Company: INGVF
Filing Date: 2025-03-06
Form Type: 20-F
Source: 0001628280-25-010764
Chunk: 81

Company: ING GROEP NV
Filing Date: 2025-03-06
Form: 20-F
Item: Item 4
Chunk 81
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 equity, and inclusion, and embed a culture where everyone is valued and treated with dignity and respect;
•ensure that people leaders work in partnership with their teams to create and sustain an inclusive working environment where everyone’s unique contribution is valued and where everyone feels a sense of belonging;
•ensure that decisions affecting employment, learning and development, promotion and career development are based on an individual's ability and reflect genuine requirements of the job;
•conduct annual analyses of our global gender pay gap and equal pay for equal work as part of our commitment to denounce discrimination and to promote equal remuneration for work of equal value for all employees; 
•provide everyone with the appropriate information, and training, on diversity, equity, and inclusion in the workplace;
•make the necessary adjustments to meet the needs of people with disabilities where reasonable and practicable to do so;
•strive continually to provide people with a working environment that is free from discrimination and/or harassment of any kind; and

ING Group Annual Report 2024 on Form 20-F 

Contents       Part I         Part II        Part III       Additional information        Financial statements    
•behave in accordance with the values and behaviours of our Orange Code, which applies to all ING business units in all countries worldwide.
At ING, we denounce all forms of discrimination. Our global D&I policy and global DIB strategy, gender diversity targets, and various DIB action plans are aimed at preventing discrimination and driving inclusion. Discrimination includes any distinction, exclusion or preference made on the basis of age, sex, gender identity or expression, gender reassignment, sexual orientation, family responsibility (including pregnancy, maternity, paternity and adoption), partnership status, cultural background, religion, race, ethnicity, physical or mental disability, nationality, political opinion, social origin or any other status, that has the effect of nullifying or impairing equal opportunity or treatment in employment. Any distinction, exclusion or preference not based on the inherent requirements of the job is deemed as discrimination. 
ING’s workforce policies are aligned with local labour laws and regulations in all countries where we have operations. In countries where local legislation goes further than the principles set out by the Universal Declaration of Human Rights and ILO Core Conventions, we also apply additional and stricter requirements. In addition, we seek alignment with international standards on human rights (such as the UNGPs) through the implementation of EU Directives and the development of internal policies, such as our D&I policy, Whistleblower policy and other mechanisms,