Author: Tamara Mrázová
Beyond Paychecks: How Lidl Is Redefining Employer Excellence By Judit Dulin
With over 4,500 CVs landing in their inbox each month, Lidl Slovakia has built a reputation that goes far beyond retail shelves. At the heart of its success lies a strong people-first approach led by Judit Dulin, Managing Director for Human Resources. In this exclusive Women in Action interview, we uncover how Lidl is navigating labour market shifts, driving inclusion, and creating pathways for growth—both for its employees and its future workforce. What are the biggest challenges on the labour market and how is Lidl responding to them? Slovakia has historically had the lowest unemployment, which means that it is increasingly difficult to find suitable candidates. However, we are doing well thanks to a supportive corporate culture, an attractive remuneration and benefits system, stability, and career growth opportunities. We receive an average of 4,500 CVs per month, which means that interest in working at Lidl is really high and the public perceives us as a great employer. This is also confirmed by numerous domestic and foreign awards. Another challenge, or rather a set of challenges, are the priorities of the new generation on the labour market, which place greater emphasis on work-life balance, corporate culture, smart work, etc. We respond to these challenges by continuously upgrading our corporate culture, as well as introducing innovation, digitalization, optimizing processes, etc. Are you planning further wage increases in 2025? If so, to what extent? In the case of wages, we have already spent 43 million euros on salary increases over the past three years. This year, we have allocated another 14 million euros for this. We always try to put great emphasis on the fact that we are leaders in the retail market, not only as a retail chain for our customers, but also as an employer. We have reached a point where the lowest salaries of our salespeople and warehouse workers reach 150 percent of the legal minimum wage. Salespeople earn a minimum of 1,250 euros and warehouse workers earn 1,300 euros. Apart from salaries – what benefits do Lidl employees value the most? At Lidl, we make no distinctions, and we have set this high standard for a long time in the area of benefits – everyone is entitled to the same. We have a portal where everyone can choose benefits according to their own preferences worth 250 euros per year, with more than 4,000 options to choose from. In addition, we provide employees with 40 euros in credit per month for purchases at Lidl, and after two years in the group, we contribute 200 euros per year to the third pension pillar. You can also earn up to 900 euros through the referral program. A great benefit is the possibility of job rotation and rich opportunities for education and development. We provide leave beyond the statutory framework, time off on the child’s first day of school, gifts for birthdays, work anniversaries, Christmas and St. Nicholas Day, psychological and financial advice, and much more. Read also: Sweet success of Nadežda Demeterová What is the ratio of men and women among your employees? I won’t surprise you when I say that the absolute majority of our employees – 70% – are women, as everywhere in retail. However, the number of men is growing, including in store positions. As for management positions, currently 55% of our managers are women, which we are very happy about. Within the management, it is exactly fifty-fifty, and we were even one of the first companies within our group to have a female CEO. How do you promote diversity and inclusion in the Lidl workplace? DEB is an integral part of our corporate culture and, since 2021, we have created the position of Diversity Ambassador, whose role is to promote these topics and is also the primary contact person. Within DEB, we carry out various activities for our employees. There are regular Small Talks on various topics (organized by the Mental Health League), and we continuously communicate about DEB through our internal app – We Are Lidl (where we currently have more than 6,000 employees). In this context, we also focus on manager trainings (various workshops, REX – Recruiting Excellence) or the topic of gender diversity and women in management. Every year, we also prepare a DEB Week for employees, during which they can participate in competitions or take part in Small Talks. Our employees always have access to confidants and a diversity ambassador. We recently conducted a survey on the topic of DEB – it showed that gender diversity, which we focused on the most, is also the most positively evaluated. Employees are interested in further focusing on wellbeing, psychological safety, or age diversity. What experience do you have of employing workers from third countries? As I mentioned, we receive an average of 4,500 – and sometimes even 6,000 – CVs per month, which is a very good number of candidates to choose from. However, we are open to employing people from other countries. We currently have 192 employees from 20 different countries. This is part of the company’s diversity culture. We also like to cooperate with foreigners and take care of their integration. As a Hungarian, I can say that Slovak colleagues are very good at integrating and accepting foreigners. They cooperate well and help them. We have very good examples – for instance, in Tvrdošín, one of our Ukrainian colleagues became a store manager after two years. From my point of view, Lidl is also exceptional in supporting workforce mobility – many colleagues from Slovakia work abroad, whether at the headquarters in Germany or in other countries. Even more have completed several-month or year-long stays in other countries where we operate and have returned with new experiences. Does Lidl work with schools to train future employees? Of course. We are one of the largest employers in Slovakia, and we realize that if we want to continue to attract the best, the recruitment process often has to start with education. That is why we have been involved in dual education in secondary schools for a long time. Since 2016, almost 160 students have participated in it, and in 2025 we expect more than 20 graduates. In this way, we support vocational education in Slovakia and enable students to gain practical knowledge on which they can later build their careers. We currently cooperate with twelve secondary vocational schools. We are also active at universities, specifically through the Retail Academy program with almost 800 graduates. Retail Academy is a university program jointly run by the Slovak University of Agriculture in Nitra and the University of Economics in Bratislava. The Retail Academy program includes lectures, complemented by excursions and workshops with experts in human resources, communications, administration, purchasing, sales, and central services. It also offers students practical experience and the opportunity to share best practices and proven professional experiences. More and more students or graduates of the Retail Academy actually work for us. What are your plans for opening new stores in the next few years? Thanks to the expansion, we are creating hundreds of new jobs annually. In 2025, we opened seven new stores. During February, these were stores in Stará Turá, Dunajská Lužná, Hlohovec, Prešov, and Hnúšťa. In March, a store was added in Nové Zámky, and in April in Martin. A new store in Teplička nad Váhom will be added soon. At the beginning of the year, we also started construction in Kúty, in the Bory district of Bratislava, and construction of a rental building in Poltár, where we will have our store, has also begun. In addition, we plan to expand to other smaller towns and larger municipalities, where we would like to start construction this year. We want to get even closer to our customers and offer them low prices every day. In addition to building new stores, we are also continuously modernizing our existing portfolio. The modernizations include changes focused on ecological, aesthetic, and technological improvements that make the shopping environment and overall quality of service more pleasant.
