Conversation with… Cindy Andersen and Rita Accord of Ingka Centres
In the run-up to International Women’s Day, The Retail Bulletin team spoke with two of the women leaders behind Ingka Centres, a division of Ingka Group which operates IKEA retail stores and develops shopping centres worldwide.
The conversation with Cindy Andersen, managing director of Ingka Centres, and Rita Accord, global people and culture manager, explored their own career journeys, Ingka Centres’ work to support gender equality, and their advice for women aspiring to leadership roles.
It would be great to hear a little about yourselves and your backgrounds
Rita: I take pride in being a woman with a multicultural background. Privately, I have a deep passion for salsa music, exploring the world, learning new things, and most importantly, connecting with people. Professionally, I bring more than 30 years of experience in HR and general management across various industries, mainly retail but also the public sector, including the Dutch police organisation. My expertise lies in driving transformations and bridging business and people.
At Ingka Centres, I serve as the People and Culture Manager, leading the people strategy to attract, develop, and retain top talent while fostering innovation and high performance. Beyond people-focused initiatives, my role involves shaping the future of the organisation by empowering individuals to thrive and achieve great results.
Cindy: I have over 20 years of leadership experience across different industries. I have worked within IKEA for many years, first within Inter IKEA Group leading business areas, and then in 2020, I stepped into Ingka Group as Managing Director of Ingka Centres. Since September last year, I have also taken on the role of leading strategy, development and innovation for Ingka Group. This dual role allows me to both lead a business and contribute to envisioning the future of Ingka and IKEA.
Regardless of my position, my focus has always been on both business and people. We firmly believe that success is people powered. When individuals with shared vision and goals come together, that is when the magic happens.
On a personal note, I live in Copenhagen, am based in Malmö, Sweden, and have a Danish husband. I am Swedish with a Finnish mother, and we have three children- two daughters and a son. With International Women’s Day, I have a strong personal commitment to ensuring my daughters have the same opportunities as my son. I truly believe that diversity leads to better results, and it is something I advocate for both professionally and personally.
How does Ingka Centres support gender equality and female empowerment in the workplace? Could you share some of your initiatives?
Cindy: For us, gender equality is deeply embedded in our vision, which aligns with IKEA’s overarching goal of creating a better everyday life for the many people. Achieving equal representation of men and women at all levels of the organisation is essential to remaining relevant.
We understand that setting clear goals is key. Several years ago, Ingka Group, including Ingka Centres, established a clear 50/50 gender balance target. Today, we see that two-thirds of our workforce are women, with 50% representation in leadership and management positions. It’s about believing that equality not only benefits individuals but also strengthens business outcomes. Why would we only tap into 50% of the talent pool when we could leverage the full potential of our people?
That belief needs to be accompanied by actionable goals. Leadership commitment is essential, but we also track our progress to ensure real change. Beyond setting targets, we actively implement various initiatives.
Rita: Ingka Centres’ impact extends beyond coworkers to include partners and visitors, allowing us to drive broader change. We support employees at all life stages. A recent example is our launch of global menopause guidelines to support coworkers navigating this stage of life.
Another powerful initiative last year was our unconscious bias training. These workshops challenged us to move from intention to action. We recognised that growth often comes from discomfort, and this training encouraged open, honest discussions to drive meaningful change. These are just two examples, but our commitment spans multiple initiatives aimed at fostering an inclusive and empowering workplace.
When did your organisation reach 50% women in leadership?
Cindy: The 50/50 leadership goal was set in 2018 and was achieved in FY22 Ensuring gender balance has been a fundamental part of our company culture and commitment. Our work on equality is focused on everyone – men as well as women.
In 2025, Ingka Centres revamped its unconscious bias training and mandated attendance for all its co-workers. In addition, our management team took part in a special ED&I consciousness program to demonstrate its value to the business.
What advice would you give to women aspiring to leadership roles in your industry?
Cindy: I believe the key to leadership is finding your own inner voice and understanding your purpose. It’s essential to define what you stand for and what you want to achieve. When you lead with authenticity and strong values, you create a foundation for impactful leadership.
It’s also important to have mentors and role models who can guide you. Surrounding yourself with the right people and choosing an environment that values diversity can help accelerate your journey. I was fortunate to grow up in a setting where I had strong female role models, including my mother. I also have a husband who has always supported my ambitions. Being in a company that genuinely believes in diversity has allowed me to focus on being a leader, not just a female leader.
Rita: I would add that knowing your strengths and understanding your worth is crucial. It’s about translating those strengths into value within your organisation. Developing and refining your leadership skills while also being a role model for others is vital.
We need to ensure that women not only have mentors but also become mentors themselves. Being a role model is one of the most impactful ways to inspire the next generation of female leaders.
Have you both had mentors or role models who significantly influenced your careers?
Cindy: I’ve been fortunate to have both male and female mentors throughout my career. I also believe that inspiration can come from anyone you meet. Sometimes the most valuable insights come from casual conversations over coffee or in unexpected moments. I try to listen carefully and learn from those around me.
Rita: For me, my biggest inspirations have been my mother and grandmother. I grew up in the Caribbean, where female leadership was quite common. Seeing strong women lead, including the country’s first female Prime Minister, made a lasting impact on me. My grandmother, a single mother who worked tirelessly while maintaining a positive mindset, shaped the way I approach leadership.
You’ve both been with Ingka Centres for quite a while. What attracted you to join, and why have you stayed?
Rita: What drew me in was the company’s impact. We create inclusive and diverse meeting places that influence communities positively. It’s not just about the business; it’s about the people we touch – our coworkers, partners, and the communities we operate in. The mission of Ingka Centres aligns with IKEA’s broader vision: creating a better everyday life for the many. Our visitors today are different from those 50 years ago, and they will continue to evolve. Being part of shaping these meeting places for future generations is incredibly fulfilling.
Cindy: I joined during the COVID-19 pandemic, a period of great transformation. The company was evolving from a traditional shopping centre business into a meeting place business with a strong purpose: adding value to people, communities, and the planet. The opportunity to drive change and make a real impact is what excites me. Plus, our shared culture and values within the IKEA group makes this an inspiring place to work.
Rita, you mentioned growing up in the Caribbean. How did you transition to working in the Netherlands?
Rita: I moved to the Netherlands when I was 18 to study. Curaçao, where I grew up, is still part of the Kingdom of the Netherlands, so it was a natural transition. Curaçao is incredibly diverse, with over 100 nationalities represented, which shaped my perspective on inclusion and multiculturalism. That background has been invaluable in my career.
You’re both creating a lasting legacy in leadership and diversity. How do you see the future evolving for women in leadership?
Cindy: Despite the challenges, I believe we can drive change by showcasing that diverse leadership leads to better business outcomes. Visibility and representation matter, and we need to continue putting the spotlight on these issues.
Rita: It’s about being role models, creating opportunities for others, and ensuring workplaces continue to foster gender equality. By amplifying these conversations, we can inspire real progress.
You both sound incredibly passionate about your work, but if you weren’t doing this, what would be your dream job?
Cindy: Honestly, this is my dream job! The ability to lead a business that creates positive change for people and the planet is incredibly fulfilling.
Rita: I feel the same. I love working with people, connecting with them, and making an impact. Any role that allows me to do that would be my dream job – but I already have that here.
