Diversity Dashboard Q1 2014

Confidential. Only for information Jury Wo.Men@work Award

Organizational Effectiveness

General overview of the ING staff diversity

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Age diversity LanguageTotal Female Male 020 - 029 030 - 039 040 - 049 050 - 059 060 - 069 Dutch English French

Retail Staff 6,9% 51,0% 49,0% 12,8% 32,6% 27,9% 24,9% 1,9% 49,8% 0,6% 49,5%Retail Sales 36,1% 43,0% 57,0% 15,0% 26,1% 31,5% 25,6% 1,9% 45,6% 0,0% 54,4%P&O 15,7% 44,0% 56,0% 14,0% 24,2% 28,5% 30,9% 2,5% 50,7% 0,8% 48,4%CFO 6,0% 65,0% 35,0% 7,2% 23,5% 30,1% 34,1% 5,2% 41,4% 0,5% 58,1%CommBanking 8,5% 58,0% 42,0% 8,1% 30,1% 36,8% 23,9% 1,0% 59,3% 0,6% 40,1%Risk 4,8% 58,0% 42,0% 7,1% 25,8% 30,2% 34,2% 2,6% 53,6% 0,9% 45,5%CEO 5,3% 40,0% 60,0% 17,5% 26,5% 29,5% 23,1% 3,0% 54,6% 1,8% 43,6%ITS 14,7% 77,0% 23,0% 8,1% 28,8% 37,6% 22,8% 2,7% 35,9% 4,3% 59,8%

ING Be 100% 52,0% 45,0% 12,1% 26,7% 31,9% 26,9% 2,3% 47,2% 1,1% 51,7%

Age diversity LanguageTotal Female Male 020 - 029 030 - 039 040 - 049 050 - 059 060 - 069 Dutch English French

Retail Staff 642 329 313 82 209 179 160 12 320 4 318Retail Sales 3385 1470 1915 507 884 1065 865 64 1544 0 1841P&O 1468 641 827 205 355 418 454 36 745 12 711CFO 558 360 198 40 131 168 190 29 231 3 324CommBanking 798 466 332 65 240 294 191 8 473 5 320Risk 453 262 191 32 117 137 155 12 243 4 206CEO 498 199 299 87 132 147 115 17 272 9 217ITS 1377 1060 317 112 396 518 314 37 495 59 823

ING Be 9179 4787 4392 1130 2464 2926 2444 215 4323 96 4760

48,0%48,0%

Male FemaleMale Female

Male FemaleMale Female

Focus on gender diversity

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31/12/2013 31/0

3/20

14

Fem

ale Mal

e

Evolution Q1 2014

Working scheduleInflow Q1 2014Business Line view

Mgmt responsibilityOutflow Q1 2014

Focus on age diversity

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Business Line view Inflow Q1 2014

Evolution Q1 2014

Working schedule

Outflow Q1 2014 Mgmt responsibility

Focus on work schedule

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Focus on employee status

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Women are in general underrepresented in upper layers of the organisation

Language diversity at top levels in line with general demographics, for the lower layers there’s an overweight in French speaking staff

Younger age groups underrepresented in management positions

Special focus on gender and performance

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Performance score distribution per gender shows that women gets a higher score, although difference is limited

When we look at the gender of the manager there is no difference to be noted between the performance scoring practices between male and female managers

Special focus on exits in Q1 2014

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Female Male Total leaversInvoluntary 62 99 161Voluntary Non regretted 17 10 27

Regretted 7 9 1686 118 204

More women than men decided to leave ING in Q1 2014, but more men were considered to be regretted

Women tend to leave more for job content reasons, while men highlight ambition as being the main driver.

More women than men decided to leave ING in Q1 2014, but more men were considered to be regretted

Women tend to leave more for job content reasons, while men highlight ambition as being the main driver.