Leading with Heart: Nadežda Demeterová’s Sweet Success
120 years of history, one family, and the unmistakable taste of home in every jar of jam. This is the story of RISO-R – a family business from Rimavská Sobota led with heart and experience by Nadežda Demeterová, winner of the Slovak Woman of the Year 2022 award in the Business and Management category. We spoke with her about the challenges of traditional production in a modern world, the strength of family business, what drives her, and what advice she would give to women considering a similar path. Your family has maintained a tradition of jam making for over 120 years. How did you come to continue this tradition? We started the business in 1991 together with other families in a cannery. It wasn’t easy – as I often say, while things were hard at work, things were good between us. Later, once the situation stabilized, relationships became more complicated, and we eventually agreed to sell our shares. Then we started our own family company, where we now work alongside our sons. For our family, jam making is more than just a business – it’s a part of our identity. We see it as a mission, a continuation of the legacy left by the generations before us. The greatest challenge is maintaining a balance between tradition and modernization. We want to preserve the original recipes and artisanal quality, yet we must also remain competitive in today’s market full of major players. Our motivation comes from pride, passion, and the knowledge that we are creating something of lasting value. In 2022, you received the Slovak Woman of the Year award. What did that mean to you? This award is a great honor for me. I see it not just as personal recognition, but above all as recognition for our entire RISO-R team, which works every day to preserve quality, tradition, and values. Slovak Woman of the Year is an award unlike any other in Europe – and that makes me appreciate it even more. It gave me strength and even more motivation to continue what we do – connecting history with modern challenges. I also realize how important it is to be a role model and inspiration for other women. I want to show them that even in traditional industries, they can succeed, build a brand, and stay true to their values. How do you manage to balance family and business? RISO-R is literally a part of our family. It’s more than just a business – it’s a shared project we are building for our children and, I hope, for their children too. A big advantage is our cohesion. When we are all on the same page, we overcome obstacles more easily. Of course, it’s not always easy. Work blends with personal life, and it can be hard to maintain distance. It’s important to set clear boundaries, respect each other, and divide tasks properly. It works for us – even after 20 years of working together, we still laugh, collaborate, and spend time together outside of work. You mentioned that employees are key. How do you build your team? Employees are the heart of our company. Without their daily work, loyalty, and dedication, we wouldn’t be where we are today. We create an environment where every employee knows their work matters and that they’re part of something bigger. We emphasize open communication, respect, fairness, and teamwork. When our people feel good, their satisfaction reflects in the quality of our products. And that’s what it’s all about – doing things not just well, but with heart. “When our people feel good, their satisfaction reflects in the quality of our products.” Traditional production isn’t easy today. How are you adapting? Our journey is about balance. Craftsmanship and tradition are our foundation, but we know we wouldn’t survive without innovation. We’re modernizing production, seeking eco-friendly solutions, and offering healthier versions of our products. We also collaborate with local farmers, supporting our region. Against big brands, our greatest strengths are honesty, authentic taste, and a personal approach. I believe that even in a fast-paced world, craftsmanship still has its place. What role does RISO-R play in Rimavská Sobota? Rimavská Sobota is our home. We feel a responsibility and a natural need to help – not just by employing people, but by actively participating in the community. We work with local suppliers, support cultural and sports events, and engage in various initiatives. We believe that a strong region and a strong company go hand in hand. When the region grows, so do we. How do you perceive generational differences within the company? Becoming part of the company felt natural to me. I never really considered any other option. For me, it was about securing work for our family and continuing something meaningful. I see generational differences more as enrichment than a problem. Older generations tent to bring experience, younger ones bring new perspectives. The key is open communication and mutual respect. The combination of a real tradition and this new innovation can truly bring long-term success to every single company. What advice would you give to women who want to start a business or join a family company? Don’t be afraid to follow your dream. If you believe in your vision, don’t let obstacles discourage you. In traditional industries, it’s important to maintain a balance between tradition and innovation – but it’s possible. Surround yourself with capable people, give them trust and space. If you have discipline and an inner ‘boss’, you can achieve great results. Entrepreneurship is demanding, but it can bring great fulfillment. The story of Nadežda Demeterová is proof that honest craftsmanship, strong values, and family unity still have a place in today’s world. And that even a jar of jam can carry a story – of courage, perseverance, and a taste passed down from generation to generation. 