Moira Homan (Podravka): We Prepare Foreign Workers for Employment with Us While They Are Still in Their Countries

Recently, news emerged that the domestic consulting group for human resources, Selectio awarded as many as sixteen ‘Equal Pay Champion’ certificates. Companies receiving this certificate, which is guided by the slogan ‘Equal Pay for Equal Work’, have been declared leaders on the long road to reducing pay disparities. One of them is Podravka. However, this is not the first certificate of its kind for Podravka, which for the second consecutive year holds the title of ‘Employer Partner’ for excellence in human resource management, and has also been a proud holder of the ‘Mamforce’ certificate for two years, awarded to companies that implement family-responsible and gender-aware human resource management policies and develop a culture of fairness within the organization.

To find out how the company ensures high standards in this area, we visited its Zagreb address where we spoke with the Director of Human Resources Management Moirom Homan.

How do you comment on the ‘Equal Pay Champion’ award?

– Podravka truly leads in parameters related to equal pay for equal work in Europe and Croatia. The gender pay gap in the company is 2.2 percent, which is a fantastic result. It does not arise from unequal pay, but from the fact that we still have a higher percentage of men in senior positions. We continue to strive and are focused on having women in high positions within the company and ensuring equal opportunities for career development, advancement, salary increases, and rewards, as all these parameters together contribute to the policy of equal pay. We have implemented many initiatives and incorporated all these ideas into our processes, which has significantly reduced disparities, so we can say that we are a leader in equality policy in society.

Does this align with the European directive?

– Absolutely. For us, it is a beacon that guides us forward, but I would say that we are already ahead in the data. Being good at something is excellent, but maintaining that parameter and becoming even better – that is difficult. Therefore, it is now a significant challenge for us to consistently continue the activities we have initiated.

Is there a shortage of labor?

– There is a shortage of labor both in Croatia and in Europe, but Podravka successfully employs workers from various sources. Most of our factories are in Koprivnica, which is one source of labor for us, but we have also relied on sources from distant countries, employing around 160 people from eleven foreign countries, mostly from Nepal and Tanzania. We integrate workers very quickly, adapting them to our technologies. Many of them have the necessary qualifications to perform work with us, but they often find the level of automation and technological sophistication of our factories foreign to them.

How do you introduce foreign employees to their jobs?

– We strive to start this process while the worker is still in their country. For example, we have already launched online Croatian language courses. We have also started creating digital content about our factories to virtually guide foreign workers through them, showing them the machines they will work on. They prepare for work with us while still in their country. When they arrive in Croatia, integration into local life begins, so within a day or two, they learn where they can visit a doctor, where to open a bank account, where to buy food, and so on. After that, cultural integration and workplace-specific integration continue. Workers receive mentors, some of whom were foreign workers themselves and have been with us for a longer time, know our language, procedures, and ways of working, and are very willing to participate in the integration of new employees.

And how does Podravka attract local labor, especially young people, how do they educate employees, and how much have they raised their salaries? Read more in the rest of the interview available in the latest issue of the printed and digital edition of Lider.