Introduction | Becoming People & Planet Positive | Stakeholder engagement | Sustainability governance | SDG index Healthy & sustainable living - Our circularity agenda - Our climate agenda - Regenerating resources - Fair & equal - IWAY Equality, diversity and inclusion Co-worker gender diversity in FY23 Women Men The IKEA business is actively working to Gender balance has improved support and welcome people from all IKEA % Co-workers % Managers In FY23, the gender balance improved in many franchisees backgrounds and identities in our operations. IKEA businesses compared to FY22. During Ingka Group 54 46 50 50 the year, 6 out of 12 franchisees took steps to Al-Futtaim 29 71 25 75 increase the number of women co-workers, IKEA People Strategy for a more • Launched holistic ED&I competence and 8 out of 12 increased the number of inclusive IKEA development training with Dairy Farm 49 51 42 58 women managers. In FY23, we launched an updated People management team workshops Ikano Group 47 53 52 48 3 out of 12 IKEA franchisees have reached at least 50% of their management positions 昀椀lled Strategy to strengthening the equality, o昀昀ered and facilitated across IKEA diversity and inclusion (ED&I) direction markets, including unconscious bias Miklatorg 59 41 56 44 by women, with 6 out of 12 reaching over 40%. training and LGBTQ+ inclusion. 2 22 78 30 70 and ambition across all IKEA businesses, Al-Homaizi In Ingka Group, 50% of managers and 48% of creating a foundation for working with • Developed and launched a practical House Market 60 40 48 52 CEOs identi昀椀ed as women in FY23, an increase the topic across our value chain. With "An guide to accelerate ED&I focused on from 45% in FY22. Inclusive IKEA" one of three focus areas, 1 four identity dimensions: gender, Sarton 48 52 49 51 We are working to expand our view on how we're developing ED&I competences, age, ethnicity and persons with to measure dimensions of diversity, including mainly among leaders and co-workers disabilities. It enables assessment and Al-Sulaiman 26 74 23 77 in our People & Culture group. This work goal-setting activities that will bring gender. Read more about our diversity data MAPA 46 54 40 60 in the Inter IKEA Holding B.V. Annual Report will create the preconditions to lead ED&I ED&I in line with the business agenda. for FY23. topics in a systematic way across human • Established the ED&I franchisee Northen Birch 47 53 48 52 resource processes and as an integrated network, bringing together ED&I Falabella 49 51 47 53 part of the business agenda. In order leaders across the IKEA franchise to set measurable, quantitative and system. qualitative targets, the development of Inter % Co-workers % Managers % Management team % Supervisory board people analytics and a co-worker insights • Established co-worker resource IKEA Group survey has been prioritised and will be communities across the IKEA introduced in FY24. business, inviting co-workers to Inter IKEA 40 60 33 67 contribute to a more inclusive IKEA Holding 3 The following concrete steps have been business and workplace. Franchise 52 48 44 56 67 33 taken. Range 55 45 46 54 55 45 Supply 43 57 34 66 58 42 1 Persons of all gender identities refer to women, men, persons of non-binary gender identities, and persons with di昀昀erent gender expressions. 2 Figures for Al-Homaizi are inclusive of in-sourced support functions. 3 Including IKEA Älmhult and Inter IKEA Group functions. 52 - IKEA SUSTAINABILITY REPORT FY23