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An IKEA Food co-worker wearing a blue work uniform in front of a blurred background.

Ingka Group Annual Summary and Sustainability Report FY24

Better lives

People are at the heart of everything we do. We want to take a leading role in creating a fairer and more equal society and to improve the lives of the millions of people that interact with, or are impacted by, our company.

A woman wearing a green and white cardigan plays air drums with headphones on, sitting in a chair from the BRÄNNBOLL collection.

What we are proud of

  • Maintained gender balance of co-workers, management teams and retail country boards and 84% of co-workers feel they can be themselves at work.
  • Achieved an engagement score of 77% (vs global benchmark of 70%) and our voluntary co-worker turnover reduced to 16% (FY23:21%).
  • 72% of co-workers felt they have good opportunities to develop their competencies.
  • Supported over 81,080 people through our social impact programmes and provided employability training to 887 refugees. Co-workers spent over 132,400 hours volunteering to help local causes and advocate for change.
  • Started developing our new company-wide Human Rights and Environmental
    Due Diligence (HREDD) framework to help us identify, prevent and manage potential and actual human rights risks as they evolve.
  • Ingka Group’s sixth annual gender equal pay assessment covered more than 157,000 co-workers.
Two IKEA colleagues wearing yellow shirts standing in a store.

Challenges we are addressing

  • We are making good progress on gender balance in senior leadership but have not yet achieved it for our Management Board and Supervisory Board. We aim to address this through succession planning.
  • Co-worker feedback shows we have more to do to create a fully inclusive co-worker journey for people with underrepresented identity aspects.
  • Lower scoring areas in our co-worker survey included engagement and tools and equipment. We are upgrading tools and equipment across Ingka Group and our managers are addressing feedback relevant to their local teams.
  • Making sure co-workers, especially those on the frontline, have time to develop their skills. We will ensure dedicated learning time to enable co-workers to balance current responsibilities with future skills development.
  • Identifying how to measure human rights impacts beyond adherence of our suppliers to our supplier code of conduct.

Progress against targets

Our vision is to create a better everyday life for the many people. We set targets and monitor our performance, aiming become better in four ways: Better homes, Better lives, Better planet and Better company. Below you will find our targets and latest performance data in relation to better lives.

Human rights

We aim to put respect for human rights at the heart of our business, integrating it into our strategies, policies and processes based on the UN Guiding Principles on Business and Human Rights. Our respect for human rights encompasses everyone our business encounters including our co-workers, customers, workers in our supply chain and neighbours.

Equality, diversity and inclusion

We want our business to reflect the diversity of our world to inspire a more inclusive everyday. We are committed to creating a fair, diverse and inclusive workplace where people of all backgrounds and identities can thrive and feel valued and an inclusive retail experience that meets our customers’ diverse needs.

1.
Achieve gender balance across our business by FY27.
Achieved

Performance summary

We maintained a 50/50 gender balance (equal representation of men and women) in our co-worker (54% women) and management positions (50% women).

Last updated 2025-01-23
2.
Achieve gender balance across our governing bodies and senior leadership (boards and committees) by FY27.
On track

Performance summary

We are progressing towards our target among executive leadership, increasing women in Group Management (including our Management Board) to 42% (FY23:39%). At country level, 46% of our CEOs were women. We maintained representation of women on our Supervisory Board at 25%.

Last updated 2025-01-23
3.
Score 80% on our inclusion index, based on our co-worker survey.
On track

Performance summary

Our inclusion index score was 79% (FY23:80%) which was slightly below our target but we are pleased with a strong result.

Last updated 2025-01-28
4.
Increase ethnic, racial and national diversity at all levels so our workforce reflects the diversity of the communities in which we operate by 2024.
Not on track

Performance summary

We have come to the end of our time-bound target. While we have made progress in key areas, we face challenges in monitoring and reporting our performance due to legal restrictions on diversity data collection in many markets.