10 TIPS FOR WOMEN WHO OWN FAMILY BUSINESSES By Erika Madari Matwij, expert in family business and founder of the Family Business Institute (www.irbslovensko.sk) Don’t let yourself be torn between roles. You’re a business leader, mother, partner, daughter – but you can’t be everything at once. Define clearly when you are “at work” and when you are “with family.” See the business as a shared creation. If other family members are involved, support their sense of co-responsibility – not subordination. This strengthens both relationships and performance. Build trust, not dependence. Delegate responsibility where possible – to both colleagues and family. Micromanagement causes tension and hinders growth. Establish family rules. Even if it’s “just” a small local business, every enterprise needs structure. A family constitution, ownership governance rules, and clear onboarding processes for relatives all help avoid conflicts. Talk about the hard stuff. Money, ownership, succession, compensation – none of it is automatic. Just because you know these things doesn’t mean your family does. Avoiding the conversation doesn’t make problems disappear – it only delays them. Don’t sacrifice yourself silently. Many women “hold the business together” without recognition. It’s okay to say what you need and to ask for support. Maintain continuity, but don’t cling to the past. Respect tradition, but stay open to innovation. The most successful family businesses know when to stay true to their roots – and when it’s time for change. Don’t be afraid to be a role model. Your children, employees, and community notice how you lead. Your leadership style has the power to inspire. Invest in yourself. Women business owners often invest in everyone else – except themselves. Prioritize education, coaching, and networks of other women leaders. Remember that your role evolves. What the business and family needed ten years ago may no longer apply. Regularly reassess your position, role, and goals – not out of obligation, but as a sign of mature leadership and self-respect.
Nina Wenzl: “My children are proud of me for having a career, and I’m proud of that.”
In this exclusive interview, we sit down with Nina Wenzl — a seasoned professional, mother, and advocate for gender equality — to talk about travel, family life, career challenges, and what it means to lead with authenticity in today’s world. With her experience across continents and her current leadership role (Corporate Affairs Director for Mars Wrigley Central Europe) at Mars, she offers valuable insights into managing personal and professional identities while staying true to one’s values. What was the best travel destination for you? Hard to say. I don’t really have just one, but if I had to pick, I would say New Zealand, because New Zealand is a whole continent in one little island in a way. You have glaciers, mountains, beaches, and paradise. The nature is incredible, and the people are so friendly. How did you enjoy India? India was astonishing because the culture is so different. It’s mind-blowing. It’s almost too much. For one week I didn’t really enjoy it—I was a little too overwhelmed. But then I thought it was fascinating and I want to go back some day. How do you manage your two roles: being a career-oriented mum? That’s a question men never get asked. We had different phases. When the kids were babies, I stayed at home. Then we were both working—I was part-time, he was full-time. Then we both worked full-time. That was the worst. You need a nanny, and when she’s sick, everything breaks down. You’re dependent on others, and we didn’t have grandparents nearby. It must be hard—two people working full-time careers, managing two kids and a household. Not much time left for a private life. That’s true. We don’t take time off or create space for ourselves. It was hard. Now my husband is a stay-at-home dad—has been for the last three years. It makes things easier, especially when you know how hard it was the other way. This lifestyle of a stay-at-home dad is very modern. What do people around you think of this model? Sometimes women aren’t very supportive of each other. When we were both working full-time and my daughter started school, other moms told me that children need their mother at home. It didn’t feel nice, but that wasn’t my reality. I think that comes from insecurity. Stay-at-home moms also feel judged and need to explain their choices. We all face the same challenge—caring for children, managing a home, and either building a career or explaining why not. We all contribute and should stop judging each other. Dads don’t really comment—they’re just glad it’s not their wife. My mom was always independent, had her own bank account—she was my role model and is proud of me. Read also: Best hacks for time management How does your husband present this role, being at home? Actually, we split up one and a half years ago. The kids live with him in the house, and I live in a flat. I’m with them every weekend and school holidays. But even before we split up, he was a stay-at-home dad. We always split the work. I dropped them at kindergarten; he picked them up. It wasn’t a sudden shift. He’s older, so it’s easier for others to accept that he’s not working. Still, men get judged. They have to explain themselves. There’s also no recognition for staying at home. That’s tough for anyone. But he also believes in creating a safe space for kids. That balance is important. And what about your life updates? Anything interesting worth the mention? I started my new career role on October 1st. I’m responsible for 10 Central European markets. I don’t speak any of the languages and have never lived in these countries. It’s a steep learning curve—new cultures, new economies. A big part of it is also equality. There are so many passionate women at Mars who care about gender balance. They love when leaders speak up. It gives me energy. Wherever I go, the challenges are the same. When women start families, they return to traditional roles. It’s hard to break out. We carry the mental and actual workload. There still aren’t enough role models. Men are still decision-makers and hire people like themselves. Mars is committed