Banking organisation HSBC has reported a 16% mean disability pay gap for 2024, publishing its disability data for the first time.
The employer’s 2024 median disability pay gap was 20.3%, while its 2024 mean disability bonus gap was 28.1% and the median disability bonus gap was 25.9%. A total of 89.2% of employees with a disability and 90.6% of those without received a bonus last year.
HSBC’s mean ethnicity pay gap across all ethnic minority groups was 7.7% and its median ethnicity pay gap was 7.8%. Meanwhile, its mean ethnicity bonus gap was 15.4% and the median was 11.3%.
For Asian staff, the mean ethnicity pay gap was 6.4% and the median ethnicity pay gap was 7.6%, while its mean ethnicity bonus gap was 13.7% and the median ethnicity bonus gap was 9.4%. For Black employees, the mean ethnicity pay gap was 26.1% and the median was 24.6%, while the mean ethnicity bonus gap for this group was 37.9% and the median was 35.7%.
For mixed race workers, the mean ethnicity pay gap was -14.9% and the median ethnicity pay gap stood at -14.7%, while the mean ethnicity bonus gap for this group was -14.1% and the median ethnicity bonus gap was -28%.
For other ethnic minority groups, the mean ethnicity pay gap was -6.5% and the median stood at -17.7%, while the mean ethnicity bonus gap was -3.4% and the median ethnicity bonus gap was -22%.
A total of 88.9% of all ethnic minority groups received a bonus in 2024, along with 89.1% of Asian staff, 84.4% of Black employees, 91.6% of mixed race staff, 93% of other ethnic minority groups, and 94.2% of white workers.
The employer’s 2024 mean gender pay gap was 28.6% and its median gender pay gap was 17.4%. Its lower pay quartile comprises 33% men and 67% women, while its higher pay quartile is 59% male and 41% female.
HSBC’s mean gender bonus gap was 53.3% and the median gender bonus gap was 41.2%. A total of 90.4% of males and 92.1% of females received a bonus last year.
Aileen Taylor, group chief people and governance officer at HSBC, said: “Where pay gaps exist, they show the extent to which women and staff of some ethnicities are under-represented in senior and higher-paid roles and over-represented in junior and lower paid roles. The actions we are taking to improve representation across the whole organisation will be reflected in our disclosures in years to come.”
