As a financial products and services provider, we understand the role we must play in helping to restore trust in our industry. To this end, we continuously work to inspire, maintain and strengthen the trust of our clients, employees and other stakeholders.
Our frameworks, standards and policies are the basis for our culture of integrity and trust. This culture is further upheld through our values and everyday actions, especially when dealing with dilemmas that are not inherently right or wrong. We avoid activities and transactions that border on the permissible or go against the spirit of the law or ethical principles of proper conduct. Being transparent about how we deal with these dilemmas, both internally and externally, helps to build trust.
NIBC’s policies and principles to support integrity, transparency and compliance include our Code of Conduct, Business Principles and Compliance Framework.
We offer a stimulating working environment where our people feel safe and feel free to be themselves. Respect and inclusiveness are important values. And we invest in the development and growth of our people, because our success ultimately depends on both the quality and the job satisfaction of our people.
We also believe it is important to instil a culture that reflects our core values and aspirations. In 2022 we adopted a set of principles, which we call PACE, to guide our everyday actions and decisions, differentiate ourselves from other banks. The principles are; Professional, Adaptive, Collaborative and Entrepreneurial; and they best sum up who we are and how we work.
NIBC values diversity and views it as a competitive advantage in the market. By having a workplace in which employees can be who they are, and where different views are respected, NIBC becomes stronger as an organisation. Diversity at NIBC comprises different gender, nationalities, ages, cultures, as well as social or personal differences.
NIBC adheres to all applicable employment legislation and additionally complies with best practices and standards with regards to labour standards and human rights. These include:
As signatories of the United Nations Global Compact we believe businesses should support and respect human rights, and ensure they are not complicit in human rights abuses. We provide a workplace which is healthy, safe and free from harassment and discrimination, in which employee representative bodies are recognised, and where employees can voice grievances or complaints.
Additionally, we are taking concrete steps to embed human rights and labour standards into our indirect relationships with clients.
The NIBC Management Board establishes Human Resources goals, while HR managers are tasked with implementing the HR strategy. They work with the Business Unit managers, who are responsible for implementing the relevant policies and tools, such as the Performance Management Cycle which comprises mid-year reviews, end-of-year reviews and remuneration. Special attention is paid to development, such as training programmes and diversity promotion programmes.
Through the annual Employee Engagement Survey employees are asked to provide their views on topics relevant to the organisation, including strategy, leadership, management and teamwork. We use the survey results, which are shared among all employees, to guide our organisational development
The NIBC Employees' Council represents all NIBC employees based in the Netherlands and ensures that management objectives are aligned with those of employees.
We manage our direct impact on the environment through an environmental sustainability programme.
Carbon neutral
NIBC has been a carbon-neutral organisation since 2010. This means we measure our direct carbon emissions, realise substantial reductions and look to offset remaining emissions. Through awareness programmes, we encourage employees to take their personal environmental responsibilities seriously.
Offsetting measures were implemented via the purchase of Verified Emissions Reduction credits from the Climate Neutral Group. These credits meet stringent international criteria and are generated through carbon offset projects such as wind farms, hydropower plants, solar panels and biogas and bio compost.
We aim to continue reducing our carbon footprint in the years ahead. We will also continue to work with clients, peers and other stakeholders to develop a framework for the indirect emissions of the financial sector.
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