Diversity and Inclusion

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At ING, we promote diversity not just because it is the right thing to do but because we can’t deliver on our strategy without it.

Our strategy

Differences in gender, age, background, sexual orientation, physical ability and religious beliefs enable us to solve problems and respond to challenges in different ways. Diversity is good for business because different perspectives drive innovation, accelerate growth, and lead to more robust decisions and outcomes.

Embracing diversity also increases our pool of potential candidates. It helps us attract and retain the best and brightest talent and allows us to better understand different customer groups. It makes us more adaptable, helps us avoid group-think, and contributes to disrupting the status quo.

ING aims to have a workforce that reflects the diversity of its customer base and foster an inclusive culture. It is important that employees feel comfortable being themselves irrespective of who they are, what they believe or where they come from.

ING is committed to accelerating the development of diversity, including gender, age, background, sexual orientation, physical ability and religious beliefs.

We also promote equal opportunities and have policies in place to ensure that discrimination is not tolerated.

Discrimination

‘Discrimination’ includes any distinction, exclusion or preference made on the basis of race, colour, sex, religion, gender, political opinion, nationality or social origin, that has the effect of nullifying or impairing equal opportunity or treatment in employment.

Any distinction, exclusion or preference based on the inherent requirements of the job is not deemed as discrimination.

ING promotes equal remuneration for male and female employees for work of equal value and has policies in place to safeguard against discrimination.

What matters here

Why we are so vocal about diversity:

  • It’s what we promise - When you work at ING, you have the same great opportunities as anybody else. No matter who you are, or where you come from.
  • It’s what we expect - At ING, you do not always have to agree with others. But you are expected to treat others with kindness and respect.

And what do we expect from our leaders:

  • To be inclusive, seeking out diverse perspectives for broader insights and more robust decisions.
  • To create a workplace in which every individual feels supported and inspired to operate to their full potential.
  • To be aware of their unconscious biases and be open to understanding perspectives that don’t fit immediately with their own.
  • To create diverse teams by attracting and selecting people based on their competencies, not their background.

What are we doing to achieve this

Different diversity challenges exist in each of our locations and business units so we have a combination of global and local activities to help tackle these challenges:

  • Diversity manifesto - We value diversity. Our success depends on it. That’s why we introduced a diversity manifesto, Success through difference, in January 2016 that applies to all employees worldwide. This official bank policy sets out what diversity means at ING, why it is important, and what employees and managers can do.

  • Internal networks - We encourage employees to participate in a number of internal networks that stimulate diversity. These include:
    • Crossing - a network concentrating on cultural diversity.
    • Lioness - a network for women at ING, igniting talent to help women realise their ambitions.
    • Gala - a community concentrating on LGBT inclusion.
    • Ring - a networking community for young ING employees up to 36 years of age.
    • Experience - a network for senior employees.

  • Overcoming unconscious bias - ING runs unconscious bias workshops that help managers understand their unconscious biases, promoting more objective people decisions.
  • Improving the number of women in leadership positions - ING has introduced a range of initiatives to promote the inclusion of women in leadership positions. These include:
    • Diverse interview and decision panels in the recruitment process.
    • Inclusion of more female candidates on succession lists.
    • Tracking and analysing the number of female appointments, promotions and leavers to gain more insight into problems and potential solutions.
    • Supporting flexible working.

How are we doing

ING recognises that there is much work to do in the area of diversity but we are progressing and are proud of the following achievements:

Bloomberg Gender-Equality Index

Recognised in Bloomberg Financial Services Gender Equality Index

ING was one of 52 firms recognised in the 2017 Bloomberg Financial Services Gender-Equality Index (BFGEI). It is the second year we have been included in the listing. The index measures how companies disclose gender statistics and company policies and practices.

Workplace Pride Global Benchmark Survey shows ING’s progress in LGBT inclusion

In 2006, ING was also a founding partner of the “international platform for LGBT (Lesbian, Gay, Bi-sexual & Transgender) Inclusion at Work”. Activities of the group include the International Workplace Pride Global Benchmark in which ING participated for the third consecutive year. ING was ranked eighth out of 30 major employers which represent some three million employees in over a 100 countries worldwide. ING achieved a top-tier score of 70% compared to a median score of 59.6% in the Finance and Industry sector. This increased from 63% in 2015 and 51% in 2014.

ING – one of the first companies to participate in the Canal Parade in Amsterdam

ING was one of the first companies to participate in Amsterdam’s Canal Parade in 2006. Each year we take great pride in demonstrating our commitment to diversity and inclusion with creativity, flair and plenty of fun to tell the world that at ING you can be who you want to be.

ING the first company to sign the Declaration of Amsterdam

ING has been a leader in LGBT workplace equality in the Netherlands since 2004 and was the first company to sign the Declaration of Amsterdam (PDF, 505 KB), a commitment to take leadership in creating a corporate culture where LGBT employees are valued, can be themselves and can realise their full potential.

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