• At IKEA we are an
equal opportunity
employer and we
embrace
everyone’s
contribution;
•
© Inter IKEA Systems B.V.
2013
• Our
differences
are what
make IKEA
great
© Inter IKEA Systems B.V.
2013
2012 Facts & Figures
© Inter IKEA Systems B.V.
2013
2012 Facts & Figures
© Inter IKEA Systems B.V.
2013
2012 Facts & Figures
Diversity at IKEA
© Inter IKEA Systems B.V.
2013
- respecting the
Many
Workplace Diversity at IKEA
Women at
IKEA
Cross
generational
diversity
© Inter IKEA Systems B.V.
2013
Cultural
diversity
Working with
disabilities
Work life
integration
Women at IKEA (Cebas P.L.)
• Of the 808 employees, 57% are females
including 52% in leadership roles.
70%
57%
60%
52%
48%
50%
43%
40%
Overall
Leadership
30%
20%
10%
0%
© Inter IKEA Systems B.V.
2013
Male
Female
Why does cultural diversity matter?
• At IKEA Perth we have co-workers from 57
different countries speaking over 70 languages.
• Diversity means valuing and including people from
every culture and religion, and appreciating their
differences.
© Inter IKEA Systems B.V.
2013
• Our diversity is one of our greatest strengths,
enabling us to bring the best talent and ideas
together to GROW IKEA together.
© Inter IKEA Systems B.V.
2013
Cultural Diversity - How Diverse are we?
Another important area of Workplace Diversity at IKEA
Working with disabilities
• As a business, we recognise the need to capitalise on
the skills and talents of all segments of our diverse
community.
• Where needed, we have provided accommodations – a
modified workplace, specialist equipment or tools – to
ensure our CwD are able to realise their potential.
© Inter IKEA Systems B.V.
2013
• CwD have an average tenure of 3.3 years, 40% have
transferred to different areas or been promoted.
Why the Focus on Diversity?
• It is all about respect in the workplace,
being proud of our differences.
• And living our values; togetherness and
enthusiasm, constantly on the way
© Inter IKEA Systems B.V.
2013
• Knowing that our differences are what
make IKEA great
© Inter IKEA Systems B.V.
2013
Partnerships with contractors
and workplace
Making it easy – what has worked
The challenges – what has failed
Knowing our recruitment process
Trying to get in the back door
Knowing the role they are looking to
place a candidate in
Generalising the roles, missing the
mark when it comes to selling it to
the candidate
Being honest
Trying too hard and being overly
optimistic which can create false
expectations
Knowing the profile of the manager
who will be responsible for the
candidate
Thinking that the business culture
breeds only one type of manager
Knowing when to provide support and
respecting the management chain
Over or under support, not
researching clearly who they should
be contacting first
Partnerships with contractors and
workplace – making it work
» Tell the truth. We all have an impulse to
tell people what they want to hear. The wise
tell everyone the same unvarnished story.
Once you develop a reputation for straight
talk, people will return the favour.
© Inter IKEA Systems B.V.
2013
» Admit your mistakes. This gives
everyone around you permission to do the
same.
Partnerships with contractors and
workplace – making it tough
» Starting with the sales pitch. The
business case is great for CFOs but is it
relevant for line managers?
© Inter IKEA Systems B.V.
2013
» Speaking for the candidates. Would
you hire someone if their mum presented
for interview rather than them?
© Inter IKEA Systems B.V.
2013
Case studies
© Inter IKEA Systems B.V.
2013
Michael’s story
© Inter IKEA Systems B.V.
2013
Questions