A culture of inclusion

Embracing and celebrating our diversity

Our purpose is to drive commerce and prosperity through our unique diversity. To do this, we’re building a culture of inclusion that is a critical lever to our business success and enables us to be the best place to work, the best place to bank and contribute to creating prosperous communities. Diversity and inclusion will enable our teams to unlock innovation, make better decisions, deliver our business strategy, live our valued behaviours, and embody our brand promise, here for good. Watch the video and hear from our employees as they talk about the culture of inclusion at Standard Chartered.

Gender - We seek to engage all genders in our continued support and progress towards gender equality.

Black - We support the professional growth and wellbeing of Black and African colleagues.

Heritage – We promote inclusion and raising awareness of issues and barriers faced by different racial and ethnic groups.

Ability - We raise awareness of, and advocate for, accessibility and the unique needs and experiences of colleagues with a disability or who are neurodivergent.

Sexual orientation - We look to provide support which enables colleagues to be themselves at work, whatever their identity.

Generations - Generational experience helps us deliver products and services for people at different life stages.

Senior leadership

32.5%

are held by women.

^{(2022: 32.1%)}

Flexi-working

We know it's increasingly important for everyone to have flexibility in how, where and when they work, to support our wellbeing. Which is why we've introduced flexi- working, to support our future sustainability and help us motivate and retain diverse talent, build resilience, productivity and support individual wellbeing.

Parental leave

Our Group diversity and inclusion strategy is focussed on engaging all genders in our continued support and progress towards gender equality. The provision of flexible working and our global guidelines for parental leave underpin our commitment. Parental leave is provided to support our employees and their families around the time of childbirth or adoption. It includes three types of parental leave: maternity leave, parental leave for spouse/partner and adoption leave.

Fair Pay Charter

We know that fairness is important to our colleagues. Our Fair Pay Charter is a public declaration of the principles which guide our reward and performance decision-making.

The Charter includes a level of financial security, being competitive against the market, paying for performance, equal pay for equal work, and ensuring pay is clear, understandable and well administered.

Gender pay gap

To ensure men and women are paid equally for doing the same roles, we conduct equal pay assurance as part of our annual pay and performance review process.

We also have processes in place to promote more equal representation of men and women in senior management roles and across all areas of our business.

Working together

We have Employee Resource Groups (ERGs) which are voluntary, employee - led groups that foster a diverse, inclusive workplace aligned with organisational mission, values, goals, business practices and objectives.

ERGs have the ability to underpin inclusion and transform culture. The initiatives they hold are intended to educate, spread awareness, and serve as a catalyst for innovative ways of overcoming barriers to equality.