This is the story of human ambitionIt’s not where you’ve come from. It’s the goal ahead.

At HSBC, diversity and inclusion are part of our DNA.

2016 Employment Equity Narrative Report

HSBC Bank Canada

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Tone from the Top

HSBC’s success is built on the ability to attract, develop and retain a diverse range of the best and brightest talent. Having a diverse workforce allows us to benefit from a variety of perspectives and strengthens our local and global competitiveness.

Sandra Stuart – President & CEO, HSBC Bank Canada

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Throughout our history, HSBC has been where the growth is, connecting customers to opportunities, enabling businesses to thrive and economies to prosper, helping people fulfil their hopes and dreams and realize their ambitions.

HSBC Bank Canada (HSBC), a subsidiary of HSBC Holdings plc, is the leading international bank in the country. We help companies and individuals across Canada to do business and manage their finances internationally through three global business lines: Commercial Banking, Global Banking and Markets, and Retail Banking and Wealth Management. At the end of 2016, we employed 5,897 people across Canada.

HSBC – About Us

The HSBC Group serves customers worldwide from around 4,000 offices in 70 countries and territories in Europe, Asia, North and Latin America, and the Middle East and North Africa*.

This report outlines both quantitative and qualitative information regarding our progress against employment equity goals during the 2016 calendar year.

* As of December 31st 2016

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Diversity & Inclusion – A Priority

A diverse workforce is part of our organizational culture, reflecting our belief that diversity of thought, background and perspective make HSBC a stronger organization. Experience has demonstrated that when diversity and business meet, good things happen. HSBC and its employees are guided by HSBC’s Values of being:

Our Values • Dependable and doing the right thing, • Open to different ideas and cultures• Connected with our customers, communities,

regulators and each other.

We strive to implement a culture that is inclusive, diverse, positive and performance-oriented. Having a diverse and inclusive workforce allows us to benefit from a variety of perspectives, which in turn strengthens our local and global competitiveness.

By intentionally weaving diversity and inclusion principles through everything HSBC does, we will embed an inclusive culture – one without bias or discrimination. In turn, we will attract, develop and retain diverse talent and deploy diversity of thought to anticipate and address our customer and employee expectations and needs.

Birgit Neu, Group Head of Diversity & Inclusion, HSBC

GLOBALLY CONSISTENT

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Since joining the bank in 2014, I’ve had the opportunity to work across three different functions and businesses and provinces. The internship was a key step in getting my career started, building a network, and identifying my professional direction.

Product Manager (Credit Cards) and former Diversity Program Intern.

2016 marked the end of our three year Diversity Internship Program (2014-16), which delivered a total of 32 ‘new to bank’ employees. The initial six month placement of interns spanned all three lines of business (Retail Banking & Wealth Management, Commercial Banking and Global Banking and Markets) and several of our supporting functions (HR, Finance, Technology Services). Placing interns into areas of the business where there was either previous experience or interest proved a successful approach. Over 80% of these interns are now full-time, regular employees remain with the bank and continue to advance in the organization.

Intentional Recruitment

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Leadership and Consultation – Diversity & Inclusion (D&I)

Diversity & Inclusion Council

HSBC’s Diversity & Inclusion Council oversees the banks D&I strategy and Employment Equity requirements, and charts and maintains our course to ensuring our workforce is representative of changing demographics and that an inclusive work environment is maintained. It is chaired by Chris Hatton, Chief Operating Officer, HSBC Bank Canada.

The D&I council met five times in 2016 to review progress on the strategy and raise awareness regarding areas of opportunity related to diversity in the workforce, culture and the marketplace. 2016 saw the final year of our five year D&I strategy focussed on three foundational pillars.

2011-16 D&I Strategy • Workforce Composition • Cultural Intelligence• Marketplace Presence

The Head of Diversity, Equity & Inclusion continues to work in partnership with executives, business leaders, key stakeholders, and designated employee group members to further embed inclusion into our organization. In addition, HSBC’s eight Employee Resource Groups (ERGs) continued to implement their respective strategies and provide feedback on employment barriers and their members’ specific career needs. In 2016, consultations took place between the Pride Network, the Indigenous Canadian and the Ability ERGs as we completed our three year employment equity audit period.

In 2016 our Ability ERG undertook an accessibility study for our primary Vancouver campus. A number of improvements were presented to the D&I Council and approved for implementation in 2017 as part of our ongoing commitment to accommodating the needs of our employees.

To gain a more informed understanding of the career needs and ambitions of our Generation Y employee population, the Y-Knot ERG commissioned a national survey for all employees from the Gen Y segment of our population. The survey results will assist HSBC in the way we attract, develop, advance and retain our Gen Y employees.

