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The Diverse Work Force of Bank Limited

Prepared for Nishat Moumita Course Instructor, Human Resource Management Section: A

Prepared by Afnan, Tasmia ID: 09-13533-1

18th October, 2010

defined by HSBC as the management of stakeholder expectations.000 employees).800 offices in 77 countries and territories in Europe.000 employees are located mainly in the UK (56. However. the bank also states that.000 shareholders. the US (43.000). commercial banking. HSBC is structured according to its consumer groups.000).000). Headquartered in London. the Americas. providing a comprehensive range of financial services. The bank’s 253. Admirably. Brazil (28. HSBC acknowledges that it operates in countries that present a range of social. the Middle East and Africa. Hong Kong (26. the Asia-Pacific region. corporate. Mexico (20.’ Thus CSR. ethical and environmental challenges. and has never been. is considered an important strategic objective to allow the bank to continue to be successful in the long term.000) and France (14. private banking. profit at any cost…tomorrow’s success depends on the trust we build today. ‘our goal is not.The world's local bank Company background: HSBC is one of the largest banking and financial services organizations in the world. HSBC clearly identifies its top priority as the financial return to its 200. HSBC has an international network comprised of over 9. HSBC global locations . including: personal financial services.000). investment banking and markets. and other activities.

the brand. full of interesting cultures and people who should be treated with respect and from whom there is a great deal to learn. It is by going beyond matters of compliance that valuing and managing diversity becomes a competitive differentiator. They know that employing and managing diverse people gives them a more rounded and balanced organization and makes them more adaptable to new situations. Customers drive their business and their employees deliver to customers. disability or age: it is about open mindedness. It connects with Managing for Growth. for maximum productivity and value. The world is a rich and diverse place. embracing non-conformity and creating balanced teams. It needs to reach out to all parts of employment and customer markets. This is not simply about gender. Their business is about people and everyone is unique. This strategy is based on the premise that the most important competitive differentiators are the quality of individual service they provide to their customers and the way we treat its employees. HSBC is the World's local bank. which will have a direct line of sight to the achievement of business goals. HSBC is a global organization that understands their local populations and values the diversity of the markets that it operates in. Respect for individuals of all types will inspire loyalty in both employees and customers. . Clear Water and the people strategy.Diversity: A belief in diversity is central to HSBC Bank plc's culture. existing and potential. ethnicity. enabling us to leverage the opportunities that this can offer.

Valuing diversity is what makes them different from their competition. Diversity is not simply about gender. levels and geographic regions within the organization. They do not accept stereotypes and look for the value in everyone. At HSBC. Program components: • • • • • Valuing Diversity Council Executive Commitment Alignment with Business Goals/Strategies Policies and Practices Training and Development Valuing Diversity Council The HSBC Valuing Diversity Council includes a cross-section of employees from varying functions. They deliberately recruit from a broad cross-section of society and encourage their people to share their unique backgrounds with others. Valuing Diversity helps them to sustain and increase this unique advantage. sexuality or age. customers and stakeholders. it is about respecting individuals and treating everyone. implementing and monitoring the company’s Valuing Diversity initiatives. Creativity. with dignity. customers and colleagues. innovation. They know that progress and success is reliant on having a mixed and diverse workforce. Diversity is central to their brand. teamwork and productivity flourish at HSBC in large part because it insists that every employee and customer be treated with fairness and respect. . religion. Their long-term. Council members are actively involved in developing. ethnicity. In a world where uniformity dominates. they are building their business in the belief that it is difference that creates value. Their robust policies demonstrate the values that they are known and respected for by their employees.HSBC’s Valuing Diversity: HSBC is committed to diversity and employment equity. global presence has given them a unique ability to understand and appreciate diversity in all its forms. disability.

acceptance and successful implementation of diversity related initiatives by maximizing opportunities to present. so they are always exploring opportunities to add to or improve upon their diversity initiatives. Training and Development To increase employee awareness and understanding of diversity. co-operation and buy-in from all employees at all levels.Executive Commitment Their Executives are committed to Valuing Diversity. They provide leadership and support to diversity related initiatives and actively promote accountability. align and demonstrate the links that these initiatives have with business priorities. Things like Religious Leave and Workplace Accommodation make for happier. a series of diversity related modules are incorporated into their internal training programs. Feedback and suggestions from their employees are an important resource for them. . empathize and communicate with coworkers or customers from a variety of backgrounds. Policies and Practices They have a range of policies and practices in place that complement and support diversity at HSBC. healthier and more productive employees. These help to: • • • Improve the knowledge and skills of their employees and managers Guard against stereotyping and other potentially negative forms of presumption about others Enhance everyone’s ability to manage. Alignment with Business Goals/Strategies They increase awareness.

