Inclusion at HSBC
We deliver better outcomes for our colleagues and customers by having a culture anchored in diverse thinking and inclusion.
To help us continue to build an inclusive culture we take action in four key areas:
- Fair and inclusive recruiting
- Fair progression of talent
- Building an inclusive culture
- Supporting an inclusive society
Disability
Our ambition is to become a leading disability confident employer and a digitally accessible financial services provider.
Disability support
We aim to be a leading “disability smart” organisation as defined by the Business Disability Forum’s global framework.
Mental health initiative
We helped found and launch the Global Business Collaboration for Better Workplace Mental Health. It’s the first global business-led initiative of its kind designed to advocate for and accelerate positive change for mental health in the workplace.
Making banking accessible
We’re removing the barriers people can face in accessing financial services by making our products and services digitally accessible.
Ethnicity
We’re working to improve ethnic under representation across the organisation to better reflect the world around us.*
Ethnicity at work
We’re the lead sponsor for this research on ethnicity-based marginalisation that will help us and other organisations build a more inclusive workplace culture across the world.
Racial equity standards
We are members of the World Economic Forum’s Partnership for Racial Justice in Business initiative which aims to set new global standards for racial equity in business.
Award winning
In 2025 we received Gold in the Racial Equity in Hiring Awards from the Equal Opportunities Commission in Hong Kong.
Gender
We aim to improve gender representation across the organisation and to support women throughout their career.*
Creating gender balance
Attracting female talent at all levels and reporting on our progress.*
100 Women in Finance
We have commenced a corporate partnership with 100 Women in Finance, an organisation committed to supporting the empowerment of women across the financial services industry. We have provided personal memberships to both male and female employees in selected markets.
Backing entrepreneurs
In 2024 we launched the Women’s Business Growth Initiative in the UK, helping businesses led by women to realise their ambitions.
International Women’s Day 2026
Duration: 3:59
Speakers:
- Marina Tong, COO, HSBC Hong Kong
LinkedIn - Mandeep Johal, Relationship Manager, Business Banking, HSBC
LinkedIn - Rebecca Owers, Head of Wealth and Specialist Customer Channels, HSBC
LinkedIn - Gunjan Saxena, Senior UAT Manager, HSBC Life
LinkedIn - Kennis Wu, Global Programme Manager, HSBC
LinkedIn - Harriet Wilton, Innovation Showroom Lead, HSBC
LinkedIn
[Rebecca]
Growing up, I didn’t know anybody that went to work in a suit.
They were like unicorns, magical beings.
[Marina]
If I look at what five-year-old Marina thought she was going to be doing, I would never have expected this
[Mandeep]
Walking into a branch on my first day working for HSBC was incredibly scary.
[Gunjan]
So, a career break is never an easy decision.
[Harriet]
After doing an English degree, I never thought of a career in finance.
[Kennis]
I’m quite lucky to meet different inspiring female leaders and role models.
[Text on screen]
Our Career Stories
[Marina]
[Text on screen]
Marina Tong, COO, HSBC Hong Kong
The bank’s never really looked at me in terms of being female or male.
I benefited from talent development programmes.
They were just keen to support talent and they gave me a lot of different job opportunities.
I was a front-line Corporate Manager, Relationship Manager. I have done head office roles and I’m currently a COO.
[Mandeep]
[Text on screen]
Mandeep Johal, Relationship Manager, Business Banking, HSBC
I wanted to join as an apprentice with the hope of learning and working at the same time.
Having met the team, it felt as if I belonged.
Growth at HSBC has come from attending various programmes.
That has helped me in building my own confidence and has allowed me to move into new roles.
[Rebecca]
[Text on screen]
Rebecca Owers, Head of Wealth and Specialist Customer Channels, HSBC
I remember distinctly sitting on the floor of my parents’ lounge when I was talking about what GCSE options I was going to take, and I said, “I don’t know what I want to do but I know one thing for sure. I’m no good at maths and I’m never going to work in a bank.”
And I’m just about to celebrate 28 years at the organisation.
[Gunjan]
[Text on screen]
Gunjan Saxena, Senior UAT Manager, HSBC Life
I decided to embark on the motherhood journey and I decided to give it my full-time attention.
My break was for seven years.
When I returned, there was a lot of mentorship.
It gave me an opportunity to be back in the workforce.
We have flexible working hours, hybrid working arrangements, so this really allowed me to take care of my family.
[Kennis]
[Text on screen]
Kennis Wu, Global Programme Manager, HSBC
I have a mentor and it provides some networking opportunity for me to connect with different colleagues within the bank.
[Harriet]
[Text on screen]
Harriet Wilton, Innovation Showroom Lead, HSBC
So I suffer from chronic pain.
I have something called Patellofemoral Pain Syndrome, which means basically a lot of joint pain in my knees.
It’s not a physical illness.
You can’t see that I’m in pain.
So, it always makes me nervous to bring it up in conversation.
And the bank’s been so incredibly supportive of this.
It’s given me flexibility in working in the office and at home.
And I’ve never been made to feel less capable of doing my job because of it.
[Rebecca]
HSBC has supported my ambitions in lots of ways.
One that really resonates is having dropped out from university in my early 20s to have then had the opportunity to complete a master’s degree in my mid-40s, with a young daughter at home and a really busy day job, really felt like I’d come full circle.
One of the things I’m really proud of is the fact that over 40% (in the UK) of our qualified financial advisers are women.
That’s over double the industry.
[Kennis]
HSBC is definitely a very supportive place to empower women to grow their career.
[Marina]
International Women’s Day is where I often reflect and also think about how I pay it forward.
[Harriet]
HSBC has really supported my ambition by creating so much opportunity.
[Gunjan]
I am full of gratitude towards HSBC.
[Rebecca]
If I was giving any advice to someone starting in the organisation now it would be, don’t be afraid to ask for what you want.
[Mandeep]
I feel valued, I feel acknowledged, that has naturally driven my ambition and has allowed me to grow.
And I’m sure my parents are proud of where I am today.
[Text on screen]
HSBC | Opening up a world of opportunity
© HSBC Group 2026
Go deeper Hear more from Rebecca and Gunjan about how working for HSBC enables them to thrive at work and at home:
LGBTQ+
We want to be the financial services employer and bank of choice for the LGBTQ+ community.
Allyship training
We provide global allyship training to create a more inclusive culture for LGBTQ+ colleagues and customers.
Tackling discrimination
We’re a signatory to the UN Standards of Conduct for Business tackling discrimination against lesbian, gay, bi, trans and intersex people.
Award winning
We’re a Community Business Gold Employer, ranking 2nd in its 2025 Hong Kong LGBTQ+ Inclusion Index.
Inclusive workplace
We aim to create a supportive environment that enables our employees to balance their professional and personal needs.
Inclusive policies
We have inclusive policies that promote work-life balance including parental leave and assistance with childcare and emergency caring responsibilities, and we have been certified as a global living wage employer by the Fair Wage Network.
Mental health approach
We're making sure our people have the mental health and wellbeing support they need, including free access to our confidential employee support programme.
*As a global organisation we have a principles-based Group approach to inclusion. Application of these principles is not applicable in jurisdictions in which they would be contrary to local law
Find out more
Global representation data
We’re creating an accurate and transparent view of our workforce so we can effectively target our actions and measure our progress.
Our employee networks
We have eight global employee networks that bring together thousands of employees around the world and help us shape our commitments and actions. The networks cover age, disability and mental health, ethnicity, faith, gender, LGBTQ+, working parents and carers and other communities.
Content last updated: 20 May 2026