A new 2017-20 D&I Strategy is now in place, and will ensure we remain focussed on continuing to drive progress on the foundational pillars from our previous strategy. Specifically, enhancing senior female and overall representation of Indigenous & Persons with Disabilities. We will also drive alignment between business goals and the D&I program deliverables.

EXECUTIVE SPONSORSHIP & OWNERSHIP

Investment and support of the D&I strategy is and continues to be forefront in achieving our business goals.

Chris Hatton, Chief Operating Officer, Chair D&I Council

HSBC was recognized by the Federal Minister of Employment, Workforce Development and Labour with two Employment Equity Achievement Awards. This new award recognizes federally-regulated private-sector employers for their efforts in implementing employment equity in their workplaces. HSBC received Awards in the following categories:

• Banking Sector Distinction (recognizes employers that excelled among their sectorial peers)

• Outstanding Commitment to Equity (recognizes employers that have demonstrated outstanding commitment in implementing their employment equity plans.

HSBC was recognized as one of the World’s Most Attractive Employers by Universum, which annually conducts the largest career survey targeting 700,000 students and professionals around the world. Partnering with Universum, students are invited to participate in a branding survey exercise allowing its client partners to assess their international and domestic performance in terms of our appeal to university students and positioning the bank as an employer of choice to students

HSBC was ranked one of the 2016 Best 50 Corporate Citizens in Canada by Corporate Knights for the fifth consecutive year. HSBC’s ranking can be attributed in part to our strong environmental performance - particularly carbon, water and waste productivity - as well as our commitment to women in leadership. Their methodology is based on 12 key performance indicators (KPIs) covering environmental resource, employee and financial management; the ranking is considered to be one of the most recognized corporate sustainability acknowledgements in the country.

External Recognition in 2016

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Representation 2015 2016 Labour Market Availability*Overall 55.49% 54.91% 48.15%Senior Management 30.00% 31.58% 27.39%Middle Management 43.69% 45.13% 38.93%Professional 42.09% 42.71% 54.99%

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Women at HSBC

In 2016, we increased our representation of women on the Executive Committee to 64%, including our CEO, Head of Commercial Banking, Head of Human Resources, Head of Communications, Head of Legal, Company Secretary, Head of Financial Crime Compliance, Head of Regulatory Compliance and Head of Internal Audit.

Our progress in advancing the representation of women in the organization at senior levels has been significant, with a six point increase over the past four years. We attribute this to our strategic focus, the ongoing sponsorship from the D&I Council, our customized leadership development programs, the commitment of our executives, and the active and supportive capacity of our Balance ERG for gender advancement.

In line with our counterparts across the globe, the HSBC Group continues to focus on the advancement of women across the organization. In the past four years we have increased overall Group representation of women in the VP and above leadership community for three continuous years. Through aspirational goals by regions, country CEO’s performance scorecards reflect the bank’s commitment to bridging the gender gap in the senior ranks of the organization.

Our intake of new talent through HSBC’s Graduate Recruitment Program saw strong performance in 2016 through our two graduate development programs for our Commercial Banking and Global Banking and Markets programs.

• 55% of the 2016 Commercial Banking Graduate Trainees intake were female

• 100% of our 2016 Global Banking and Markets 2016 cohort were female

• In total 64% of HSBC Bank Canada’s total graduate trainee intake were female in 2016

Nationally, our Balance ERG continued to provide platforms for our employees to contribute directly to the communities in which they live and operate. For example, in Calgary, Balance members collaborated to support Soup Sisters – helping feed women and children in times of crisis or transition whilst they find shelter at the YWCA Mary Dover safe housing program. In Toronto, the Balance ERG partnered with several other organizations to co-host a D&I-themed hackathon. This forum allowed attendees to share perspectives and best practices with other like-minded entities in sponsoring and developing our staff into future leaders.

*Overall Labour Market Availability as per Employment and Social Development Canada / Government of Canada based on Statistics Canada’s

2011 National Household Survey and 2012 Canadian Survey on Disability.

Visible Minorities at HSBC

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HSBC has been successful in building a workforce that reflects the communities which we serve.

Our overall visible minorities population continues to be well represented, well above the relevant labour pool. In 2016, the overall representation of visible minorities in permanent positions decreased slightly to 48.8% (50.6% in 2015), but remains significantly above external labour pool availability of 17.85%. In 2016, visible minorities accounted for 47.33% of all promotions and 28.41% of all permanent new hires. We continue to monitor the gap in representation of visible minorities in senior and middle management positions.

