Gender equality at Ingka Group

Building a gender balanced business

Reducing pay gaps and expanding opportunities is an ongoing focus for us, so that all co-workers have the chance to be seen, heard, and rewarded. To support this, leaders across Ingka Group are expected to actively contribute to creating more gender-balanced and inclusive teams, and gender balance data is shared with all managers as part of their yearly responsibilities.

Balance benefits everyone

At Ingka Group, men and women should have equal opportunities to succeed and develop. No initiative is limited to women or men only. With our 50/50% commitment, we focus on having more women in predominantly male roles, as well as more men in predominantly female roles. We recognise that this may take longer than two years in some areas. We also know that in order to make real change, we will have to make an extraordinary effort and not continue with business as usual.

Equal Pay for work of equal value

We believe that everyone should be paid equally for work of equal value. We’re members of the Equal Pay International Coalition (EPIC) and we have a global approach to secure gender equal pay throughout Ingka. In FY25, we successfully reduced our gender pay gap to 3.4%, an improvement from 4.0% in FY24. Only 0.6% of co-workers needed pay adjustments to close gaps in FY25, showing our steady progress towards equal pay. 

Beyond the numbers

True gender equality at Ingka Group goes beyond equal pay and 50/50 balance. We are committed to creating an inclusive workplace where women and men have equal opportunities to develop and contribute, supported by our approach to inclusion and gender equality.