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ING’s remuneration approach is designed to attract, motivate and retain highly qualified and expert leaders, senior staff and other employees. As such, it is an integral part of the bank’s strategy, its purpose and its risk profile.

ING’s remuneration principles aim to maintain a sustainable balance between short and long-term value creation and builds on ING’s long-term responsibility towards customers, society and other stakeholders.

Acknowledging that in the past we did not always get our stance on remuneration right, the Supervisory Board will propose new remuneration polices for members of the Executive Board and Supervisory Board. These will be put to shareholders for a binding vote at the next annual general meeting in April 2020.

This follows an extensive review of the existing remuneration policies, which was carried out in consultation with advisory bodies and a broad range of stakeholders to achieve the right balance among the various viewpoints and interests.

Once adopted at the General Meeting the new policies will be effective retroactively from 1 January 2020.

Download the proposed policies for Executive Board remuneration and Supervisory Board remuneration

More information on remuneration at ING is available in the Remuneration chapter of our Annual Report and in the remuneration disclosure at the bottom of this page.

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