Pride flag

diversity and inclusion Embracing and celebrating our diversity

We view diversity, inclusion and respect for all colleagues as critical to our future success.

 

Download our Suicide Prevention Guide

We believe organisations that take a proactive approach in providing the right support for their people at the right time will enable a culture of inclusion and wellbeing. We recognise targeting preventative education and support will assist organisations in tackling mental wellbeing stigmas, such as suicide.  

 A key to suicide prevention is educating individuals about the subject, as well as encouraging well-informed action, raising awareness and challenging misconceptions. We have developed a guide for organisations to help their staff by understanding suicide and suicidal behaviours, spotting warning signs and finding ways to support those who may be at risk.

Collection of classroom globes

Download our new Inclusive Language Guide

The words we use and the way in which we use them, have a huge impact on our colleagues, clients, customers and suppliers. Using inclusive language demonstrates greater awareness, respect and consideration for different perspectives, identities, and ideas that other individuals bring to the table. It helps us develop an inclusive mindset and work toward building spaces where everyone can feel understood and respected.

Employee Stories Recognising Juneteenth

As we approach Juneteenth, one of our colleagues, Maurice Miller, took the time to share some personal reflections on his enslaved ancestors and what Juneteenth means to him.

Boosting ethnic diversity in our senior leadership across the US and UK

We recognise the value of a diverse and representative workforce at all levels. This means creating an inclusive environment that enables everyone, regardless of their ethnicity, to contribute to their full potential. Our approach to ethnicity includes the collection of data, setting targets,  talent attraction, targeted development and client and community engagement. This will enable us to track progress against the actions we take to creating a diverse and inclusive workplace so we can be Here for Good.

Employee Stories Celebrating US Black History Month

February 2021

We have spoken to a number of black colleagues who have shared their experiences working for Standard Chartered in America.

Debra's Story

"As someone who falls into two minority categories, (black and a woman), I have always set high standards for myself. In doing so, I have become my harshest critic..."

Funmi's Story

"I have been privileged to work in various functions, in three different countries, across three different continents, which has helped me build an international career, broaden my global view and how I see the world..."

Tanya's Story

"Black History Month is a time to commemorate the wonderful achievements of African Americans and recognizing how much they’ve contributed to our country..."

Nick's Story

"In any process toward progression, one will be met with a number of challenges. I believe that these challenges or barriers that occur, can be shattered through perseverance and cultivating trusted relationships with others." 

Global Standard for Domestic Violence and Abuse

Around the world, as cities have gone into lockdown to stop the spread of coronavirus, mass efforts to save lives unfortunately have put some vulnerable individuals at increased risk. 

The UN has described the global increase in domestic abuse as a "shadow pandemic" alongside Covid-19 and it’s thought cases have increased by 20% as many people are trapped at home with their abuser.

We believe everyone has the right to live free from fear and abuse including discrimination, harassment, bullying and victimisation. Domestic violence and abuse are unacceptable.

We have released a Global Standard offering a broad range of help and support to colleagues who are experiencing domestic violence and abuse, and  have developed a toolkit to help other organizations who are looking to develop their support in this area.

Understand more here.

International Men's Day 2020

We recognise International Men’s Day on 19 November. It matters to us because it’s important to look at gender equality from all sides in order to drive a more collectively inclusive experience.

We can all learn by reflecting on the male experience. We can do more to understand and take positive actions; be it actively challenging stereotypes, forming new perceptions, offering support to male colleagues, family and friends, or openly celebrating male role models.

This International Men’s Day, remember that every moment is an opportunity to reflect, so take the time to recognise and celebrate the positive male role models in your lives.

Watch our video below to learn more about the male experience.

View more

International Men's Day 2020

We recognise International Men’s Day on 19 November. It matters to us because it’s important to look at gender equality from all sides in order to drive a more collectively inclusive experience.

We can all learn by reflecting on the male experience. We can do more to understand and take positive actions; be it actively challenging stereotypes, forming new perceptions, offering support to male colleagues, family and friends, or openly celebrating male role models.

This International Men’s Day, remember that every moment is an opportunity to reflect, so take the time to recognise and celebrate the positive male role models in your lives.

Watch our video below to learn more about the male experience.

Jonathan Heath's Story

I am incredibly lucky to work at Standard Chartered being 100% me

Saravanakumar Subramaniam's Story

One may think that your job is a hindrance to your personal life, but not for me.

Jerry Gavu 's Story

I never really thought much about the effects of my speech impairment in my earlier years.

Recognised as Diversity Leader by Financial Times

We have been recognised as a diversity leader in the Financial Times’ list of European 2021 leaders for workplace diversity and inclusion, ranking in the top 20 among banks and financial services.