Last updated 2025-01-27

Health, safety and wellbeing

Being safe, healthy and well is the foundation of a good quality of life and essential to thriving at work. We want to keep all our co-workers safe no matter their role, and support their mental, physical, and financial wellbeing. We want co-workers to feel proud to work for us, inspired to reach their potential and know they are contributing to our success.

1.
Maintain at least an 80% engagement score in our co-worker survey.
On track

Performance summary

Our engagement index score decreased slightly to 77% (FY23: 79%) but remains well above the global benchmark of 70%.

Engagement index - % of co-workers who feel engaged

Result of our engagement co-worker survey

81%
FY22
78.7%
FY23
77.2%
FY24
Last updated 2025-01-28
2.
At least 80% of co-workers believe we live our values, based on our co-worker survey.
On track

Performance summary

Our co-worker survey results indicated that 78% of co-workers agreed we live our values (FY23:79%). While this is slightly below our target we were pleased to maintain a good result.

Last updated 2025-01-27

Skills development*

We believe in democratised learning that is accessible and relevant for all co-workers. We provide inclusive and continuous learning and skills development opportunities that align with co-workers’ aspirations and our business needs.

1.
At least 80% of co-workers feel they have good opportunities to develop their competencies.
Not on track

Performance summary

Our co-worker survey showed that 72% of co-workers feel they have good opportunities to develop their competencies (FY23: 74%). We are developing a skills library, talent marketplace and AI-driven talent hub to ensure co-workers can access relevant training and provide clear pathways for growth and development.

Last updated 2025-01-23
2.
At least 80% of co-worker feel empowered to create best customer experience**.
Achieved

Performance summary

We were pleased to achieve our target with 81% of co-workers feeling empowered to create the best customer experience – up from 80% in FY23. This is a new target in FY24.

Last updated 2025-01-23

**New target in FY24.

Fair income

A fair income is essential to improving the wellbeing of our co-workers and creating a more equal and inclusive workplace. We define it as an income perceived by co-workers as fair reward for the work they do and which enables them to live a decent life. Fair Income is at the core of Ingka’s Total Rewards framework and delivered through initiatives such as Responsible Wage practices, Gender Equal Pay, New Ingka Benefits offer and My rewards co-worker portal.

1.
Equal pay for women and men performing work of equal value in all countries. (own co-workers)
On track

Performance summary

Our latest gender equal pay assessment showed that 4.32% of co-workers were in groups where differences in pay could not be explained by performance, competence or a country’s legal requirements. We put monetary and non-monetary actions in place to address the gaps. Less than one percent of co-workers required monetary actions.

Last updated 2025-01-27

Community impact

We are mobilising our business, co-workers, customers and partners to have a positive impact in the communities in which we operate. By addressing social issues that are connected to our core business, we aim to deliver lasting change as part of business as usual.

1.
Support at least 2,500 refugees through job training and language skills initiatives in Ingka Group units across 30 countries by 2022.
Achieved

Performance summary

We have provided over 3,700 refugees in 26 countries with training via our Skills for employment programme since 2019, with 887 completing it in FY24. We have now committed to support a further 3,000 refugees and asylum seekers into work by the end of 2027.

Last updated 2025-01-27

*We have discontinued our FY24 target to provide upskilling and reskilling training to co-workers in our transformation initiatives starting with customer service, facilities and stores.

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IKEA and artist Janelle Monáe collaborate for serious play
IKEA and artist Janelle Monáe collaborate for serious play

Further reading

Better homes
​Read more about our passion for a better life at home that makes us IKEA. Learn how city stores and expanded services help make healthy and sustainable living available for more people.
Better planet
​Read about our commitment to becoming sustainable by 2030. Learn how we reduce our climate footprint and make it easier for our customers to act too.
Better company
​Learn how we do business with a humanitarian outlook, honestly and with integrity. Read up on how we deliver on strategic ambitions and goals, financial results, and governance.