Mirko Mrakužić, CEO, dm - drogerie markt

Objavljeno 01.01.1970.

Mirko Mrakužić, CEO, dm - drogerie markt

Every employee in dm has equal access to management positions and educational opportunities, and our payroll system is based on the job position. All dm employees can choose to participate in one or more educational programs which enable them to develop and grow professionally. In addition to that, dm offers support to our employees in every aspect of their lives.

Could you share with us some key milestones in the D&I journey of your company? dm™s greatest and most important success is the fact that diversity and inclusion are the way we do business. Respecting differences and acknowledging the value that diversity brings to every organization has been at the core of our company for the last 25 years. As a company, dm has been primarily focused on meeting the needs of people “ our customers, employees, and partners and we have confirmed this in 2018 by signing the Diversity Charter Croatia. If I had to single out one milestone in our journey that has enriched all of us in dm it would be the start of our cooperation with organizations which promote inclusion and rehabilitation. What aspects of diversity management have the highest priority in your company? We see equality as one of the key aspects of dm™s success in Croatia. Nurturing a culture of diversity and inclusion is the best way to ensure continuous innovation and creativity which are integral in any business, especially retail.  The differences in age, religion, gender, nationality¦ They are not an obstacle, they are an asset which enables our employees to grow and develop, both professionally and personally. This is why our highest priority is to make sure all our employees understand and recognize the value of diversity. Which D&I activities have been implemented in your organization so far? Every employee in dm has equal access to management positions and educational opportunities, and our payroll system is based on the job position. All dm employees can choose to participate in one or more educational programs which enable them to develop and grow professionally. In addition to that, dm offers support to our employees in every aspect of their lives. We have developed educational and supporting activities for mothers who return from maternity leave, and for mothers and fathers who return from parental leave. Additionally, we support new parents among our employees in the amount of HRK 10,000 for every new-born or adopted baby. I have already mentioned dm™s cooperation with institutions which promote inclusion and rehabilitation. We have nurtured this cooperation since 2002. In your opinion, what are the biggest challenges faced by the industry sector in creating a diverse and inclusive workforce? One of the biggest challenges is tackling the influence of the COVID-19 pandemic. It has been and still is a difficult time for all of us and the consequences are yet to be seen. We need to be aware that some of our employees are more severely affected, in terms of mental health issues and work-life balance. Employers need to implement programs which will show all employees that how they feel is normal, offer them support and ensure that all team members show understanding and respect differing circumstances. In order to achieve this, dm has dedicated the whole of 2021 to mental health. We regularly hold seminars and courses about achieving a better work-life balance. We encourage our employees to talk freely about their issues and we offer them professional support. All dm employees can contact a psychologist and they can participate in seminars and courses dealing with mental health. What business benefits do you see as a result of increasing D&I? I am glad that I can answer this question with a specific example. Special needs persons, users of the inclusion and rehabilitation institutions have been a part of dm since 2002. The positive influence they have had cannot be measured but I can attest that this cooperation has made our community more cohesive and understanding.  It has made it possible for us to have a better grasp of the positive influence diversity and inclusion have in enriching the work environment and to see that accepting differences enables us to grow as people and professionals. Equality and sameness sound similar but they are not. Equality implies diversity and it enriches organizations; it helps us understand our colleagues and ourselves. Sameness dulls creativity and innovation because it never challenges us to think in new, different ways. Can you name three diversity challenges that companies have to pay attention to? It is crucial to pay close attention to the results of their diversity policies and how they reflect on the work environment. It is also necessary to take into account that we live in an age where change has become the norm. Companies, therefore, need to be vigilant in adapting and enhancing their diversity programs to make them relevant. For example, digitalization is seen as a way to improve and enhance business operations. However, we must make sure that all employees have the opportunity to learn how to use digital tools, making sure they become an asset in their work and not an obstacle. What do you do to convince your colleagues to see the value in diversity management, or even more to truly get them on board? Diversity and corporate values focused on understanding and appreciating differences are also an important part of our employment process. This way we have integrated diversity in everything we do, and it is easier for our employees to appreciate its value. Employees are included in developing and implementing dm™s diversity programs. They have an opportunity to learn to value diversity and to look for ways to develop it. For example, every year dm employees volunteer in their community. They themselves choose when and where they want to help. Their experiences show how important it is to recognize the needs of our community and help all our neighbours, regardless of their age and status. Any plans for the upcoming #EUDiversityMonth this May? During May, the #EUDiversityMonth, we plan to continue with our activities which will help our employees focus more on their mental health and learn how to deal with stressful situations. We will also explore how we can all contribute to creating a better work environment. As a part of our initiative {TOGETHER} for Petrinja, Sisak and Glina, our employees will join other volunteers in securing support to the people of Glina who are still dealing with the consequences of the earthquake.     This interview was produced with the financial support of the European Union (project Workplace Inclusion Champion WIC). Its contents are the sole responsibility of the author and do not necessarily reflect the views of the European Union.

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