The Bank of equal opportunities
We remove or cancel architectonic barriers in our branches
|– 91% branches with no barriers (98% branches without barriers where indirect solutions are used, e.g. rails)
||– Throughout the year we were removing architectonic barriers in our branches. At the end of 2019, we had 91% branches without architectonic barriers, 7% branches had barriers eased by the use of rails, fixing of paging bells (access to a branch by handicapped people requires assistance by an ING employee).
|We are available to clients in all contact channels with the Bank
||– A new contact channel with the Bank was launched – chat in a mobile application
||– In July 2019, we launched the chat function in a mobile application. To activate the function, it is necessary to log to the application and then find the chat button at the bottom of the page. The solution is available for Android and iOS device users. Just download the most recent version of the application.
|We educate customers how to move in the digital world, we counteract to digital exclusion
– we promote assistance in branches
– we are developing a “handbook for beginners” in mobile/electronic banking
|– An information action, development of a handbook for beginners in mobile/online banking
||– During a workshop with senior citizens, we have developed a working version of the handbook. The handbook is to be published in 2020.
– We promote assistance in branches at onboarding training and we encourage employees to assist in the first steps with electronic banking.
|We support the employment of handicapped persons in our Bank
– we have implemented a packet of benefits and facilities for handicapped employees
– we have started cooperation with the Activation Foundation who will support us in recruiting handicapped people
|– A complete developed recruitment process with the support of the Activation Foundation involved in activating handicapped people
||Additional days off: 3 paid days off for employees with mild disabilities, 5 paid days off for employees upbringing children with disabilities (no age limit that would restrict eligibility for the right), 2 paid days off for employees caring for spouses/partners, parents, in-laws, grandparents with mild or severe disabilities. A higher number of days off from work than guaranteed by labour law, e.g. an additional one day off in case of child birth or adoption of a child (totally 3 days) or in connection with a wedding of an employee (totally 3 days). A day off for the family of each employee. Such day off may also be utilised in hours.
Additional cash benefits: A fixed monthly allowance of PLN 500 for employees with moderate and material handicaps. A fixed monthly allowance of PLN 500 for employees rearing handicapped children – per each child. Refinancing of medications, dressing materials on the basis of invoices up to the full amount.
– We have developed a recruitment process with the support of the Activation Foundation. We have developed guidelines for Directors – Hiring of handicapped persons
|We actively support the culture of diversity.
We foster an environment free of discrimination and mobbing
– commencement of e-learning and a communication campaign to employees
|– Minimum 2 communication actions (including training) or inspiring conferences for employees
||– We published communication to all employees on the implementation of the Policy of Caring about Working Environment Free of Discrimination and Mobbing and the Procedure of Handling the Suspected Occurrence of Adverse Events. Our offer of e-learning contains a course “Work free of discrimination and mobbing” – as mandatory training for all employees. Additionally, in June we arranged a Week of Diversity and Inclusion that included inspirational meetings, workshops and lunch&learn meetings.
|We develop friendly work places. We care about the health and well-being of our employees.
– we support our sporting employees, e.g. Run Warsaw and a Football Tournament
|– Minimum 2 campaigns for employees, including a campaign on oncology prevention and a campaign for sports
||– In October, we started our Oncology Prevention Programme. With the programme, it is possible to make appointments for free tests to be held at renowned clinics ensuring safe procedures and a reliable analysis of the results. First, we will focus on diseases of the colon and breasts.
– In 2019, we held three sports events for employees: football tournament, beach volleyball tournament and we were the main partner for Run Warsaw. In connection with Run Warsaw, we held a number of training sessions for employees and we held a campaign on healthy nutrition and exercising.
|We continue to further simplify and promote “Po prostu” [Just Like That] communication
||– Further simplification of communication due to standards and automation. Increased awareness of Po prostu with clients and employees.
||– We have already simplified over 2,500 communications, including major agreements. In 2019, we were granted a certificate of a plain Polish language from the University of Wrocław – thus we had an opportunity to check if the language on our site ing.pl is plain. This is the second certificate in our portfolio – in 2017 we were awarded another certificate for the language in Moje ING. Our target is automation – that is why we have developed Prostomat. This is the first tool in Poland which not only diagnoses texts but it also translates texts from “Bankish” into human language – like the Google translator. Our employees are provided with ready made simplified texts and they have more time to focus on other things – e.g. simplification of processes themselves.