to balanced leadership teams. In Central Europe our leadership team consists of 8 women and 4 men. What helped you most in your career? Being pushed. I tend to underestimate myself. I’m not overly career-focused—I sometimes need a push. I’ve been lucky to have managers and leaders who saw potential and nudged me at the right time. They saw potential, gave me opportunities, and encouraged me. That helped me dare to take steps I wouldn’t have otherwise. What is the best part of your current role, and what is most difficult? Before this, I was Corporate Affairs Director for Mars in Germany. Now, I don’t speak the local languages and have to rely on others. Luckily, I trust easily, but I have to learn to lead through others. I had to redefine my role—if I’m not doing things myself, what’s my contribution? Now, it’s about enabling others, removing roadblocks, and building confidence. I have a young team. They need to trust themselves. Read also: How to balance your personal and professional life? How do you balance your career and personal life? What helps you the most? I’m an introvert, and I work in communication, so I deal with people a lot. To recharge, I need time alone. I go running, swimming—ideally in a lake, in nature. I don’t talk to anyone and let my mind wander. That’s what helps me the most. Was there a moment when it all became too much? How did you deal with it? Yes. I made a mistake. I was working on a big, demanding project under NDA, and my dad and father-in-law both died. I kept going. I thought I had no choice. I was very close to burnout—just about managed to get out of bed. Fortunately, things slowed down. Looking back, I should’ve taken time off. I hope to support other women in making that choice. But I kept going. I convinced myself I had no other option—that stepping away wasn’t possible. I pushed through, day after day, thinking that was strength. The truth is, I was edging closer and closer to burnout. There were mornings I could barely get out of bed. I was exhausted, emotionally and physically drained, and still trying to show up like everything was fine. Fortunately, things eventually slowed down enough for me to breathe. I was lucky. But looking back, I see it clearly now: I should’ve taken time off. I should’ve asked for space to grieve, to recover, to rest. And I hope that by being open about this, I can encourage other women to make a different choice—to give themselves permission to pause when life demands it. That’s not weakness. That’s wisdom. Can you give three pieces of advice for women or young professionals? First, learn who you are and see your personality as a strength. Second, stop doubting yourself. Third, find the right employer. If you feel bad, it’s not your fault—it’s the wrong place. Keep looking. You don’t have to stay with one employer forever. Mars is like a big family. It supports women. Female leaders are encouraged to exchange and it is inspiring to learn from how they grow and move forward. How do your kids understand your career? How do they talk about it at school? When I started at Mars, my kids were four and seven. I told them I work with M&Ms and Snickers, so they thought I ran a chocolate factory. Even people in our small town asked if it was true! They still don’t quite get it, but they know I’m doing something important. Once, we had an event and the U.S. consul visited. My kids were so impressed. Colleagues said, “Your mom is important.” They asked, “Are you really important?” I said, “Well, not for world peace!” But they see I’m a boss, and I bring home free chocolate—that’s what matters. My children are proud that I have a career, and I’m proud of that.
HPV: A Common Virus with Serious Consequences
The human papillomavirus (HPV) is one of the most widespread viral infections globally. It’s often associated with sexual contact, but as Dr. Silvia Zambová from the Zagyn Gynecology and Obstetrics Clinic in Michalovce points out, that’s not the only route of transmission. “HPV can be found in both women and men, including those who have never been sexually active,” she explains. What Does HPV Do? There are over 100 different types of HPV. While some cause only cosmetic issues—such as mucosal growths and skin warts—many strains can lead to serious health complications.“Many types are linked to various forms of cancer, appearing anywhere on the skin, external genitals, or even around the anus,” says Dr. Zambová. The most severe cases are associated with cervical cancer, as well as cancers of the vulva, vagina, throat, anus, and penis. Symptoms can surface after highly variable periods.“The time between infection and visible symptoms ranges from just a few days—as with warts—to up to 10 years in cases like cervical cancer,” she adds. Screening and Prevention – Women vs. Men Women benefit from established gynecological screening programs that can detect early changes in the cervix linked to HPV infection.“That’s why it’s so important for women to have a screening exam once a year,” recommends Dr. Zambová. Men, on the other hand, are at a disadvantage—there is currently no systematic screening program for them. In many cases, HPV is only detected in men after their female partners test positive during a routine check-up. How HPV Spreads Due to increased global mobility and the widespread nature of HPV, prevention can be challenging. A common misconception is that condoms offer complete protection. But Dr. Zambová is clear: that’s simply not true.“The idea that using condoms will guarantee you won’t get infected is a myth,” she states. HPV can spread through any contact involving mucous membranes, not just sexual intercourse. One striking example from Dr. Zambová’s practice involved a mother and her three adult daughters. All tested positive for the same strain of HPV.