1. Diversity Dashboard Q1 2014 Confidential. Only for information Jury Wo.Men@work Award Organizational Effectiveness

2. General overview of the ING staff diversity 2 48,0% Male Female

3. Focus on gender diversity 3 31/12/2013 31/03/2014 Female Male Evolution Q1 2014 Working schedule Inflow Q1 2014 Business Line view Mgmt responsibility Outflow Q1 2014

4. Focus on age diversity 4 Business Line viewInflow Q1 2014 Evolution Q1 2014 Working schedule Outflow Q1 2014 Mgmt responsibility

5. Focus on work schedule 5

6. Focus on employee status 6 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

7. Special focus on gender and performance 7 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

8. Special focus on exits in Q1 2014 8 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.