Company: INGVF
Filing Date: 2025-03-06
Form Type: 20-F
Source: 0001628280-25-010764
Chunk: 159

Company: ING GROEP NV
Filing Date: 2025-03-06
Form: 20-F
Item: Item 6
Chunk 159
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="{self.alt}" src="{self.src}">2024 Executive Board remuneration at a glance
For more on the EB members' performance and variable remuneration outcomes, see '2024 Executive Board performance and remuneration' 1
1    For more, see table 2. '2024 remuneration outcomes' and table 3. 'Breakdown of benefits paid in 2024'. 
ING Group Annual Report 2024 on Form 20-F 

Contents       Part I         Part II        Part III       Additional information        Financial statements    
Alignment of Executive Board remuneration to stakeholder expectations
We seek to consider the views of all our stakeholders in remuneration decision-making, including employees, shareholders, regulators, customers and society at large. The below provides a non-limitative overview of the main stakeholders influencing EB remuneration. 

Stakeholder alignment         Employees                                                                                                                                                                                                   Shareholders                                                                                                                                                                        Regulators                                                                                                                    Customers                                                                                                                                                                                                                  Society at large                                                                                                                          
                              ▪The Executive Board remuneration policy is aligned with the remuneration principles that apply to all ING employees.                                                                                       ▪Remuneration outcomes take into account performance against stretching financial and non-financial targets that are consistent with ING's strategy.                                ▪Variable remuneration outcomes reflect ex-ante and ex-post risk performance.                                                 ▪Through our qualitative survey we engaged with and listened to the views of our customers on a range of executive compensation topics, which was used to inform our remuneration policy and decision-making.              ▪In recent years, customers are increasingly interested in the way EB remuneration is linked to environmental and social objectives.      
                              ▪Salaries for the EB are reviewed in the context of salary developments across ING's wider workforce.                                                                                                       ▪Variable remuneration for EB members is deferred fully into ING Group shares.                                                                                                      ▪Variable remuneration pay structures are aligned with regulatory requirements, including deferral, malus and clawback.       ▪Variable remuneration is designed with appropriate consideration of the views and interest of customers and clients, ensuring this is represented in the Executive Board remuneration policy and decision-making.         ▪Environmental and social objectives within variable remuneration for the EB reflects ING's wider purpose and strategy.                   
                              ▪EB members' variable remuneration is determined using a multi-step and integrated process, which is closely aligned to the approach used to determine variable remuneration for the wider workforce