“The virus was first discovered in the daughters during routine exams. When the mother was tested, she too carried the same type, as did all adult women living in the same household,” she explains. Read also: Fight against cancer The Only Reliable Protection: Vaccination Since previous HPV infections don’t provide long-term immunity, a person can become reinfected with the virus multiple times. That’s why vaccination remains the only reliable method of prevention.“Vaccination is not a treatment—it’s a way to boost your immune system so it can fight off HPV infection,” says Dr. Zambová. Ideally, both girls and boys should receive the vaccine before becoming sexually active. However, vaccination is also beneficial for adults. Even individuals who have previously contracted HPV can reduce their risk of developing serious complications through immunization. HPV vaccines are both safe and effective. “The first vaccines have been in use since 2005, and not a single case of a direct negative health effect has been documented,” Dr. Zambová emphasizes. “In 20 years of use, no impact on fertility or severe complications have been reported.” Lessons from History: Vaccination Saves Lives Today, people have access to more information than ever before—but not all of it is accurate. Dr. Zambová emphasizes the importance of separating facts from misinformation, especially when it comes to vaccines.“Thanks to vaccination, no one dies from diseases like whooping cough, measles, or smallpox anymore,” she reminds us. “In fact, many young mothers don’t believe these diseases ever existed—and certainly can’t imagine that children and adults once died from them.” When it comes to HPV, vaccination is a key step toward eradicating the virus entirely. Countries like the United Kingdom and Australia have already committed to this goal by introducing large-scale HPV vaccination programs.Early results are promising: populations with high vaccination rates are seeing a long-term decline in the incidence of serious HPV-related conditions.
Entrepreneurs, Take a deep breath: Balance Business and Your Personal Life with these hacks!
Entrepreneurship is an exciting and rewarding journey, but it comes with significant challenges, especially when it comes to balancing business leadership with personal well-being. Many women entrepreneurs find themselves juggling multiple roles—CEO, mentor, partner, parent, and friend—while striving to maintain their own health and happiness. The pressure to succeed in business while fulfilling personal commitments can be overwhelming, but with the right strategies, achieving balance is possible. Prioritize Time Management Effective time management is crucial for balancing business and personal life. Start by setting clear boundaries between work and personal time. Define specific work hours and honor them, ensuring that personal time remains undisturbed. Use time-blocking techniques to schedule key business tasks while allocating time for self-care, family, and relaxation. Leveraging technology can also be a game-changer. Utilize digital planners, project management tools, and automation to streamline workflows and increase efficiency. Delegation is another powerful tool—identify tasks that can be outsourced or assigned to team members so that you can focus on high-impact activities. Remember, time is a finite resource, and how you use it determines your overall well-being. Entrepreneurs Set Realistic Goals and Expectations Many entrepreneurs fall into the trap of overcommitting and stretching themselves too thin. Setting realistic and attainable goals is essential for reducing stress and maintaining motivation. Break large goals into smaller, actionable steps and celebrate progress along the way. Acknowledge that success takes time and avoid comparing your journey to others’. Perfectionism can also be a significant roadblock. Instead of striving for perfection, focus on progress and adaptability. Understand that mistakes and setbacks are part of growth, and give yourself the grace to learn and evolve. Read also: Tea is better for you than one might think Prioritize Self-Care and Mental Well-Being Running a business requires stamina, creativity, and resilience, all of which are fueled by self-care. Ensure you are getting enough rest, exercise, and nutrition to sustain your energy levels. Incorporate mindfulness practices such as meditation, yoga, or deep breathing to manage stress effectively. Building a strong support network is equally important. Surround yourself with mentors, friends, and fellow entrepreneurs who understand your challenges and can provide guidance and encouragement. Seeking professional help when needed—whether through therapy, coaching, or business advisory—can also be a valuable investment in your mental well-being. Entrepreneurs Maintain a Healthy Work-Life Integration Rather than striving for a rigid work-life balance, entrepreneurs consider adopting a work-life integration approach. This means allowing work and personal life to coexist in a way that aligns with your values and priorities. For instance, if your business allows, work from home occasionally to spend more time with family, or schedule work meetings around personal commitments. Being present in the moment is key. When working, focus fully on business tasks, and when spending time with loved ones, resist the urge to check emails or messages. Learning to disconnect and recharge will help prevent burnout and improve overall productivity. Take a deep breath and step back if needed. Know When to Step Back Entrepreneurs often feel the pressure to always be “on,” but taking breaks is essential for long-term success. Set aside regular time for vacations, hobbies, and personal interests that bring you joy. Taking a step back from the business occasionally can provide fresh perspectives and renewed motivation. If burnout starts creeping in, recognize the signs early and take action. Delegate more responsibilities, reassess your workload, and adjust your priorities as needed. Sustainable success comes from pacing yourself rather than constantly pushing beyond your limits.
ETFs are not just for male investors. EVERYTHING you need to know to start investing into ETFs.
