Business Spotlight: IKEA’s Practical Approach to Diversity and Inclusion
As Finland’s most multicultural city, Vantaa understands that inclusion is not a bonus feature but a prerequisite for growth and well-being. In a new blog series, we highlight examples of companies operating in Vantaa that have recognized the importance of inclusion for success. This time, the spotlight is on IKEA Finland. We explored the company’s approaches to promoting equality, diversity, and inclusion with ED&I Leader Catharina Van Den houwe and Recruitment Manager Anna-Maija Koro.
@Ikea Suomi
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IKEA knows that diversity benefits both people and business. This is especially clear on the customer floor. Multilingual coworkers who, in addition to Finnish, Swedish or English, speak languages such as Estonian, Somali, or Russian can support customers more easily, particularly when those customers feel more comfortable communicating in their own language. Even moments shaped by cultural misunderstandings can be resolved more smoothly when a coworker shares the customer’s linguistic or cultural background.
Representation matters: when customers see coworkers from similar backgrounds thriving across departments, it signals that advancement is possible. It also reinforces that high-quality customer service does not require perfect Finnish, sending an important message in a multilingual Finland.
If a manager says Finnish is needed, we ask why.
– Anna-Maija Korko, Recruitment Manager
IKEA’s Top Tips
Challenge assumptions about required language skills
Finnish and English as working languages lower unnecessary barriers and make participation more equal for international employees. “If a manager says Finnish is needed, we ask why,” Anna-Maija Korko explains. This simple question ensures that language requirements are based on actual job tasks, not habit.
Measure how diversity is reflected in different roles and create pathways for career mobility
IKEA noticed that many coworkers belonging to ethnic minorities were concentrated in logistics or food, with fewer moving into customer-facing roles. To change this, the company introduced job rotations that support employees in taking steps toward sales, customer relations, or even leadership positions. According to Catharina Van Den houwe, one important outcome has been a shift in mindset: “Managers have seen in practice that fluent Finnish is not always necessary for excellent customer service, and customers are generally comfortable with multilingual interactions.”
Partner with organizations that connect you to diverse talent
One of IKEA’s most effective strategies has been collaborating with organizations that already support refugees and immigrants. Partners such as Startup Refugees and the Finnish Refugee Council help IKEA reach a diverse talent pool and assist in assessing candidates for development opportunities. Through these partnerships, IKEA also offers practice interviews that help refugees and migrants gain confidence and understand the Finnish workplace.
Managers have seen in practice that fluent Finnish is not always necessary for excellent customer service.
– Catharina Van Den houwe, Equality, Diversity & Inclusion Leader
Why This Matters for Vantaa
The City of Vantaa is committed to helping local employers succeed in an increasingly diverse labor market. Through services offered in collaboration with Finland’s largest cities, we support businesses in attracting and retaining international talent. This includes guidance, city resources, and recruitment connections to make hiring easier and more sustainable.
IKEA’s example shows that questioning language barriers, creating career pathways, and partnering with organizations that connect you to diverse talent can strengthen teams and improve customer experiences. These are practical steps any Vantaa-based company can take, and we’re here to help.
