Focus on diversity and inclusion
ING Italy he got the UNI/PdR 125:2022 gender equality certification, for the “ability to adopt a systemic approach and a cultural change capable of creating work environments characterized by inclusion and equality”. The certification on the management system for gender equality, which involves the adoption of specific Key Performance Indicators relating to gender equality policies in organisations, was issued by RINA, a multinational certification company active in of 70 countries, with the support of Studio Cafiero Pezzali e Associati for work skills and management systems.
Diversity Inclusion & Belonging
Diversity and inclusion have been at the center of the strategy of ING Italia, a direct bank part of the Dutch ING Group, for over ten years. The recognition is a new and important milestone in the process of valorising all types of inclusion, in particular gender inclusion, and a further confirmation of how social sustainability in support of diversity, equity and inclusion is an increasingly more central to organizations’ ESG strategies.
ING’s dedication to Diversity Inclusion & Belonging is also demonstrated by its inclusion in Bloomberg Gender Equality Index 2023, reflecting the global commitment to promoting gender equality and inclusion. Furthermore, since 2023 ING Italia has signed theEqual Panel Manifesto promoted by the European Women’s Management Development Network with which it is committed to ensuring gender equality in conference panels, seminars and events, both internal and external.
Taking into account the potential and talent of each employee to create a healthy and inclusive working environment that allows everyone to express themselves to the fullest to achieve business objectives are the basis of the approach that ING has adopted in the Human Resources area.
“The theme of inclusion and belonging is a cornerstone of the our People Strategy – states Francesca Fraulini, Head of HR at ING in Italy – which is structured along these lines: growth, strong team, efficiency, inclusion and belonging. The DI&B (Diversity Inclusion & Belonging) component is to all intents and purposes a business priority for ING. In fact, we believe that every person must be valued and be free to express themselves in an authentic way because only in this way is it possible for anyone to best exercise their skills and make an important and effective contribution to “making a difference” in our development and growth strategy” .
On the gender equality front, in light of the global objective of obtaining a fair and diversified organization with particular attention to leadership positions, the actions implemented by ING Italia concern inclusive behaviors (behavioural inclusion) and thestructural inclusion (structural inclusion).
On the behavioral front, measures have been introduced aimed at removing biases in selection processes and strengthening female empowerment, starting from the improvement of talent acquisition practices, where both a minimum presence of women in the team that interviews candidates has been established candidates, is a fair 50:50 distribution in the panel of interviewees.
To make inclusion structural, the bank also focuses heavily on training and the introduction of an inclusive culture at all organizational levels. Exclusive experiential and cross-functional coaching courses have been dedicated to female talents to enhance the potential of their skills, while on the corporate culture front, great attention is paid to sharing reference managerial models and the language used – a fundamental and very powerful tool in inclusion- and open dialogue.