Diversity and inclusion
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.
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’ 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.
- Enable - a network for employees with a disability.
- 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:
Recognised in Bloomberg Financial Services Gender Equality Index
ING was one of more than 100 firms recognised in the 2018 Bloomberg Financial Services Gender-Equality Index (BFGEI). It is the third 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 a founding partner of the "international platform for LGBT (Lesbian, Gay, Bi-sexual and Transgender) Inclusion at Work". Activities of the group include the International Workplace Pride Global Benchmark.
In October 2017 we were recognised at the Workplace Pride Awards an external measurement of lesbian, gay, bi-sexual and transgender (LGBT) workplace inclusion. ING had a top tier score with the highest score in the financial services industry.
The Workplace Pride benchmark scores companies in seven areas and identifies best practices. We have gradually been making progress in this area over a number of years, in 2017, we achieved a top-tier score of 274. This has increased from 265 in 2016, 227 in 2015, and 171 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.
ING supports and commits to UN initiatives
- Support the UN Standards of conduct for business: Tackling discrimination against lesbian, gay, bi, trans, & intersex people
- Commit the UN Global Compact’s Women Empowerment Principles
ING supports and commits to these UN initiatives because we believe that difference in age, background, gender, physical ability, sexual orientation and religious beliefs contribute to a stronger ING that is better equipped to respond to challenges and opportunities, and to support sustainable change in society. Diverse perspectives also drive innovation and accelerate growth, which means diversity is good for our customers and our business. In our 2017 Annual Report, we listed diversity challenges as a perceived weakness for our business, and we therefore recognise that we can keep getting better. Endorsing the Women Empowerment Principles and the UN Standards of conduct for business: Tackling discrimination against lesbian, gay, bi, trans, & intersex people are important steps to demonstrate to others that we take equality seriously, and to also guide how we promote equality in practice.