Globe sustainability


We recognise the impact that our actions have on the world around us and look to act in a responsible and sustainable manner. To build further on our sustainability in the years ahead, we have focused on four key areas that we monitor and measure on an ongoing basis: trust and integrity, people, environment and society.

Trust and Integrity

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.


Our success ultimately depends on the quality of our people. We therefore invest significantly to help people realise their potential, and provide a stimulating work environment that values diversity and respect. We also recognise the importance of acknowledging and rewarding the success of individuals and teams, and encouraging responsibility.

We also believe it is important to instil a culture that reflects our core values and aspirations. In 2016 we adopted a set of three principles, which we call the NIBC 3, to guide our everyday actions and decisions, differentiate ourselves from other banks.  The principles are; Professional, Entrepreneurial and Inventive; and they best sum up who we are and how we work.

Professional means doing the right things in the right way; Inventive means always looking for ways to improve existing products, services or processes; and Entrepreneurial is the willingness and ability to look for opportunities and dare to take risks within the limitations of our framework and appetite.

To better guide our behaviours, attitudes and targets, we are using the NIBC 3 as a part of our Performance Management system, and to form the basis of our annual assessments and hiring process.


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.

Human rights and labour standards

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:

  • Universal Declaration of Human Rights
  • United Nations Global Compact
  • OECD Guidelines for Multinational Enterprises
  • NVP (professional guidelines respecting applicant rights)
  • UN Guiding Principles on Business and Human Rights

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.

Management Approach

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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