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
• Our Commitment: We will establish the US Head of Inclusion and Culture (I&C) role and I&C team
• Our Actions: Implemented systemic elements of accountability and reward for inclusion
2. Advancing the Conversation
• Our Commitment: We will encourage and actively facilitate dialogue about inclusion and equality, including difficult conversations about race
• Our Actions: Created an environment more comfortable and capable to discuss Diversity, Equity, and Inclusion (DEI)
3. Recruiting and Retention
• Our Commitment: Increase the pipeline of diverse candidates, focused specifically on those ethnicities with the lowest representation
• Our Actions: Initiated foundational processes to advance recruiting and retention
4. Representation
• Our Commitment: We will improve representation across diversity groups, particularly at the GCB (Global Career Band) 0-4 level
• Our Actions: Advanced diversity representation in select areas and increased representation reporting
5. Strategic Giving
• Our Commitment: We will target strategic giving to support equality-focused and diverse organizations and initiatives
• Our Actions: Continued key community investment initiatives
6. Who We Do Business With
• Our Commitment: We will accelerate our commitment to improving representation of minority-owned companies among HSBC’s suppliers
• Our Actions: Established a global supplier diversity strategy

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.