28 October 2020

HSBC shares UK employee ethnic representation data

Earlier this year HSBC set out global ethnicity commitments to improve opportunities for Black, Asian and ethnic minority employees and boost the diversity of its senior leadership. As part of its commitment to improve transparency and accountability, today HSBC is sharing data on the ethnic representation of its employees across the UK.

Ian Stuart, Chief Executive Officer, HSBC UK said: “We’re determined to use our position as a global organisation to support diversity and inclusion, both in the UK and internationally. Improving the ethnicity data that we hold on our people is critical to understanding where we are today and will help us measure progress on our commitments.”

Elaine Arden, Group Chief HR Officer, HSBC said: “The data shows that we have a lot of work to do, particularly with respect to the representation of Black colleagues at senior levels. Publishing the data is just one of steps we’re taking to address the challenges we face in creating a more diverse and inclusive organisation.”

HSBC employee representation data in the UK*:

  Asian Black Mixed Race Other ethnicities White Declined to answer Ethnicity not yet specified
All global career bands 12.0% 2.4% 1.3% 1.6% 59.8% 7.7% 15.2%
Senior leaders 9.7% 0.9% 1.3% 1.7% 56.0% 12.5% 18.0%

* Based on the ethnicity self-declarations of 77 per cent (32,380) of HSBC’s UK-based employees as at 30 September 2020.

HSBC representation data in the UK for Graduates Programmes and Interns:

  Asian Black Other ethnicities (including mixed race) White Declined to answer
Graduates 23.0% 3.0% 6.0% 51.0% 17.0%
Interns 32.0% 1.0% 7.0% 52.0% 6.0%

What HSBC is doing to increase inclusion and diversity:

In line with the UK’s Race at Work Charter, HSBC is establishing an ethnicity framework for its business based in the UK to help determine what racial equality in its business should look like, where the gaps are and where action needs to be taken.

Core to this are the following actions:

  1. Executive sponsorship and support. An executive sponsor from the HSBC UK Executive Committee will chair a new Ethnicity Steering Committee that’s working with all businesses based in the UK to drive these efforts.
  2. Reviewing recruitment and career development. We’re committed to helping all colleagues to succeed, while recognising the need for particular effort for Black colleagues, by continuing to hone our approach to recruitment and providing career development opportunities. This will help the bank to meet or exceed HSBC’s global commitments in the UK.
  3. Shared accountability for equality. While HSBC’s business leaders have a critical role to play in supporting Black, Asian and minority ethnic colleagues, everyone has a responsibility to support racial equality at HSBC. By encouraging more conversations about race and ethnicity and how it has affected colleagues’ different experiences, the bank will learn to become more empathetic and aware of racism in its various forms.
  4. Zero tolerance of racism. Reinforcing HSBC’s zero tolerance approach to racism by doing more to create a safe space for colleagues and give them the opportunities and the confidence to speak up and raise concerns more easily.
  5. Measuring and tracking progress. Critical to HSBC’s efforts on racial equality is improving the data that it hold on the ethnicity of its people, so that the bank can be confident in its understanding the specific challenges and measure the effectiveness of the actions it takes.  The bank will publish ethnicity data for the UK annually.


  • Employee ethnicity data is as at 30 September 2020 and reflects HSBC employees based in the UK, unless otherwise stated.
  • Employee ethnicity data for Graduates and Interns represents the 2020 intake class.
  • Employee ethnicity data is self-identified.

Forward-Looking statements

This communication contains both historical and forward-looking statements. All statements other than statements of historical fact are, or may be deemed to be, forward-looking statements. Forward-looking statements may be identified by the use of terms such as ‘may,’ ‘intends,’ ‘plan,’ ‘will,’ ‘should,’ ‘potential,’ ‘reasonably possible’ or ‘anticipates’ or the negative thereof or similar expressions. HSBC has based the forward-looking statements on current expectations and projections about future events. These forward-looking statements are subject to risks, uncertainties and assumptions about us, as described under ‘Cautionary statement regarding forward-looking statements’ contained in the HSBC Holdings plc Annual Report on Form 20-F for the year ended 31 December 2019, filed with the SEC on 19 February 2020 (the ‘2019 Form 20-F’), and in other reports on Form 6-K furnished to or filed with the SEC subsequent to the 2019 Form 20-F (‘Subsequent Form 6-Ks’). HSBC undertakes no obligation to publicly update or revise any forward-looking statements, whether as a result of new information, future events or otherwise. In light of these risks, uncertainties and assumptions, the forward-looking events discussed herein might not occur. Investors are cautioned not to place undue reliance on any forward-looking statements, which speak only as of their dates. Additional information, including information on factors which may affect the HSBC Group’s business, is contained in the 2019 Form 20-F and Subsequent Form 6-Ks.