Lisa Monteith
Head of Talent Acquisition UK, HSBC
Placing skills at the heart of its recruitment strategy is demonstrating one leading UK bank’s commitment to growing a diverse workplace.
Inclusion and valuing diversity are key to being part of one of the UK’s largest banks, HSBC, where its human-centric, hiring-for-skills policies ensure they attract candidates from wide-ranging talent pools.
Building diverse teams with transferable skills
Creating a diverse workforce and working closely with the communities it serves is also helping the bank raise awareness that candidates don’t necessarily need finance experience for the many roles on offer. They may have transferable skills that ultimately can help close skills gaps.
Last year alone, the bank recruited 6,682 permanent employees in the UK for various roles right across the business, highlighting the need to have a strong diversity and inclusion strategy in place.
Creating opportunity
Lisa Monteith, Head of Talent Acquisition UK, says: “It’s about opening up a world of opportunity and creating environments where every individual can be at their best. Our human hiring approach puts the unique individual at the heart of recruitment and onboarding; it is about human-centred experiences.
“Recognising skills and capabilities are a key mechanism to deliver diversity and are a great predictor of future potential for everyone.” In order to tap into a breadth of talent pools, the bank in the UK works closely with the businesses it serves, a total of 18 Employee Resource Groups (ERGs) and external partners to engage with under-represented communities.
It is about human-centred experiences.
Among the UK partnerships are: the housing and homeless charity, Shelter; the Career Transition Programme (CTP), providing armed forces resettlement; Mobilise, to help attract Black Heritage candidates; and Black Women in Asset Management.
Evidencing commitment
HSBC in the UK has been recognised as a Disability Confident Leader. It is partnered with the Business Disability Forum to ensure continuous improvement and provide the best experience. This includes ensuring that candidates who meet minimum criteria for a role will be offered an interview.
“Our UK partnerships and accreditations are very important to help us evidence our commitment to inclusion and to pull on the expert support to continually improve our recruitment experience,” explains Monteith. “Throughout 2024, our recruitment teams here joined training sessions with the Business Disability Forum as we need to continually stay abreast of disability policies, alignment to the UK Equality Act and ensure barriers are removed to put everyone on a level playing field.”
Real stories of inclusion and the true impact of a supportive workplace
Jo Austin
Global Inclusion Delivery Support Manager, HSBC and Global Co-Chair of HSBC’s Ability Employee Network
Jamie Hodge
Financial Support Department Manager, HSBC UK
In today’s evolving workplace, inclusion is more than just a buzzword — it’s a necessity for fostering a supportive and thriving environment.
At HSBC, leaders like Jo Austin and Jamie Hodge demonstrate the real-life impact of an inclusive culture.
Impact of a supportive environment and recognition
Jo Austin, Global Inclusion Delivery Support Manager and Global Co-Chair of HSBC’s Ability Employee Network: I have epilepsy, which can be unpredictable, and I’m also a carer. Balancing a demanding job with these responsibilities isn’t easy, but HSBC has been incredibly supportive. I’ve been given the tools and flexibility I need to succeed, from assistive technology to understanding line managers. For instance, when my husband had major heart surgery, my team rallied around me, giving me the time and space to be there for my family.
Beyond the professional growth, I’ve been given a sense of purpose. I’ve learned that it’s okay to talk about my challenges without fear of judgment. This openness has created a supportive network around me.
A highlight of my journey with HSBC is my involvement with Ability – our global employee network. Connecting with others who face similar challenges has been a game-changer. We’ve launched initiatives like the carers charter and created a safe space for people to share their experiences. It’s incredibly fulfilling to know that I’m making a difference.
Mentoring opportunities and diversity advocacy
Jamie Hodge, Financial Support Department Manager: One of the most rewarding aspects of my role is the opportunity to mentor and develop my team members. I take great pride in seeing them grow and succeed, and I’m always eager to share my experiences and knowledge to help them reach their full potential.
I’m also committed to advocating for diversity and inclusion within HSBC UK. My involvement in the Wealth and Personal Banking (WPB) Ethnicity Programme has given me a platform to raise awareness, drive change and ensure that black and ethnic minority employees have equal opportunities for advancement.
