Diversity and Inclusion

By creating a diverse workforce that is engaged to deliver our strategy and help customers thrive wherever they are, connecting them to opportunities near and far, big and small, 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 bring to our business, making diversity and inclusion core components of the HSBC brand. HSBC's diversity and inclusion strategy also supports HSBC's values.

Back in 2019, HSBC Group announced specific ambitions to improve the diversity of senior leadership and increase opportunities for our female and ethnic minority colleagues around the world. HSBC in the USA is supporting and contributing to those actions, having agreed to a set of six areas where we believe we can have a meaningful impact here at home.

Our Six Pillar Strategy to Advance Inclusion

1. Accountability

We’re taking action to remove barriers to our colleagues, our customers and our communities realizing their potential. This supports an inclusive environment where our colleagues can flourish and helps to drive the strong and purposeful delivery of our strategy.

HSBC US contributes to the global goals:

• Achieve 35% of senior leadership roles held by women by the end of 2025
• Double the number of Black colleagues in senior leadership roles by the end of 2025
• Score at least 75% in our inclusion index

Additionally, HSBC US has a goal to increase the representation of Hispanic senior leaders to match our labor market.

2. Advancing the Conversation

We are continually cultivating discussion and education about inclusivity at the bank through our mandatory Bias Awareness training, which has a 98% completion rate. Additionally, we offer a multitude of inclusive leadership and inclusion-related learning opportunities through the HSBC University.

Our Employee Resource Groups are a major contributor to advancing the conversation and span 12 groups and over 40% of colleagues are members. These groups are open to any colleague and continue to grow year over year.

3. Recruiting and Retention

We have diverse slate aspirations that aim to ensure HSBC US is reaching a wide array of individuals who are apply to roles and leverage reporting throughout the hiring funnel to understand how individuals are moving through the process. Across the bank we have several development programs that offer a multiplicity of skills that colleagues can take advantage of that focus on technical and leadership capability to enhance their career aspirations.

4. Representation

We aspire to be representative of the labor markets we operate in within HSBC US and track representation across gender, race, ethnicity, military status, disability and sexual orientation and gender identity. The make up of our organization is reported on an annual basis as part of the global reporting program, which can be found here.

5. Strategic Giving

We have a comprehensive employee match program which empowers colleagues to give and engage in their communities, which is supplemented with time off for volunteering. We regularly review corporate giving and volunteerism organizations we partner with to ensure they are representative of the communities where HSBC operates.

6. Who We Do Business With

We have an established supplier diversity program across markets, inclusive of the US, and we track our diversity supplier spend and have programming to cultivate suppliers. A link to our US supplier diversity page is here.

Diversity data disclosures

We also share gender and racial/ethnic diversity data as part of a global initiative, including where we are today and how we plan to improve. Sharing and tracking this information helps keep us accountable.

The following has been released:

• 2022 US Representation Data
• US Ethnicity Pay Gap (as of Dec. 31, 2022)
• US Gender Pay Gap (as of Dec. 31, 2022)

HSBC is committed to full compliance with US laws and regulations relating to workforce diversity. We strive not just to meet but to surpass legislative requirements, because we recognize the value and strength diversity brings to all aspects of the business. Our differences are important – they make us who we are as individual employees and, together, who we are as a company.

Diversity aims/ambitions

Our diversity and inclusion strategy is to create a diverse and inclusive workplace where we foster continuous professional development, flexible working, opportunities for everyone to grow and progress based on merit.

By living up to our values, we will create a diverse and inclusive workplace that:

• Helps us connect with our diverse customer base
• Encourages openness and values different perspectives
• Attracts, retains, develops and recognizes people based on merit

Building a diverse and inclusive organization will help us realize HSBC’s purpose and strategy and support our brand promise: “Opening up a world of opportunity.”

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. In addition, they assist with recruiting and promote professional development of our diverse employees through industry networking and mentoring programs.

The following ERGs are offered at HSBC:

• Ability – Disabilities
• APIC – Asian Pacific Islander
• Balance – Gender
• HIND – Indian Network
• HLDC – Hispanic Network
• Nurture – Caregivers
• Pride – LGBTQ+
• REACH – African and Caribbean Heritage
• Spark – Innovation
• Valor – Military
• Y-Knot – Generational

Equal employment opportunity / affirmative action

As an Equal Employment Opportunity (EEO)/Affirmative Action (AA) employer we take pride in fostering a workplace environment in which no qualified applicant or member of our team is disadvantaged because of his or her protected characteristics.

HSBC’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 characteristic protected under applicable law. Retaliation is prohibited against a person who files a complaint of discrimination, participates in a covered proceeding or otherwise opposes discrimination under applicable laws.

We are required and committed to taking affirmative action to employ and advance in employment individuals without regard to 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 characteristic protected under applicable law.