Our principles of Remuneration
To ensure that ING continues to attract, retain and motivate talented people in a competitive market, the following remuneration principles ensure that all people are treated equally whilst maintaining fair pay, strongly linked to performance:
We pay at market
We pay for performance
- Payouts are linked to individual, company and group targets.
- Variable remuneration has a clear link to responsible customer outcomes
How we do things is important
- The Orange Code links how we reward behaviours based on our values
- We consider the interests of consumers when assessing performance and remuneration
We do not discriminate
- Fair and consistent approach.
Pay (What do I get?)
Bonus / Incentive schemes
Annual Salary reviews
Annual leave loading paid at Christmas
Subsidised income protection insurance
Salary packaging ?
Benefits (What else is available?)
Early access to long service leave
Discounts on financial and insurance products ?
Discounts on communication/computer products
Generous referral rewards for staff referring new employees
Access to a formal wellness program
REST Day, Charity Day
Paid parental leave
Opportunity to purchase additional leave
Career/Development (How do I move forward?)
Team and company-wide events throughout the year
Half day formal company orientation along with a buddy system
Access to hundreds of e-learning courses
External qualifications offered 'in-house'
Subsidised study support
Career planning tools
Culture / Lifestyle (How am I supported?)
Subsidised on-site cafe
Relaxed dress code
Individual and team recognition awards
Service recognition awards
Flexible working options
Access to Employee Assistance program