Growing the difference together
At ING, we are proud to have people from all over the world working with us. Having an inclusive workplace where everyone can be themselves is important, which is why our approach to diversity, inclusion and belonging (DIB) is rooted in understanding, mutual respect and celebration.
By promoting equity and belonging, we aim to create an environment and culture where people can thrive. We know that when people feel valued for who they are and can bring their unique perspectives and experiences to work, full potential can be truly unlocked. This strengthens our business and helps ING grow the difference for our customers and clients, while making a positive impact in society.
Our global diversity, inclusion and belonging strategy
We’re working to create a welcoming space for everyone – both our people and our customers – through what we say and do. Our approach focuses on four key areas that help us make real, lasting change across the organisation.
Our global diversity and belonging policy
At ING we aim to unlock our people’s full potential through our inclusive culture where everyone has the opportunity to develop and have impact for our customers and society.
Proud to include everyone
Our approach to diversity, inclusion and belonging is focused on understanding, mutual respect, and celebration. We recognise that not everyone experiences work and life in the same way, so we aim to ensure fairness and equity in everything we do. That’s why we want to drive sustained change across all aspects of diversity, striving to mirror the diversity of our customers and the communities we serve.
Age and generations
Age diversity is something we value and are proud of. We understand that everyone's unique experiences, shaped by when and where they were born, contribute to a rich diversity of perspectives, skills, and working styles, which we wholeheartedly embrace.
Bringing together different generations strengthens our work by sharing experiences, generating new energy, and sparking ideas. This builds a strong talent pipeline and future-proofs our business. We’re creating positive connectivity for all ages across ING. We have 14 age & generation employee resource groups (ERGs) around the world.
Disability and neurodiversity
In December 2024, we launched our global disability and neuro-inclusion strategy. Activated across all the countries we operate in, we are looking to create a culture and environment where people with disabilities and neurodiverse conditions, and those that care for them, feel like they belong and can reach their full potential at ING.
We aim to break down the barriers people face and provide with the supportive environment needed to thrive. Our work focuses on the following areas: Leadership and Culture, Talent, Accessibility and Data and Reporting. In the future, and as we learn more about our people, we will responsibly gather and leverage data to inform and adapt our approach. We have 8 disability and neurodiversity ERGs across ING.
Gender equity is just as important now as it has ever been. We recognise our responsibility as an employer of providing equitable opportunities for women from recruitment through to development and progression. We currently have approximately 63,000 people globally at ING and the gender composition of our global workforce is 47% women and 53% men. We have 20 ERGs across ING dedicated to cultivating a gender-balanced workplace.
While there is no doubt the world has come a long way since the Stonewall Uprising in 1969, there is still a lot to do to ensure the safety and inclusion of people from the LGBTQI+ community, both in the workplace and in wider society. At ING we take this seriously. We say ‘no’ to a world where people have to hide their true selves. We want everyone to feel heard, be seen and receive support when they need it. This also means creating an environment and culture that is free of assumptions, judgement and discrimination.
In an increasingly connected world, many of us have experiences and backgrounds that span countries and cultures. We recognise that identities can be deeply personal and change over time.
We believe in the inclusion of people from all racial and ethnic backgrounds. That means intentionally building and nurturing a workforce that includes people from diverse groups and communities in all the countries we do business.
Each year we take part in the International Workplace Pride Global Benchmark. This benchmark scores companies in eight areas and identifies best practices, looking into ways to raise the standards.
ING has been recognised by the Financial Times as a diversity leader and one of Europe’s most inclusive companies. The Financial Times looks at a wide range of employers focusing specifically on gender, age, ethnicity, disability and sexual orientation and conducts an independent study that assesses employees’ perception of companies’ inclusiveness or efforts to promote various aspects of diversity. In 2022, ING was listed in 225th place out of 850 companies and in 2023, ING was listed in 137th place out of 850 companies.