Diana Kobas Dešković, Spona Code
Episode · #562
RE-KREIRAJ ŽIVOT I POSAO: MAMFORCE Diana Kobas Dešković, Spona Code
Guest Diana Kobas Dešković, Spona CodeHosted by Darko BukovićMay 3, 2026
Diana Kobas Dešković, Spona Code
About this episode
What you'll hear in this conversation
The definition of career success is shifting for new generations. Where previous generations might have sought lifetime employment, today's workforce increasingly prioritizes balance and flexibility. This evolving landscape is the focus for Diana Kobas Dešković, director of Spona Code and author of the MAMFORCE method. Her work helps companies systematically integrate family responsibility and gender equality into their operations, moving beyond ad-hoc solutions to create workplaces that truly attract and retain talent. This conversation will make you consider how a structured approach to work-life balance not only addresses current challenges but also shapes the future of work for everyone.
Insights from the conversation
What to take from this episode
01
Many companies managed employee flexibility through what the host calls a "discretionary assessment" or "rule-of-thumb method." A systematic framework like MAMFORCE replaces arbitrary decisions with consistent, measurable support, which benefits everyone and integrates into the company culture.
02
"Flexibility is a very broad concept," Diana points out, noting that "not everyone can work from home." Effective flexibility means tailored solutions, where even small adjustments like a 15-minute shift in start time can significantly improve employee well-being and loyalty.
03
The host suggests a "paradigm shift" where employees now choose organizations, but Diana recalls that companies always had an "identity" that differentiated them. The competition for talent may be new, but the imperative for companies to cultivate a distinct, attractive identity is not; it's a timeless aspect of attracting top talent.
04
Diana expresses satisfaction in finally having "our true national indicators" on parenting and career, rather than relying on global statistics. Relying on global data for local challenges is insufficient; specific national insights are essential to understand and address unique cultural and societal dynamics.
05
The research found "women find it harder to balance professional and private life," and an interesting dynamic: "men help men more, women help women more." The scarcity of women in leadership positions creates a systemic barrier, as there are fewer female mentors to support the career progression of other women.
06
Diana explains the psychological concept of a "self-fulfilling prophecy" as it applies to gender roles. Societal expectations, like men as primary providers and women as primary caregivers, profoundly influence life choices from a young age, shaping educational and career paths.
07
While Croatia has excellent parental leave policies, "women primarily stay at home with children," leading to "some opportunities missed" during their career development. Even with supportive policies, the traditional division of parental leave can inadvertently create career gaps for women, highlighting the need for more equitable distribution of caregiving.
08
Women are often "not even considered" for opportunities because it's "prematurely assumed... they will get pregnant," even if they aren't mothers yet. Implicit bias can block women's careers before they even start families, as employers make assumptions about future life events instead of assessing current capabilities.
09
One young, ambitious woman "managed to balance everything well" by recognizing that "now is not my time" for certain career opportunities. Employers must acknowledge that career paths aren't always linear; offering future opportunities to ambitious individuals who need to prioritize personal life at certain stages retains talent and builds loyalty.