Company: INGVF
Filing Date: 2025-03-06
Form Type: 20-F
Source: 0001628280-25-010764
Chunk: 176

Company: ING GROEP NV
Filing Date: 2025-03-06
Form: 20-F
Item: Item 6
Chunk 176
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10. Supervisory Board remuneration                                               
Amounts in euros                                              2024           2025
Annual remuneration                                                              
Chairperson                                                131,700        138,500
Vice-chairperson                                           100,100        105,300
Member                                                      73,700         77,500
Committee fees (annual amounts)                                                  
Committee chairperson                                       21,000         22,000
Committee member                                            10,500         11,000
Attendance fees (per meeting)                                                    
Attendance fee outside country of residence                  2,000          2,100
Attendance fee outside continent of residence                7,500          7,800
ING Group Annual Report 2024 on Form 20-F 

Contents       Part I         Part II        Part III       Additional information        Financial statements    
Wider workforce remuneration
Our people offer (OPO) aims to deliver competitive remuneration that balances financial and non-financial elements. Together they form our differentiating offer and ask of our people. We recognise that financial rewards are an important part of our offer, and that our total rewards offering (compensation and benefits) should be transparent, fair, and competitive. 
To understand OPO, it is useful to view it in the context of key ING fundamentals. Firstly, OPO is informed by and aligned with our ING purpose – empowering people to stay a step ahead in life and in business. This purpose and the Orange Code are the foundations of ING. Secondly, OPO supports our people vision: unlocking our people's full potential, which is a key enabler of our 'Growing the difference' strategy. We have translated our fundamentals, people vision and strategy into what it means for our people – both what we offer and what we ask of our people. This means that OPO does not include descriptions of detailed practices, but rather provides guidance through principles about what our people practices should be. 
The remuneration principles are an integral part of ING’s strategy and risk profile. They maintain a sustainable balance between short- and long-term value creation and build on ING’s long-term responsibility towards its employees, customers, shareholders, and other stakeholders. Our approach to the remuneration principles have been refreshed and aligned with our people vision. 
Our remuneration principles apply to all staff and are embedded in OPO and ING’s Remuneration Regulations Framework (IRRF). The OPO and I