at ikea we are an equal opportunity employer and we embrace everyone’s contribution ; our ...

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• At IKEA we are an equal opportunity employer and we embrace everyone’s contribution;

• • Our

differences are what make IKEA great

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2012 Facts & Figures

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Diversity at IKEA- respecting theMany

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Workplace Diversity at IKEAWomen at

IKEA

Working with disabilities

Work life integration

Cultural diversity

Cross generational

diversity

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Women at IKEA (Cebas P.L.)

• Of the 808 employees, 57% are females including 52% in leadership roles.

Male Female0%

10%

20%

30%

40%

50%

60%

70%

43%

57%

48%52%

Overall Leadership

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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.

• Our diversity is one of our greatest strengths, enabling us to bring the best talent and ideas together to GROW IKEA together.

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Cultural Diversity - How Diverse are we?

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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.

• CwD have an average tenure of 3.3 years, 40% have transferred to different areas or been promoted.

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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

• Knowing that our differences are what make IKEA great

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Partnerships with contractors and workplace

Making it easy – what has worked The challenges – what has failedKnowing our recruitment process Trying to get in the back doorKnowing 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

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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.

» Admit your mistakes. This gives everyone around you permission to do the same.

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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?

» Speaking for the candidates. Would you hire someone if their mum presented for interview rather than them?

at ikea we are an equal opportunity employer and we embrace everyone’s contribution ; our ...

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