In 2016, visible minorities accounted for 60% of our graduate trainee intake population for both Commercial Banking and Global Banking & Markets Graduate training programs. We see this new talent induction channel as key in our ability to increase representation of this group across all levels of the bank.

Of our eight active ERGs, three specifically focus on members of visible minority groups; these include:

• Asian Pacific Islanders Committee • South Asian Network for Diversity & Inclusion (SANDI)• Hispanic Latin Diversity Committee (HLDC)

Our ERG’s planned a series of events in 2016 delivering on their commitment to enhance the skills and capabilities of their members to advance in their personal and professional aspirations. SANDI also delivered a series of executive mentoring sessions titled ‘Chai with...’ throughout 2016. Employees heard from several executives on the topic of career advancement through calculated risk, agility, resilience and self-awareness. SANDI also delivered on their annual International Cricket tournament featuring local and visiting employees on co-ed teams. This year’s event focused on delivering a family experience and encouraged employees to bring family members.

Organised by our HLDC ERG, employees heard from HSBC panelists on the subject of “International Work Placement”. Leaders shared personal and professional experiences on working abroad to fully leverage the banks global footprint and career opportunities.

2015 2016 Labour Market Availability*Overall 50.65% 48.80% 17.85%Professional 25.74% 26.70% 19.93%

SANDI Team at HSBC Soft-ball

Tournament, Whistler B.C

Representation 2015 2016 Labour Market Availability*Overall 0.90% 1.13% 3.47%

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Aboriginal Peoples at HSBC

In 2016, our overall representation of Aboriginal peoples in permanent full and part-time positions increased to 1.13% (from 0.9% in 2015). This increase can be attributed to the conversion of our interns to full-time permanent employees. We anticipate these numbers will improve as current Aboriginal employees and community partners engaged in recent years refer individuals and candidates from their personal and professional networks.

Our candidate pipeline development of recent graduates at the junior levels continues to be a focus. The Diversity Internship Program (2014-16) was a successful mechanism in sourcing Aboriginal talent into the organization. The program delivered a total of 22 Aboriginal interns who proceeded to secure full-time permanent positions within the bank. In 2016, one of the coveted seats on our (two year rotational) Commercial Banking Graduate Program was secured by an Aboriginal female graduate.

With the retention of a dedicated diversity sourcing specialist, in 2017 we will focus on building a talent pipeline of experienced mid and senior level Aboriginal professionals for all lines of businesses and functions.

A number of events were held to increase awareness of Aboriginal cultures, practices, beliefs, history and current affairs among all employees.

These included National Aboriginal Day events on “Aboriginal concepts of philosophy, well-being, and traditional teachings”, with a First Nations Storyteller and healers. Traditional dance was demonstrated from both Metis and First Nations by Vancouver based Moccasin Sisters to employees at our Vancouver corporate centre campus.

We also continued to recognize students annually through supporting Indigenous scholarships at academic institutions across Canada.

Members of ICerg attended Indspire’s Soaring event and Aboriginal Youth Career Conferences in 2016 in Vancouver. Our attendance included hosting a career fair booth and several workshops for high school students on business education, international finance and careers in banking and financial services.

Moccasin Sisters performing, 2016 National Aboriginal Day celebration HSBC Vancouver Campus

Having never worked in the financial sector, I was apprehensive before joining HSBC’s Diversity Internship Program. However, my experience has been overwhelmingly positive, my team welcomes my Indigenous culture, perspective and promotes engagement with the broader Indigenous community. This has resulted in a really great experience so far.

ICErg Co-chair & Manager HR Business Support

Persons with Disabilities at HSBC

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HSBC maintained its commitment to supporting people from the disabled community in 2016.

As a result of our three year Diversity Internship Program (2014-16), a total of five interns from the disabled community were transitioned into full-time permanent roles within the bank.

As our representation of deaf/hearing impaired employees grow, so too did our engagement of ASL partners. Of note, our quarterly CEO Town Hall meetings incorporate American Sign Language (ASL) interpreters and reserved seating for our hearing impaired employees.

We have continued to use the services of the Western Institute for the Deaf and Hard of Hearing (WIDHH) to support interpreting services for our employees. These interpreting services support employees’ day to-day-needs, as well during large meetings and national town halls. We also engaged ASL interpreting services for interview periods.

