HSBC banks on more women at the top: Program seeks to support the progression of female staff

Abstract

Purpose

The paper aims to describe how HSBC is supporting women’s progression, rather than simply focusing on developing females into senior roles, in an attempt to increase the proportion of women at the top of the company.

Design/methodology/approach

It examines the background to HSBC’s inclusive-leadership program, the form it takes and the results it is achieving.

Findings

It describes the program’s key objectives as being to: start constructive conversations into how open to difference participants really are; raise awareness of an individual’s unconscious bias and use that knowledge to drive inclusive behaviors; support the adoption of more inclusive working practices; increase understanding of how unconscious bias affects decision-making processes and leadership behavior; and start to sponsor projects related to diversity and inclusion.

Practical implications

It reports that diversity and inclusiveness are now part of everyday language and communication in the organization. People recognize and talk openly about difference throughout the bank. Its leaders understand the importance of creating an inclusive environment which avoids type-casting based on individual bias and understands the importance of not linking physical presence with doing a good job. Many employees are making a genuine effort to make the subconscious conscious and compensate for bias.

Social implications

It explains how one major organization is combating the macho culture that sometimes seems to prevail at the higher levels of international banking.

Originality/value

It reveals how HSBC is changing attitudes and behaviors toward women at senior levels of the organization.

Citation

(2014), "HSBC banks on more women at the top: Program seeks to support the progression of female staff", Human Resource Management International Digest, Vol. 22 No. 6, pp. 18-20. https://doi.org/10.1108/HRMID-08-2014-0116