees, and confirm that we are on the right track to be the employer of the first choice in our region, and a company where all employees feel at home.

Zdravko Pavić, Director, Legal Affairs and Human Resource Management, Head of the Supervisory Board

On the collaboration with the MAMFORCE team

Introduction to the MAMFORCE community is for us in SAPONIA a part of the process we have been committed to for the last several years. The main goal is the company’s transformation into a contemporary, gender-aware firm. The employees and their families, and the balance between work and personal commitments make an important part of our organisational culture. The process of acquiring the MAMFORCE certificate was complex and demanding, but the collaboration with the Spona Code team has led us to improved business practices and more motivated employees, and consequently to better business efficiency. Our goal is to be the employer of choice in our region, and to meet, to the best level possible, the needs of all our stakeholders.

Andrea Božić, Project Manager

MAMFORCE Partnership

SAPONIA made the decision to introduce the MAMFORCE Standard to advance employee well-being and to improve its record as the employer of choice. The survey conducted during the MAMFORCE audit has shown that the employees perceive SAPONIA as a zero-tolerance company regarding harassment and unethical behaviour (over 95% responses), the representation of women in management exceeds their representation in the workforce by 14%, and the gender difference in salaries favours women. The promotion rates are balanced, gender does not represent an obstacle to career progress, and the company provides a fair work-life balance. Internal communications have been improved by the introduction of e-mail bulletins for the employees, and the regular updates of the noticeboards on the factory floor. Internal trainers have been selected and trained to further improve communication skills at all structural levels. All the information relevant to employees’ rights is now available at a single point, which helps them be informed fully on the opportunities for improving their work-life balance as well. Internal regulation was identified as an area in need of improvement, where rulebooks and procedures need to be developed to underpin and codify the existing good practices, metrics, and communication. The activities carried out during the certification process have resulted in reduced employee turnover, due to their greater satisfaction with the working environment. SAPONIA is one of the few processing companies, and the only chemical company in Croatia to join the MAMFORCE community.

Employee testimonials

Maja Aničić, Ph.D.,

Head of Department, Development of Liquid Detergents

From the first day of my working here, I have felt the support from supervisors and colleagues when dealing with all the challenges that came my way. Through such empowerment, I was able to balance my business-related and private obligations, to balance motherhood, doctoral studies, additional training, and career development. I started as an intern, and today I feel lucky to be able to create new products that will be used in most households in our and neighbouring countries. I have recently returned to work after having my third child, and the company gave me the opportunity to work half-time, with the option of further career development, and that is an additional inspiration to me.

Željka Martinović,

Team Leader, Procurement

SAPONIA is a company in which the only important thing is how well you work, and what you know. Getting the job done, that’s what’s important, making sure that all the inputs are here on time so that the production can go forward. With all that, getting off work to support your child in sports events or in other activities is not a problem, and my job allows me the option of working from home when I need it. Moreover, SAPONIA is a company with a strong women’s touch – women production line managers, heads of development, technology and engineering experts, and sales experts are all equal to their male colleagues, and give full contributions to the development of the company. It’s normal here for a woman to do the “man’s” job, and vice versa. This is another reason why I love being a part of this company, and fighting for its success.

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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