At IKEA Austria, 50% of management positions are held by women, setting a standard that many companies strive to achieve. What can organizations do today to co-create an environment where women and other marginalized groups can thrive? How can workplaces become truly livable and not just manageable for families? And how can there be more life in work-life balance?
Sylwia Gorska, Head of People & Culture and a Member of Management at IKEA Austria, shares her insights with us and shows strategies that have been implemented within IKEA Austria to establish a more equal, livable, and family-friendly workplace.
1. first things first: equal pay regardless of gender
According to EU Commission estimates, the Austrian gender pay gap stands at 19%, which is well above the EU average of 12.7%. At IKEA, however, this data is significantly different. “We maintain a minimal gender pay gap of just 0.64%, ensuring fair compensation based on skills and performance. It's empowering to see our efforts reflected in Austria,” shares Sylwia, being responsible for the 3.400 IKEA employees in Austria.
To contribute to closing this gap, companies can conduct regular pay audits where they review and adjust salaries to ensure fair pay. IKEA examines the average pay of all employees, with a focus on those in the same positions with identical skills and performance. When irregularities are identified, they investigate the causes and strive to adjust salaries to ensure gender equality.
2. more life into work-life balance
Creating a balanced life where work does not overshadow personal well-being is essential. Sylwia tells us how IKEA puts team members' private needs into thoughtful consideration.“Prioritizing people, we ensure work-life balance through flexible scheduling, thoughtful holiday planning, and various health and wellness initiatives or financial support. We also have access to psychological support and a health-conscious coworker canteen, fostering a holistic approach to employee well-being,” she mentions.
Regular team-building activities and personal development talks are held to strengthen camaraderie and personal growth. Additionally, IKEA offers telecommuting options and has implemented state-of-the-art ergonomic workstations to enhance comfort and productivity for those who work from home or in the office.
By focusing on these comprehensive strategies, IKEA demonstrates its commitment to creating an environment where employees can thrive both personally and professionally.
3. nurturing leaders
Sylwia shares that IKEA’s commitment to gender equality “extends beyond pay to include equal opportunities for professional advancement, where women are actively supported in leadership roles.”
Sylwia emphasizes IKEA's strong culture of leadership, where everyone is seen as a leader—whether leading themselves, teams, or the business. “Our leadership programs are invaluable, providing continuous development and enhancing my professional skills. These initiatives have empowered me to lead more effectively, fostering a collaborative and innovative team environment. This ongoing support not only boosts my confidence but also equips me with the tools to navigate challenges and drive success, making a significant difference in my professional growth and team leadership.”
To complement this culture of leadership, IKEA promotes shared leadership and job sharing as part of their flexible working models. This approach allows two employees to share the responsibilities and benefits of a single full-time position. By implementing these models, IKEA enables employees to balance their professional and personal lives more effectively, fostering a more inclusive and supportive workplace. These initiatives not only support parents but also cater to a diverse workforce, including those pursuing further education or personal projects.
4. functional systems for families
IKEA’s commitment to supporting families extends to creating robust systems that accommodate the needs of working parents. Sylwia explains, “We actively promote and encourage men to take parental leave to support women in raising children, a so-called ‘Papamonat’ in German.” This policy is utilized by 90% of new fathers, promoting shared responsibilities at home and helping to break traditional gender roles.
In addition to flexible working arrangements and shared leadership models, IKEA offers comprehensive childcare support, including access to subsidized childcare services and family-friendly facilities at the workplace. These models are designed to support not just mothers, but all parents, ensuring that both men and women can thrive professionally while managing their family commitments.
By implementing these family-friendly policies, IKEA creates an environment where employees feel supported in both their personal and professional lives, enhancing overall job satisfaction and retention.
5. co-creating an environment where every voice is heard
“As a Swedish company, we embrace values of equality, inclusiveness, and consensus. In our workplace, everyone's voice is valued, and there's a strong emphasis on ensuring everyone is heard. This inclusive environment allows for open dialogue and encourages all coworkers to raise their hands and take on leadership roles. We believe in empowering every individual, fostering a supportive atmosphere where women, like myself, feel confident to share ideas and drive meaningful change. Equal pay and equal rights give women the confidence that they are valued and recognized,” Sylwia shares proudly.
IKEA also advocates for LGBT+ communities. They have implemented a global LGBT+ inclusion plan and co-created and endorsed the UN Standards of Conduct for tackling discrimination against LGBT+ people in the workplace and community. IKEA launched global trans-inclusion guidelines to help managers build trans-inclusive teams and workplaces. Other marginalised groups, such as people with a refugee background, people with disabilities are also considered. Generational differences as well as dissimilar religions, beliefs, and worldviews are respected.
“Creating awareness of these rights and opportunities is crucial. We focus on ensuring all employees understand and utilize available support systems, further enhancing our inclusive culture.”, Sylwia concludes.
About Sylwia Gorska
Sylwia Gorska is Country People & Culture Manager at IKEA Austria. Sylwia started her career in PR and communications after completing her degree in economics at the University of Birmingham and a master's degree in law at the University of Warsaw. In 2014, she moved to Human Resources and was responsible for Human Resources, Learning & Development and Talent Management at the Polish office of an international management consultancy. In 2019, she moved to IKEA Sweden, where she was in charge of the Global Learning and Development agenda for Ingka Group employees in 32 countries. As Country People & Culture Manager, Sylwia Gorska is also part of the IKEA Country Management team and responsible for the 3.400 IKEA employees in Austria. i
About IKEA
IKEA, founded in 1943 in Sweden, has the vision to create a better everyday life for people. They offer well-designed, functional, affordable, and high-quality home furnishing, produced with care for people and the environment. The value chain is unique, encompassing everything from product development, design, supply, manufacture, and sales – and of course it begins and ends with their customers.
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