Investing can feel overwhelming at first, especially when you’re not sure where to begin. Are you a seasoned investor? Or just dipping your toes into the world of finance? Either way, Exchange-Traded Funds (ETFs) might be the perfect option for you. In this article, we’ll break down what ETFs are. How they work, and why they’re an excellent choice for women looking to take control of their financial future. What are ETFs? At their core, ETFs are a type of investment fund that hold a basket of assets, such as stocks, bonds, or commodities, which you can buy and sell on the stock market just like individual stocks. Think of them as a way to invest in a broad portfolio without having to buy each asset individually. For example, an ETF might track a stock market index, like the S&P 500, which includes the top 500 companies in the U.S. By purchasing an ETF that tracks this index, you’re effectively investing in all of those companies at once, making it a convenient way to diversify your investments. Why Should Women Consider ETFs? Easy to Diversify: One of the key benefits of ETFs is diversification. Instead of putting all your money into one stock or asset, you can spread it across a variety of investments, which helps to reduce risk. Diversification is especially important for women, who are more likely to live longer than men and need to make sure their money grows steadily over time. Low-Cost Option: ETFs tend to have lower fees compared to mutual funds, which is a big advantage for anyone looking to minimize the costs associated with investing. Since ETFs are passively managed, the management fees are typically lower, meaning more of your money stays invested. Flexibility and Liquidity: ETFs are bought and sold on the stock market during trading hours, just like individual stocks. This gives you the flexibility to buy and sell whenever you want, making them more liquid than other types of investment products. This flexibility is particularly appealing for women who may want to have access to their money. Anytime, in case of an emergency or if they want to make adjustments to their portfolio. Tax Efficiency: ETFs are generally more tax-efficient than mutual funds. This is because they are structured in a way that allows investors to avoid triggering capital gains taxes unless they sell their shares. For women looking to build long-term wealth, this tax efficiency can be a big advantage. Easy to Manage: Managing an ETF portfolio is relatively straightforward. Once you’ve made your initial investments, you can simply track your portfolio over time, rather than actively monitoring individual stocks. For busy women balancing careers, families, and personal goals, ETFs can make investing simpler and less time-consuming. How Can You Get Started with ETFs? Choose a Brokerage Account To invest in ETFs, you’ll need a brokerage account. There are many platforms available today, ranging from traditional brokerages to apps designed for beginners. Many offer zero-commission trading, which can help keep your costs down. Select Your ETFs Once you have your account set up, it’s time to choose which ETFs to invest in. You can find ETFs that focus on a variety of sectors, industries, or investment strategies. If you’re new to investing, consider starting with broad market ones. Such as those tracking the S&P 500 or total market indices, which offer a simple way to invest in a large portion of the market. Consider Your Goals and Risk Tolerance Like all investments, ETFs come with risk. The key is to make sure your investment choices align with your financial goals and risk tolerance. Women tend to be more risk-averse than men. It’s important to choose ETFs that fit your comfort level, especially if you’re planning for long-term goals like retirement. Stay Consistent The beauty of this type of investments is that they allow for regular contributions. If you set up automatic investments each month, you can grow your portfolio steadily over time. This “set it and forget it” strategy is particularly appealing for women who want to build wealth over time without constant monitoring. Read also: The most bizzare women’s rights Conclusion ETFs are an accessible, cost-effective, and flexible investment option that can help women build wealth for the future. ETFs offer a smart way to invest in both the short and long term. Whether you’re just starting out or looking to expand your portfolio, ETFs can be an excellent choice for women seeking financial security and growth. So, why not take the first step towards financial empowerment? With a little research and the right strategy, you can begin investing in ETFs today. Learn how to take control of your financial future!
