AmazonScience/document-haystack

1ESG review2Building a healthy workplace3Listening to our colleagues is an essential 4part of building a healthy workplace at HSBC. 5We capture employee feedback in a variety 6of ways to understand how our colleagues 7feel about HSBC and to help us improve the 8employee experience.9How we listen10Our annual Snapshot survey runs every 11September and gives all HSBC employees 12the opportunity to share their experiences of 13working at the organisation. Our 2023 survey 14achieved a record response rate of 85%, 15up from 78% in 2022, with nearly 180,000 16colleagues choosing to share their views. 17The results of Snapshot are discussed at all 18levels. Our record participation has enabled 19us to put more data directly in the hands of 20our people managers, with more than 11,000 21teams able to access their results, while 22maintaining the confidentiality of individual 23employees’ responses. Managers are 24supported by a guided action planning tool to 25help them understand and interpret insights 26relevant to their team, while directing them 27towards support resources for them and their 28teams to explore. Results are also shared with 29executive leadership teams across the Group, 30with detailed reporting provided to our Group 31People Committee and the Board.32We complement the Snapshot survey 33with our annual Performance and Reward 34survey, which runs every March. Open to 35all employees, it captures feedback on our 36annual performance and pay review cycle, 37providing valuable insight into how well 38we are meeting our colleagues’ needs and 39expectations on compensation, development 40and professional growth.41We also run targeted listening activities for 42employees at key moments in their careers, 43capturing detailed feedback from new joiners, 44internal movers and voluntary leavers.45Employee conduct and harassment46We expect all our employees to treat each 47other with respect and dignity, and we do not 48tolerate or condone harassment or bullying 49in any form. We continually strive to improve 50awareness and education around such 51behaviours, and strengthen our understanding 52and response to these issues across all levels 53of the organisation. In 2023, our overall 54Snapshot Speak up index improved slightly to 5576%, up one percentage point from 2022. 56We encourage our colleagues to speak 57up about poor behaviour or things that 58do not seem right, and we have included 59bullying, harassment, discrimination and 60retaliation in our 2023 Global Mandatory 61Training curriculum. Our Snapshot survey 62revealed an increase in colleagues able to 63state their opinion without fear of negative 64consequences, with 72% of colleagues feeling 65able to do so, up from 70% in 2022.66In 2023, we launched our global code of 67conduct which is supported by our global anti-68bullying and harassment code. This continues 69to help us to maintain high standards of 70conduct across the Group.71We have mandatory procedures, both 72globally and locally, for handling and 73investigating employee concerns, which 74include those for bullying and harassment. 75Cases are continually monitored from our 76speak-up channels, and data is reported to 77management committees to ensure there is 78visibility at leadership level.79In 2023, we had a total of 834 concerns raised 80relating to bullying, harassment, discrimination 81and retaliation. Where the concerns were 82substantiated following an investigation, 83appropriate action was taken, which included 84termination of services, where appropriate. 85In 2023, 38% of concerns raised were either 86partly or fully substantiated and 24 colleagues 87were dismissed in relation to bullying, 88harassment, discrimination or retaliation.89We are committed to addressing this type 90of behaviour and will continue to take action 91where we find that an employee has breached 92our values and high standards of conduct. 93Employee engagement: 9477%95Employee engagement score 96(2022: 74%)9781%98Of colleagues who feel confident  99about this company’s future 100(2022: 77%)10185%102Of colleagues who completed our  103annual Snapshot survey104(2022: 78%)105Listening to our colleagues 106Promoting mental health awareness107A poll posted by a senior leader on our intranet revealed that 94% of colleagues said they 108trust leadership more when they open up about their own mental health.109To build on this sentiment, we celebrated World Mental Health Day by running a global 110awareness campaign ‘The Big Mental Health Conversation’ in October 2023. We encouraged 111leaders to post questions on our intranet to gather feedback from colleagues on their 112experiences and how we can improve mental health support. We surveyed our colleagues 113during the campaign and half said they were very satisfied with the mental health support 114HSBC offers. Supporting the mental health of our colleagues continues to be a priority, 115including ensuring that we continue to signpost how colleagues can access available 116support. Throughout 2023, we also held over 200 virtual events, featuring internal and 117external experts providing advice on mental health and topics related to well-being. 118HSBC Holdings plc  Annual Report and Accounts 2023 79119Social