Our culture and employee networks
At HSBC our purpose is Opening Up a World of Opportunity. That means valuing our differences and making sure HSBC is a place where everyone feels included, valued and respected. We know that the best way to do that is by bringing together diverse people, ideas and perspectives.
We believe everyone should have the freedom to be themselves at work.
We promote active allyship and work together to create a supportive culture where everyone can speak up and encourage inclusive behaviour.
Learn to let go of your biases
Tips to overcome the hidden biases that impact how we interact.
What makes an inclusive culture?
Our CEO Noel Quinn on the importance of being able to bring your whole self to work.
The power of allyship
How active allies make a difference at HSBC.
Creating active allyship
We provide training on allyship and unconscious bias, and we encourage every employee to take it. Across the bank we actively facilitate dialogue to drive inclusion, in four key categories.
Be visible and lead by example
Signal to those around you that they are in an open and supportive environment. Listen actively and without judgement. Demonstrate zero-tolerance for racism, prejudice and discrimination.
Be curious and open-minded. Commit to learn more about topics you are uncomfortable about, and acknowledge any privilege you may have.
Challenge your unconscious bias
Learn how we all make snap judgements about people or situations without realising it, and how to overcome these hidden biases.
Encourage others to become allies. Share resources and your knowledge with others through employee networks and mentoring schemes.
Our employee networks
Our employees lead eight global networks to promote diversity within the bank. The conversations they have inform the actions we take as an organisation. Together the networks help to create a culture where everyone feels included, challenges are addressed, and advice and support can be shared.
The Ability network is dedicated to leveraging the diverse skills and abilities of employees and carers of individuals with both visible and hidden physical and mental health challenges.
The Balance network supports the recruitment, development, advancement and engagement of a gender-balanced workforce within HSBC. Its work is supported by 65 ‘ambassadors’ – senior employees from across the globe who encourage discussions about gender diversity.
The Embrace network for ethnicity and race helps us attract, retain and engage a more diverse range of talent, and educates on embracing inclusion to support a more ethnically diverse and multicultural workforce.
Our Faith network promotes tolerance and respect for all faiths and advocates the benefits of a diverse and inclusive workforce.
The Generations network promotes cross-generational understanding, cooperation, networking, mentoring and facilitation of knowledge transfer.
The Nurture network for Working Parents and Carers supports a family-friendly approach across HSBC through educational activities, sharing expertise, and promoting the benefits of a family diverse workforce.
Our Pride network supports an inclusive environment for Lesbian, Gay, Bisexual, Transgender and other non-mainstream groups on the spectrums of sexual orientation and gender identity (LGBT+).
This network includes a number of common interest groups which connect our colleagues on a variety of different topics, such as mindfulness, flexible working and military interest.
Employee networks are part of our DNA. Our first network was founded in London in 1975 (‘Christians in HSBC’) and we now have more than 150 groups all around the world, connecting employees and embodying our commitment to be more inclusive for our people and communities.
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We’ve financed a space electronics inventor to bring satellite technology to market.
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HSBC’s virtual community is helping businesses in Hong Kong to bounce back from the pandemic.
Shareholders back HSBC’s net zero commitments
A special resolution on climate change has been approved at our 2021 Annual General Meeting.