2 women sat on bench talking

Talking about race

We are committed to creating an environment where all employees are able to fulfil their potential, through targeted initiatives including reverse mentoring, coaching and a range of development and community programmes. We actively support our Origins, Nationality and Ethnicity (ONE) employee resource groups and the role they play in providing a collective voice and fostering constructive challenge to ensure we continue to improve our inclusivity. We are having meaningful and constructive conversations about race as a starting point to continue to drive change.

We have developed this toolkit to assist organisations in initiating conversations and to create cultures of inclusivity.

How to be an Ally

Organisations play a key role in supporting and reflecting communities by expressing tolerance, understanding and listening to differing views. We want to enable our colleagues to bring the best of themselves to work and be appreciated for who they are to drive engagement, productivity, innovation and performance. To support other organisations in this journey, we have developed a toolkit supporting gender transition and inclusion in the workplace.

Each and every one of us can play our part in supporting the LGBTQ+ community, but sometimes it’s difficult to know where to start.

We’ve created this toolkit on ‘How to be an ally’ to support you to help others to feel included.

Maintaining an inclusive culture is essential for employees to perform at their best and to ensure they can bring their whole self to work being an ally is a key building block in making this happen.

Learn more here

How to be an Ally

Organisations play a key role in supporting and reflecting communities by expressing tolerance, understanding and listening to differing views. We want to enable our colleagues to bring the best of themselves to work and be appreciated for who they are to drive engagement, productivity, innovation and performance. To support other organisations in this journey, we have developed a toolkit supporting gender transition and inclusion in the workplace.

Each and every one of us can play our part in supporting the LGBTQ+ community, but sometimes it’s difficult to know where to start.

We’ve created this toolkit on ‘How to be an ally’ to support you to help others to feel included.

Maintaining an inclusive culture is essential for employees to perform at their best and to ensure they can bring their whole self to work being an ally is a key building block in making this happen.

Learn more here

woman working from home using laptop on coffee table

Supporting Inclusion and Wellbeing

As everyone is experiencing this global pandemic in a unique way and whilst so many are now working from home, inclusion has never been more important. We have put together a toolkit to support organisations in reinforcing the importance of wellbeing and a culture of belonging during these uncertain times.

Find out more
Smiling colleagues

Our culture in action A welcoming environment for everyone

We’re committed to promoting equality in the workplace and creating an inclusive and flexible culture – one where everyone can realise their full potential and make a positive contribution to our organisation. This in turn helps us to provide better support to our broad client base.

Read our Summary of Approach on Diversity & Inclusion

Our Global Head of Diversity & Inclusion – Dr. Maria Angelica Perez shares what attracted her to join the Bank and why it is important to focus on D&I.

Our Global Head of Diversity & Inclusion – Dr. Maria Angelica Perez shares what attracted her to join the Bank and why it is important to focus on D&I.

Female and male colleagues working together

Striving for gender balance

We’re passionate about achieving a better gender balance in our organisation and in the financial industry as a whole. That’s why we’ve pledged to help make our industry one where women want to work by signing the Women in Finance Charter. This means we’re committed to have women occupy 35 per cent of senior leadership positions by 2025, up from 30.22 per cent as of July 2021, and our percentage of women people leaders (women managers) is 34.73 per cent as of July 2021.

We want to work together to ensure that we have an industry where women feel included and can contribute their best. By building a more balanced workforce, especially at more senior levels, we believe the industry will be able to unlock innovation and manage risk better.

Find out more

Our employee resource groups Connecting employees

When we say we promote diversity and an inclusive culture, we mean it. That’s why we have more than 50 local employee resource groups. These networks connect and support colleagues, including those who are impacted by disability, have caregiver responsibilities, or are members or allies of the LGBT community.

Female employee working at desk

Gender Equality Resource Groups

We invest in 20 gender related Employee Resource Groups across our footprint to provide a collective voice for action in country, share ideas on how to improve gender diversity and collaborate across our footprint. 

LGBT and allies group meeting

LGBT & Allies Employee Network Groups

We strive for a safe, supportive and empowering environment for LGBT colleagues and clients. Treating people with dignity and respect, regardless of sexual orientation – ensuring everyone is comfortable bringing their whole selves to work – is the right thing to do, and good for business.

Employee and blind colleague working together

Disability Confident

We aim to be the employer of choice for banking professionals with disabilities. This means removing barriers and biases to attract the very best talent and also supporting colleagues with disabilities during their time working with us.

To support organisations identify best practice, we have launched our Disability Confident toolkit to provide practical guidance to advance towards disability inclusion

Wide angle view of the waterfront Lujiazui Financial District at night.

Global Citizenship

We encourage different perspectives and ideas by welcoming employees regardless of their race, ethnic, and religious backgrounds. With more than 40 local employee networks, diversity enables us to positively impact our clients, colleagues and the communities in which we operate.

