Industry IT

Employees 93

SICK Mobilisis – MAMFORCE standard in GROW category

SICK MOBILISIS was established in Varaždin in 2005, and its main business is the development of the innovative sensor systems and complete solutions, and related cloud applications for digital location systems in the context of Industry 4.0. The company is the system and product integrator that bridges the gap between sensors and IT and is integrated into the client ecosystem at the object, machine, and process level. Since 2022, the company has been a part of the SICK (D), a global leader in sensor-based solutions for industrial use.

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Industry IT

Employees 93

Challenges

creating a working environment that encourages work-life balance
developing a system of mentoring and supporting women’s leadership
raising awareness of the importance of open communication
developing a talent management program
promotion of parental leave for fathers

By participating in the audit, SICK MOBILISIS acquired the guidelines for the improved gender equality and diversity in our work environment, and for better work-life balance and easier participation in parenthood. Our work environment has become even more inspiring though this, and our employees are now additionally empowered, and are more active contributors to organisational change.

Etelka Kozar,

HR Manager

MAMFORCE Partnership

Following the MAMFORCE audit of the company’s practices, the development of the action plan, and a scarce year of its implementation, SICK MOBILISIS has shown significant progress in all monitored areas of practice. This was the result of an improved talent management program, the introduction of performance management system, improved communication between teams, and the upgrades in leadership competencies among the managers.

The changes introduced through the action plan led to the extraordinary progress in the dimensions of the culture of support, flexibility of work obligations and working hours, and leadership competences, with the introduction of the system of continuous education. Corporate communication and employee information sharing practices have been improved significantly.

The company has introduced the benefits that reflect their care for gender equality and work-life balance: the employees are now more present in the lives of their families and are encouraged to take paternal leave (up by 40%), and parental leave. SICK MOBILISIS now has more women in management and engineering positions, and the company is recognised as the employer of choice and an equal opportunity employer. Additional health-related benefits have been introduced – open health days, internal health-related campaigns, etc. A growth of almost 10% in employee engagement, and 12% in satisfaction with the culture of support and flexibility, has been recorded.

Results

Better Engagement 9%

Women Promotion Rate increase 12%

On the collaboration with the MAMFORCE team

The certification process has given us the incentive to actively attend to the needs of our employees, to be ready to adapt the business strategy, to reorganize the existing and create new processes in human resource management. Through all this, we have made our working environment even more desirable, and more inspiring for professional development. Likewise, MAMFORCE training and education workshops, have informed the employees on all these issues, and have empowered them to suggest change, and take an active part in it. In line with the guidelines we’ve got from the MAMFORCE team, we have introduced remote work, flexible working hours, we implemented the new monetary and health-related benefits. The fathers now utilise their paternal and parental leave entitlements, with full support of the employer. Furthermore, the supervisors are regularly trained on issues related to leadership and are encouraged to apply this knowledge in their work. All of this keeps the satisfaction level of our employees high, and their turnover low, and gives us an extra incentive to implement the best practices and continue to be the employer of choice in our industry.

Etelka Kozar, HR Manager, SICK MOBILISIS

Employee testimonials

Ivana Skupnjak,

Quality Manager

The introduction of the MAMFORCE Standard has demonstrated to the employees that our company values and supports the work-life balance. They now talk about gender equality more frequently and more proactively, and are more free in using their off time with their families. On top of that, fathers now use parental leave more often than before MAMFORCE was introduced.

Ana Jelenski,

Payroll and Administration Specialist

I have observed the biggest change in the level of support and understanding that the supervisors show when I must use sick leave – for me or the child. Also, when I am on holiday, or absent from work for some other reason, the number of e-mails and calls from other colleagues has been reduced significantly. In other words, my private time is better respected. We have also introduced financial aid to parents of school children at the beginning of the school year, gifts on the occasion of the birth of a child, and subsidies for kindergarten for all employees.

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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