Shocking Laws That Strip Women of Their Rights- Reality That Takes Your Breath Away
There are still many countries in the world where shocking laws restrict women’s rights and freedoms. These discriminatory laws are bizarre and outdated. Practices targeting women reflect deeply rooted cultural and social norms that often hinder progress in gender equality. Despite certain reforms in Saudi Arabia, such as allowing women to drive, the system of male guardianship continues to restrict women’s decisions regarding education, travel, and marriage. Without a male guardian’s approval, a woman cannot study, work, marry, or even call emergency services in case of need. Male oversight controls virtually every aspect of women’s lives in Saudi Arabia. Following the Taliban’s return to power in 2021, women’s rights in Afghanistan have been significantly curtailed. Girls above a certain age are forbidden from pursuing education, and women’s employment opportunities have been drastically limited. According to the latest laws, women are even banned from singing, reciting poetry, or reading aloud in public. Women’s voices A woman’s voice is considered intimate and, therefore, should hardly be heard. Additionally, women in Afghanistan must remain fully covered. Their clothing must not be thin, tight, or short, and it must conceal their entire body, including the face. Women are also prohibited from looking at men who are not their relatives. “WOMEN’S RIGHTS ARE HUMAN RIGHTS.” – HILLARY CLINTON In Yemen, shocking laws permit the marriage of girls at an extremely young age. Child marriages are common in the country, with at least a quarter of Yemeni girls marrying before the age of 15. The main drivers of these marriages include a lack of education and awareness. Impoverished Yemeni parents often marry off their young daughters in exchange for a large dowry. Tribal traditions also play a role, as families betroth their sons and daughters to cousins in hopes of protecting them from unwanted relationships. In Sudan, women face corporal punishment for violating strict laws on public behavior and dress codes. A well-known past case involved a Sudanese journalist who received 40 lashes for wearing trousers, which was deemed inappropriate attire. Read more: First Female Professor Was a Real Legend Bizarre and Absurd Laws Against Women Driving ban for women: Until 2018, women in Saudi Arabia were prohibited from driving. Although the ban has been lifted, women still face various restrictions on personal freedoms, including travel. They need a male guardian’s permission to travel abroad or obtain a passport. Dress code restrictions: In countries such as Iran, women are legally required to wear specific attire, like the hijab, in public. In Sudan, wearing trousers or revealing one’s hair in public is considered “improper” or “immoral.” Violating these dress codes can result in fines, corporal punishment, or even imprisonment. Inheritance inequality: In legal systems of certain Middle Eastern countries, women are entitled to a smaller share of inheritance compared to men, limiting their economic independence. Witchcraft laws: Some African countries have laws against witchcraft, often targeting women. These laws result in the persecution and punishment of women accused of practicing witchcraft. Women are subjected to torture, social exclusion, or even death. These laws are frequently used as a pretext for attacking widows or elderly women. “EVERY GIRL DESERVES A FUTURE FULL OF OPPORTUNITIES.” – PRIYANKA CHOPRA Marital rape laws In several countries, marital rape is still legal, as the law does not recognize a woman’s right to refuse sex with her husband. Many Asian and African nations lack specific legislation criminalizing marital rape. Divorce laws: In some Islamic countries, men can end a marriage simply by saying “talaq” three times, meaning “divorce.” Women, on the other hand, face far more complex and lengthy legal processes to obtain a divorce. Mobile phone bans: In some regions of India, local ordinances prohibit women from using mobile phones, claiming that mobile access “corrupts” their morality. Parental rights after divorce: In Japan, a woman who gives birth within 300 days of divorce automatically has the child registered under her ex-husband’s name, leading to severe legal and social complications. Husband’s permission laws: In Jordan, a woman needs her husband’s permission to work outside the home or start a business. Virginity tests: In Indonesia, Afghanistan, and Egypt, female students and job applicants are often forced to undergo “virginity tests” to prove their “purity.” These practices are widely condemned as human rights violations. Bans on Contraception and Abortion The strictest abortion laws exist in El Salvador, where abortion is completely prohibited without exceptions. Women and doctors face severe penalties, including long prison sentences. Nicaragua enforces a total abortion ban, even in cases of rape or when the mother’s life is at risk. The Dominican Republic also bans abortion in all circumstances, leading to unsafe illegal procedures. Malta remains the only European Union country with a complete ban on abortion without any exceptions. In Poland, abortion is permitted only in cases of life-threatening pregnancies, rape, or incest. In 2021, further restrictions sparked massive protests across the country. Read more: Women in Diplomacy. Sexy reality or a tough career? Strict abortion laws endanger women’s health and lives. Human rights organizations and medical groups are calling for legal reforms to ensure safe and legal access to abortion services. “THE FIGHT FOR WOMEN’S RIGHTS IS LONG AND REQUIRES COURAGE. BUT IT IS A FIGHT WORTH FIGHTING.” – MICHELLE OBAMA Fighting against unjust laws is challenging but can be successful through legal, cultural, and social activism. Collaboration and solidarity are crucial in this battle, as well as pressure from international organizations on governments to implement meaningful reforms. This article was conducted by our amazing journalist Alexandra Vrábelová.