Three colleagues working together

Our workplace Recognising you as an individual

Smiling man in street scene

Flexible working

Our flexible working policy reflects our changing working environment. We give colleagues more options around how they work on delivering for our clients – whether that involves working from home, part time or flexible time.

Baby and new parent

Leave for new parents

Our parental leave supports our employees and their families around one of life's biggest moments – the time of childbirth or adoption. This includes maternity leave, parental leave for spouses or partners and adoption leave.

Two colleagues chatting

Welcoming all abilities

Our aim is to understand what people can do, rather than being influenced by perceptions of what they can’t. We strive to be truly inclusive of employees with disabilities, to put in place scalable systems and practices for their needs. 

Group of people chatting

Our Fair Pay Charter

Our Fair Pay Charter is a public declaration of the principles which guide our review and performance decision-making. We have ambitious multi-year plans to drive change in key areas, such as living wages. You can read about our alignment to the Charter and our achievements to date in our 2020 Fair Pay Report.

Awards & benchmarks

Award/Benchmark Name 
Standard Chartered India has been “Great Place to Work-Certified™” by the Great Place to Work® Institute !


Great Place to Work-Certified
Award/Benchmark Name 

Standard Chartered Bank Pakistan Limited won 5 awards for setting standards for the development and implementation of Diversity and Inclusion (D&I)

D&I Vision, Strategy, Business Case - Best Practice

Benefits, Work-Life, Integration, and Flexibility - Progressive

D&I Learning and Education -Best Practice

D&I Communication - Progressive

Connecting D&I and Sustainability - Progressive

Global Diversity & Inclusion Benchmarks (GDIB) conference 2020
Standard Chartered Pakistan has won “Women Leaders Development”OICCI Women Empowerment Award Ceremony 2020
Award/Benchmark Name 
2019 Working Mother & Avtar Best 100 Companies for Women in India
Avtar - The Power of Diversity
Most Inclusive Companies in India
Avtar - The Power of Diversity
2019 Working Mother & Avtar Best 100 Companies for Women in India
Avtar - The Power of Diversity
Exceptional Woman Leader of the Year in Nigeria 
The Great Place to Work
Gold Standard in the Hong Kong LGBT+ Inclusion Index
The Community Business LGBT+ Inclusion Index
Sustainable Development Goals Pioneer
Global Compact Network South Africa
Best Private Bank - Talent Management and Diversity
Wealth Briefing European Awards
100 LGBT+ Executives
Outstanding LGBT+ Role Model
Top 10 Best workplaces for women
Great Place to Work
2019 HERoes Women Executive
2019 HEROes Women Role Model
2019 HERoes Advocate Executive
2019 HEROes Women Role Model
2019 HERoes Women Future Leader
2019 HEROes Women Role Model
2019 HERoes Women Executive
2019 HEROes Women Role Model
2019 HERoes Advocate Executive
2019 HEROes Women Role Model
2019 Equileap Gender Equality Global Report - Global ranking is at 44; UK ranking is 5th; Kenya ranking is 1st EQUILEAP
2019 Bloomberg Gender Equality Index recognised among one of 230 companies in the world promoting gender equalityBloomberg Gender Equality Index
Best Practice Award in Vision category and "Progressive" award in Benefits Category, Communications Category and Social Responsibility Category by Global Diversity and Inclusion Benchmark
Global Diversity and Inclusion Benchmark
50 Most Influential Women in Middle East Finance
Financial Times 50 Middle East Women
50 Most Influential Women in Middle East Finance
Financial Times 50 Middle East Women
Best Places to Work for LGBTQ Equality
Human Rights Council Corporate Equality Index 2019

Insights Explore our inclusive world in action

Cybersecurity threats are much closer than you think

Cheri McGuire, our Group Chief Information Security Officer, and cyberpsychologist Dr Mary Aiken, on the evolution of cybersecurity and how…

Navigate the future | 17 Jun 2019

We’re banking on cultural diversity

We celebrate World Day for Cultural Diversity for Dialogue and Development by spotlighting some of our Chinese ‘corridor bankers’

Explore our world | 21 May 2019

IDAHOTB 2019: a celebration of inclusivity

We spoke to our colleagues Ravi and Dharm about their experiences as LGBT+ people in India, and their reactions to…

Explore our world | 17 May 2019

#IDAHOT: Nobody should feel they can’t be themselves at work

Adrian and Raheel met and became friends through our Allies Network, which provides support for all our LGBT+ colleagues

Explore our world | 16 May 2018

#IDAHOT: I want others to feel as included as I do

Our UK LGBT+ & Allies Network co-chair Ben Cawley shares why he believes positive messaging can make a difference

Explore our world | 16 May 2018

Interested in joining us?

Whether you’re a recent graduate or looking for your next opportunity, we have the role for you