The SELECTIO Women Index has been measuring the share of women on the management boards of companies included in the CROBEX index for 20 years. In 2025, this share stands at 22.5%, marking a slight increase compared to 19.4% in the same period in 2024.
The representation of women in politics, based on the current composition of the Croatian Parliament, has also seen a slight increase compared to last year. It is now 34%, which is comparable to the representation of women in politics in European Union countries (33.1%). Measured by their share in the regular membership of the Croatian Academy of Sciences and Arts (HAZU), the representation of women in science has increased this year to 14.3%, compared to 12.1% recorded in 2024.
Croatia lagging behind Europe
Although Croatia is approaching EU statistics, progress remains relatively slow, and the gap is still significant. According to data from The Female FTSE Board Report for 2024, the representation of women on the boards of the 100 most significant companies on the London Stock Exchange is 43.4%, showing an upward trend. According to the European Institute for Gender Equality (EIGE) in 2024, the share of women on the boards of the most significant companies listed on stock exchanges in the European Union is 34.7%, also demonstrating a growth trend.
Source: Zagreb Stock Exchange, Bon.hr. Analysis: SELECTIO Group
Almost half of companies in Croatia have no women on their management boards
The percentage of CROBEX constituent companies that do not have a single woman on their management board has decreased by 3 percentage points compared to last year. Currently, 42% of CROBEX companies belong to this category, known as ‘zero companies’. In comparison, all 100 most significant companies on the London Stock Exchange have at least one woman on their management board.
The number of companies with a female CEO among CROBEX companies has increased from three to four compared to last year. Companies with female CEO include Ericsson Nikola Tesla d.d., where the CEO is also the sole board member, Brodogradilište Viktor Lenac d.d., where women make up 50% of the board, Podravka d.d., where women account for 40% of the board and Hrvatski Telekom d.d., where women constitute 29% of the board.
In just one year, women should account for one-third of all management boards
According to the EU Directive on Gender Equality in Leadership Positions, which will be implemented into Croatian law next year, one-third of all management boards should consist of women. The directive mandates that women must hold at least 40% of supervisory board positions or at least 33% on average of all positions in supervisory or executive boards.
The goal is to establish transparent hiring processes within companies, ensuring that if candidates have identical qualifications for a job, preference should be given to the underrepresented gender. Companies failing to meet this directive's goal will be required to submit a report detailing the reasons and presenting an action plan to reduce gender inequality in leadership positions.
Six employers recognized for HR excellence have all-female management boards
Certified Employer Partners, of which there are around 100, already have an average of 43.3% women in management. The share of women on the management boards of certified Employer Partners has also increased. This year, it stands at 30.5%, compared to 25.9% last year.
Interestingly, six certified Employer Partner companies have all-female management boards this year. These companies are: Agrolaguna d.d., Coca-Cola HBC Hrvatska d.o.o., Fresenius Kabi d.o.o., Nexi Croatia d.o.o., Sandoz d.o.o. and TRS d.d.
Other notable examples include Pliva Hrvatska d.o.o., where women make up 75% of the board and GRAWE Hrvatska d.d., Solvership d.o.o., and Zagrebačka pivovara d.d., where women represent 66.7% of the board.
Increase in companies holding the equal pay champion certification for gender equality
A key indicator of growing investment in gender equality is the increase in the number of companies that will receive the Equal Pay Champion certificate in 2025, while last year, 16 companies held this certificate. These companies have been monitoring equality and gender indicators for years, from gender representation to pay equality. Some were among the first in Croatia to disclose data on pay gaps and implement action plans to reduce them.
Compared to last year's certification, all companies in the Equal Pay Champion process have demonstrated significant progress in preparing for EU Directive implementation and building fairer pay systems. Soon, all EU member states will be required to incorporate the objectives of the Pay Transparency Directive and Directive for Gender Balance on Corporate Boards into their national laws.
Some of the new obligations employers will face from June next year include eliminating salary confidentiality clauses, developing precise job architecture, defining pay ranges based on gender-neutral, objective criteria, mandatory reporting on pay gaps and action plans to reduce them.
Equal Pay Mentorship program for women's empowerment
This year marks a turning point for the introduction of transparent pay and promotion systems in many Croatian organizations. To achieve equality and empower women in leadership roles, companies must build humane work environments and ensure equal pay, as well as equal opportunities for advancement, employment, and rewards.
However, career advancement is impossible without investing in the development of social and professional skills. Some studies indicate that 54% of women consider mentorship programs a key turning point in their careers. Therefore, soft skills education and talent empowerment programs are essential for individuals who have not yet reached their full potential.
The Equal Pay Mentorship program is an example of such an empowerment initiative, aimed at educating organizations on how to align with gender equality standards. The program encourages participating companies to remove barriers for women in leadership positions actively. Alongside mentorship work, it includes bite-size educational sessions, networking opportunities and teambuilding. These elements help equip women for leadership roles.
All program participants undergo a 360° assessment and assessment centar, providing them with detailed insight into their leadership competencies. The Equal Pay Mentorship program can be an excellent opportunity for many women striving for professional development but are unsure where to start.
If you want to be ready for the implementation of EU Directives and become a leader in building fair and transparent pay systems, contact us!
