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.
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 Celebrating UK Black History Month
October 2021
We have spoken to a number of black colleagues who have shared their experiences working for Standard Chartered in United Kingdom
Ashantina's Story
"Black History Month to me IS Black History. It’s the story of my lineage, the story of my today and the story of my future."
Idris's Story
"I am proud of my core values instilled in me from my parents and family – honesty, a heart of service for humanity, courageous, innovation.."
Jennifer's Story
"Black History Month to me means that we as a race, are and should not be forgotten..."
Mollet's Story
"Change is the law of life, and the ability to navigate the transitions that come with it is a necessary skill."
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."
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.
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 moreInternational 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.
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.
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.
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.
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.
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
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.
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. We’re currently at 30.22 per cent as of July 2021, and our percentage of women people leaders (women managers) is 34.73 per cent
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 moreOur 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.
Our workplace Recognising you as an individual
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 |
Insights Explore our inclusive world in action
Interested in joining us?
Whether you’re a recent graduate or looking for your next opportunity, we have the role for you