The primary objective of ING’s remuneration policy is to enable ING to retain and recruit qualified and expert leaders, senior staff and other highly qualified employees. It is an integral part of ING’s corporate strategy and risk profile and maintains a sustainable balance between short-term and long-term value creation, building on our long-term responsibility towards our clients, society and all other stakeholders.
More information on ING’s remuneration policy is available via the links to the Remuneration chapter of our Annual Report and our remuneration disclosure on the right-hand side of this page.
The remuneration earned by the Executive Board is below the median of the Dow Jones EURO Stoxx 50 benchmark, which is made up of similar European financial and non-financial institutions. The base salary of the Executive Board has not changed since 2010 and the Executive Board members have not received any variable remuneration since 2010.