Salary is not just a number on a paycheck. It reflects our value
How can you ask for a fair salary without fearing rejection from your employer? Is discussing salary during an interview a taboo or an essential part of a serious conversation? Salary communication can determine your job satisfaction, which is why it’s important to know how to approach it. Discussing Salary – A Topic That Worries Many Job Seekers. When should you ask? How much should you request? What if your question discourages the employer? These are concerns almost everyone has when going into a job interview. The truth is, knowing how to talk about salary is not just useful—it’s crucial. Salary conditions are one of the most important factors determining job satisfaction. Yet, many candidates hesitate to bring up this topic during an interview, fearing it might come across as inappropriate. In reality, a fair salary discussion is an integral part of the interview and can determine whether you receive the conditions you deserve. Why is talking about salary important? Aligning Expectations: Discussing salary helps you determine whether your expectations match the employer’s offer, preventing disappointment or misunderstandings later. Indicator of Job Value: Salary is not just a reward; it reflects how an employer values your experience, skills, and contributions. If the offered salary does not meet your expectations, it may indicate issues in the long-term working relationship. Transparency and Respect: Open discussions about salary demonstrate fairness and mutual respect. They show that the employer has nothing to hide and values your future. Why shouldn’t sou be afraid to talk about salary? Salary Is a Natural Part of Employment: Discussing salary is neither rude nor inappropriate—it’s a practical question, just like talking about job responsibilities. Interest in Salary Shows Professionalism: Asking about salary signals that you are prepared for a serious discussion about the job. It demonstrates that you know what you want and are clear about your needs. Healthy Self-Confidence: Don’t be afraid to express what you believe you deserve. If you have experience, education, and proven results, your market value is significant. Salary discussions are an opportunity to communicate that value. Read More: Ivana Heretik Vačoková: Slovaks are used to a system where sharing salary information is considered inappropriate… Is it appropriate to talk about salary at the first interview? Discussing salary during the first interview can be appropriate, but timing is key. If the employer brings it up, be prepared to respond clearly yet flexibly. If the topic is not mentioned, it is best to bring it up at the end of the interview or during a later round. A good way to discuss salary expectations in the first interview could be: “My expectations are aligned with the market and my experience. What salary range do you offer for this position?” Compensation discussion is not just about numbers—it’s about communication and professionalism. If you know your worth and what you offer, there’s nothing to fear. However, it is important to have realistic expectations. Research salaries in your industry, location, and sector before the interview. This will help you negotiate based on facts. If you ask for a higher salary, support your request with experience, certifications, past results, or unique skills you bring to the company. If the company cannot meet your full salary expectations, you can negotiate additional benefits such as flexible working hours, extra vacation days, or bonuses. Be prepared for a compromise, but ensure it still meets your needs. How to elegantly start a salary discussion? “Thank you for the detailed job description. Could we also discuss compensation and benefits?” “I want to ensure our expectations are aligned. Could we talk about salary conditions?” “What salary range do you have in mind for this position?” “How does your company’s compensation system work?” “Is there a set salary range for this position, or is there some flexibility?” “Could you tell me more about the compensation and benefits package?” How to handle vague answers, pressure, or an avoidant approach? Acknowledge that the company has a specific budget for the position but emphasize that it is completely reasonable to ask for at least an approximate salary range. Highlight that fair and open communication benefits both sides. Sometimes, doubts about an employer’s transparency arise due to certain red flags in the hiring process or company communication. Here are some warning signs: Lack of Clarity About the Position: If the employer does not provide a clear job description or expectations, the position may not be well-defined. Withholding Salary Information: If the employer refuses to disclose a payroll range or gives vague answers, it could indicate a lack of transparency in their pay policy. Inconsistent Answers: If different people in the company provide contradictory information about benefits, working hours, or expectations, it may be a red flag. Pressure to Make a Quick Decision: If the employer pressures you to decide immediately, they may be hiding potential job downsides. Avoiding Your Questions: If your questions are repeatedly dodged, it may indicate underlying issues. Overly Personal or Illegal Questions: Questions about marital status, children, or age are inappropriate and unprofessional. Lack of Mention of Employee Benefits: If the company does not offer benefits, flexible working hours, or development opportunities, it could be a warning sign. No Mention of Career Growth: If the employer does not discuss opportunities for growth or development, the company may not support long-term career advancement. What to do if you have doubts? If something is unclear, ask for more details. A transparent employer will be willing to provide answers. Check company reviews, ask acquaintances, or look at the company’s social media presence. If something feels “off,” take your time to evaluate the situation rather than rushing into a decision. If the employer is transparent, respectful, and open to communication, it’s a good sign. However, if you notice multiple warning signs, it may be best to continue your job search. Read More: The Pay Transparency Directive Could Reduce the Gender Pay Gap Differences in Net Salary (Source: platy.sk) Two employees with the same gross salary may not receive the same net pay. Various financial factors, bonuses, and deductions affect the final amount. Net Salary vs. Net Income Net Salary is the amount an employee receives after taxes and deductions. It does not include travel reimbursements, severance pay, pension contributions, or other non-wage benefits. Net Income is a broader term that includes all financial resources a person receives, not just from work. It may include rental income, investment returns, or employer-covered expenses that are not considered wages and are not taxable. Bonuses are counted in the gross salary since they are part of an employee’s total earnings for completed tasks or achievements. Employee Benefits Some taxable employee benefits include financial contributions for events like weddings or childbirth, gift vouchers, and personal use of a company car. Child Bonus In Slovakia, parents can claim a tax bonus for children, reducing their tax liability. This bonus is paid monthly or annually, and only one parent can claim it per child. Payroll Deductions According to the Labor Code, employers can only make specific wage deductions. Other deductions, such as for meal vouchers, require a written wage deduction agreement. Employers can contribute to employees’ pension savings. They must also provide meal benefits, either in the form of meal vouchers or a financial allowance covering at least 55% of the meal’s value. Annual Tax Settlement At the end of the tax year, an annual tax settlement is conducted to verify whether employees paid the correct amount of taxes throughout the year based on their actual income and tax reliefs. Federal Wage Garnishments Courts and administrative authorities can enforce wage garnishments (such as debt collection), which legally impact an employee’s net salary. Article conducted by our amazing journalist Veronika Samborská.