Programme In 2004. b. This review focuses on the key issues of diversity and employee engagement. Employee engagement is made up of three components: job satisfaction. HSBC conducted an employee satisfaction and engagement survey in 2003/4. It would be of interest in future reports for HSBC to elaborate on this approach. HSBC carried out a global survey to identify internal barriers to increasing gender diversity in senior management and possible solutions. HSBC has adopted a broader definition of diversity as an issue that is not only about gender. HSBC’s goal of completing a similar survey every two years is excellent but the bank might also be encouraged to expand the survey to gauge employee attitudes in other areas. Some 70. HSBC has also committed itself to develop a plan to address perceived and actual pay differentials between men and women. however. with an average level of engagement of 68%. Further. intention to stay at HSBC and a willingness to recommend HSBC as a great place to work. this shows room for considerable improvement and there are signs of progress.000 employees responded to the survey. health and safety. only 34% of women at senior grades agreed. HSBC is transparent in disclosing the survey’s key finding that while 70% of male senior managers interviewed thought there were equal opportunities to advance regardless of gender. learning and development.Employees and diversity: With some 253. a. Clearly. The employee section of the report includes information on diversity. women account for only 17% of HSBC’s ‘talent pool’ of high-potential employees. disability or age. Policy HSBC has developed a group-wide strategic human resources plan – ‘Managing for Growth’ – but many other policies and initiatives relating to issues such as diversity and HIV/AIDS are developed at the local level. It is unclear. ethnicity. embracing nonconformity and creating balanced teams’. employee engagement and global resourcing.000 employees in 77 countries. notably the establishment of a senior women’s business forum. but also about ‘open-mindedness. . HSBC makes a significant impact. HSBC has developed a Global Diversity Toolkit which is published on the bank’s intranet and provides local managers with ideas that have worked well in other parts of the world. whether all areas are required to develop and implement a diversity policy. including the bank’s environment and community initiatives.

a lot of viewpoints give us a lot of options. The only diversity target relates to increasing the proportion of women in the bank’s ‘talent pool’.c. Plus. Performance HSBC provides statistics on gender and age for the last two years. including at executive level. People have a lot of viewpoints and having people from many backgrounds and places in life brings a lot of those viewpoints into the mix. to be roughly equal. Innovative work environment. Immediate access to problem solving. Figures show the ratio of male to female employees. while 96% in Asia-Pacific are Asian. It increases employee networks and assistance services. and on the ethnic background of its employees across five regions. and all employees in Brazil are Latin American. Fulfillment of social responsibility. The report offers no indication that steps are being taken to redress other imbalances. It enhances the innovation and creativity of employees. Immediate outcomes. there are many opportunities and benefits in diverse workforce. It helps attract and retain employees. Benefits: HSBC bank Designed to meet the diverse needs of employees at various life stages. In some situations. Just under 70% of employees are between 25 and 45 years of age. It creates flexibility in the organization. The various advantages of having a diverse workforce are the following: • • • • • • • • • • • It helps motivating employees. . Employees’ ethnic backgrounds reflect the majority group within that region – white employees make up 88% and 63% of the total in the UK and US respectively. Better marketing structure. since there are many different viewpoints and environments in the workers. Easy transfer of knowledge.

becomes part of our competitive advantage • Commitment to diversity needs to be demonstrated by leadership in words and in actions so that people throughout the organisation can learn by example and understand that this is an integral part of good management practice. We want the best people to help meet our business priorities and we want those already working for us to realize their full potential. not an optional extra. To maintain and improve their position in these markets they must understand their diversity • A commitment to diversity helps attract and retain talented staff.Bank and Employer of Choice: • A respect for diversity helps them attract. The profile and demands of the customer markets are changing. Image and brand value is enhanced when we are seen to treat employees. to see beyond established parameters. have the courage to innovate and who are able to lead change. Reputation and image is a valuable asset. understand and retain customers. It helps develop decision-makers that see opportunities. customers. and strong stakeholder relations will have a positive impact on bottom line results • Embracing diversity puts us in an excellent position to face the future with confidence. Focus on diversity helps us discover potential employees and untapped skills • Diversity demonstrates that we are a socially responsible organization. communities and shareholders the way they want to be treated. . The ability to think differently and openly.

so thus they are making compromise when they get actual talent with the expected experience or educational qualification. • HSBC always looking for the most talented people in their organization. ethnicity. as people have their own choice that where they will do work or not. Problem from diversity: • HSBC Bank face problem in attracting their key employees. This is not simply about gender. It is about open mindedness. but in the context of their educational system this is not always possible to get the right or actual training. Respect for individuals of all types will inspire loyalty in both employees and customers. Sometimes they intentionally change the organization when they feel insecurity about their job because diversity increases competition. embracing non-conformity and creating balanced teams. which will have a direct line of sight to the achievement of business goals. Conclusion: HSBC is the World's local bank. • Sometimes HSBC focuses on the flexible employment. . They know that employing and managing diverse people gives them a more rounded and balanced organization and makes them more adaptable to new situations. disability or age.