Essay About Senior Executives And Diversity Initiatives

Hsbc – Managing Diversity
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HSBC is an equal opportunities employer with no discrimination on grounds of age, gender, race,
ethnicity, language, caste, economic or social status or disability. Being the “WORLDS LOCAL
BANK”, they recognize that having a workforce that broadly reflects the composition of local
communities in which they operate places them in a unique position to understand & respond to needs
of their customers. Diversity initiatives & programmes are driven by their “Diversity Committee”
which comprises senior executives from across the company. Its main areas of focus are:
Gender
A number of affirmative actions such as maternity, paternity and adoption leave, flexible
working hours, late night transportation etc. have been taken to support gender diversity.
Disability
Certain categories of job have been identified as suitable for physically challenged
individuals, like phone banking operators in call centres (for movement impaired only); data
processing staff (for movement and hearing impaired); telephone operators in HSBC pan India (for
visually impaired).
Underprivileged
The “underprivileged” i.e. orphans and destitute individuals are assisted by tying up with
NGOs such as Future Hope and SOS Childrens Villages to provide short-term training
internships. After their training, they are eligible to apply to join the bank and will be considered for
employment based on merit and availability of suitable vacancies.
HSBC India has signed the Confederation of Indian Industrys and ASSOCHAMs Code of
Conduct for Affirmative Action.
The Company has a senior executive accountable to the CEO to oversee and promote its Affirmative
Action policies and programmes. The senior executive presents / will present a biannual report to the
Board of the Company about such policies and programmes. Page | 22
Thus, with diversity central to HSBCs brand image and an