Diversity | HSBC

Diversity and Inclusion at HSBC

At HSBC – U.S., diversity and inclusion mean strength.

Whether it's creating a diverse workforce that is engaged to deliver our strategy to be the world's leading international bank or meeting the needs of our diverse customer base, diversity provides HSBC with a competitive advantage and the promise of a more sustainable future.

We value the unique contributions that each employee, customer and supplier brings to our business, making diversity and inclusion core components of the HSBC brand. HSBC's diversity and inclusion strategy also supports HSBC's Values - Dependable and do the right thing; Open to different ideas and cultures; and Connected to customers, communities, regulators and each other.

To deliver on our U.S. strategy to fully embed diversity into every aspect of our culture, many opportunities exist for employee engagement, including Employee Resource Groups, Diversity Councils and a variety of diversity activities and special events.

In accordance with U.S. legislation, HSBC is committed to full compliance. In many cases, we surpass legislative requirements because we recognize the value and strength diversity brings to all aspects of the business. We find within HSBC a unique blend of people who come from different heritages and experiences, with a wide range of cultures, perspectives and talents. Our differences are important–they make us who we are as individual employees and, together, who we are as a company. By leveraging our individual talents and tapping into our unique insights, we stand to achieve our Managing for Growth goals by an overwhelming margin. Diversity within HSBC - North America and throughout HSBC worldwide is certain to grow as we grow–into new markets, serving new customers in other countries. As a result, understanding diversity and accepting and respecting our differences will take on an even greater importance.

U.S Strategy

At HSBC, our vision for diversity is an inclusive and engaging culture where people are valued for who they are and the ways in which they contribute.

The following are HSBC – U.S. strategic priorities:

• Embed diversity and inclusion into our culture, values and practices - Take our strategy to a deeper level by finding ways to embed diversity and inclusion into our culture, values and practices both internally and in how we do business with our customers, vendors and the communities in which we operate.
• Change unconscious beliefs and biases – Utilize internal research gathered through previous initiatives to understand what impact unconscious beliefs and biases have on our stakeholders and achieve improved representation in gender, ethnicity, age, disability and sexual orientation.
• Champion diversity - Identify people and structures across HSBC to champion diversity and inclusion as a core component of both our employer and customer brands, ensuring the pockets of success are widespread across the organization.
• Maintain a sustainable workforce - Take steps to ensure we maintain a sustainable and high-performing workforce that is dynamic and diverse enough to service the needs of our diverse clients.
• Measure progress - Measure and show progress in our diverse representation in our leadership, talent pipeline and promotions, particularly on gender and ethnic minorities, so that our workforce is reflective of the international communities and customers we serve.
• Provide fairness and accessibility - Meet the obligations of regulatory bodies and be best in class in terms of fairness and accessibility, enhancing our reputation internally and externally as an organization to be trusted and an employer of choice.

Diversity Councils and Initiatives

The U.S. diversity council promotes the understanding of business issues within the context of diversity through leadership and education. The council provides employees a voice within the organization.

A Group Diversity Committee oversees the implementation of the Global Diversity and Inclusion strategy worldwide. The HSBC – U.S CEO sits on the Global committee, providing input and sharing the U.S. perspective.

The U.S. Diversity Council is led by the U.S. CEO and comprises of senior executives, corporate leaders and Employee Resource Group members. This council meets to discuss and coordinate local initiatives in support of the U.S. Diversity & Inclusion Strategy. The council shares updates with each other and with U.S. Human Resources Organizational Development staff, which in turn keeps the Global Diversity Committee apprised of U.S. initiatives and progress.

Employee Resource Groups

HSBC Employee Resource Groups (ERGs) support organizational diversity and inclusion efforts. These groups facilitate open discussion of workplace issues for diverse employees and foster an environment that celebrates diversity and inclusion. These groups also assist with recruiting and promote professional development of our diverse employees through industry networking and mentoring programs.

The following employee resource groups are currently offered at HSBC:

• African Heritage Committee
• Asian/Pacific Islander Committee
• HSBC Pride Network
• Hispanic/Latin Diversity Committee
• HSBC Indian Network for Diversity
• People with disAbilities
• Women's Network
• Veterans ERG
• Y-Knot

Valuing Diversity

HSBC - is stronger because of the differences that make us unique. Our diverse backgrounds, experiences and perspectives all contribute to the creativity, productivity and performance that make HSBC successful. No two employees or customers are the same and at HSBC, we value everyone's perspective.

HSBC is committed to attracting and selecting only the best-qualified candidates while valuing a diverse workforce. We are committed to creating a workplace that nurtures individual growth regardless of age, color, creed, disability, marital status, national or ethnic origin, citizenship, race, religion, veteran status, socio-economic background, gender, sexual orientation, genetic information, gender identity or expression, or any other basis protected under federal, state, or local law. To keep our valuable people, we provide an attractive array of employee benefits and services.

Just as our financial experts emphasize the value and strength of a diversified portfolio, our management team places the same emphasis on diversity among our people. Valuing diversity is an integral component in achieving our corporate strategic objectives. We believe that a diverse workforce enhances the overall performance and success of an organization. And we take pride in our commitment to maintaining such an environment.

EEO Policy:

In accordance with applicable law, the Company's policies and practices do not tolerate discrimination against employees and qualified applicants on the basis of age, color, creed, disability, marital status, national or ethnic origin, citizenship, race, religion, veteran status, socioeconomic background, gender, sexual orientation, genetic information, gender identity or expression, or any other basis protected under federal, state, or local law. The Company is committed to equal employment opportunity (EEO) in all aspects of the employment relationship, including hiring, transfers, promotions, training, terminations, working conditions, compensation, benefits and other terms and conditions of employment. The Company complies with federal, state, and local EEO laws and strives to promote a positive workplace free from unlawful discrimination and harassment. Retaliation is prohibited against any employee who files a complaint of discrimination, participates in a covered proceeding or otherwise opposes discrimination under applicable federal laws.