Highlights of the Ability ERG programs from 2016:• developed personalized evacuation plans for existing and new employees• invited guest speaker and author Bayan Azizi spoke about setting goals, overcoming

obstacles and volunteering having survived brain cancer as a child• accessibility study resulting in campus enhancements for employee and visitor experience

Representation 2015 2016 Labour Market Availability*Overall 4.32% 4.13% 4.93%Professional 2.20% 2.06% 3.79%

HSBC supports my accommodations and partners in removing barriers I experience, in an overwhelmingly positive way. I consider myself a valued member of the team and see the results of my contributions on a daily basis to the banks purpose

Associate Project Manager and former Diversity Intern

In 2016, we supported workplace site assessments to meet emerging accommodation requests with customized recommendations for individual employees and make needed accommodations. Our policy and employee guide on Workplace Accommodations is supported by a central budget for onsite workplace assessments and accommodations. We also continued our relationship with the Canadian Council on Rehabilitation & Work and the Job Accommodation Service.

HSBC’s Ability ERG continued to deliver on their mandate to grow its membership, provide education/insight to the differently abled community and increase overall workforce representation.

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PRIDE in HSBC

HSBC is a proud leader in the LGBTQ+ community, representing and advocating for a close knit group of LGBTQ+ employees and allies through the HSBC Pride Network ERG.

Founded on the principles of creating a more inclusive and diverse work place for all, HSBC’s Pride Network focuses on educating and building awareness while maintaining a safe and inclusive environment where all employees can be their true authentic selves at work and in the communities they live. This is achieved through well planned internal events and programs, out-reach and volunteerism initiatives.

Our Clients

In 2016, HSBC branches across the country were wrapped in rainbow colors during Pride season, highlighting our support for the LGBTQ+ community and creating a forum for discussion on social media through an #HSBCpride hashtag. Employees delivered ‘Client Appreciation’ events in local branches, reflecting our rainbow colors within our employee community and client base during Pride month.

Our People

Local initiatives in Vancouver, Montreal and Toronto helped to break down barriers and bring employees together through educational and thought leadership initiatives. Highlights from 2016 Pride events include:

• Vancouver: “Homophobia at home and abroad –how can we make a difference”?

• Montreal: “Diversity Pledge” employees embrace diversity in and out of the workplace

• Toronto: “Flare for Life” fund raising initiative for people living with HIV

Our Community and Partners

• Out on Bay Street – HSBC Case Competition sponsor - promoting recruitment of graduate and post-graduate students

• HSBC employees participated in the STRUT Walk supporting Foundation of Hope charitable organization

• DiverCity Case competition and mentorship program - 120 commerce students mentored by 8 HSBC employees

In the 12 years at HSBC, I have been open about my sexual orientation and have never felt discriminated against or made to feel I had to hide who I am. Peers have always accepted me and extended that acceptance to my wife. I am proud to work for a company who holds Inclusion as a priority.

HSBC Pride Network Co-chair, Operation Risk and Assessment Specialist, HSBC

Toronto Main Branch Displaying our PRIDE

Engagement, Learning and Development

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Employee Resource Groups

At HSBC eight employee resource groups (ERG’s) are actively involved in delivering platforms that allow our emloyees, leaders and the business to:

• leverage insights from their respective comunity• provide a learning environment for eachother and those

outside of the group wanting to gain insights• facilitate formal and informal mentoring partnerships • foster community partnerships outside of the bank • provide conduits into their community allowing the bank

to understand and remove barriers that may exist• serve as reciprocal mentors to leaders wanting insight

into their community

Being a member of an ERG is encouraged to those from outside of the group and it is not unusual for an employee to be a member of multiple ERG’s.

Our eight ERG’s include:

APIC Asia Pacific Islanders CommitteeABILITY Persons with Different AbilitiesBalance Women’s GroupHLDC Hispanic Latino Diversity CommitteeICErg Indigenous Canadians ERGPRIDE LGBTQ2 and Ally’sSANDI South Asian Network Diversity InclusionY-Knot Geny Y Employees

In 2017 we will continue to promote ERG collaboration on events for all employees.

Learning and Development

Over 47 million people worldwide invest their trust in HSBC. HSBC, in turn, invests in our employees because their expertise leads to our success. This strategy is reflected in the HSBC University which provides a globally-consistent approach to learning and development, combined with locally relevant content.

The HSBC University provides access to a wide range of learning opportunities designed to help our employees develop the skills, knowledge and capabilities needed to do their job effectively.

Within our formal Learning Schools, employees have access to thousands of course titles through our Learning Management System on topics ranging from leadership, personal development, business and technical skills, and regulatory compliance.

Every employee in Canada took advantage of this extensive catalog of programs in Canada in 2016. Across all categories of learning, our employees completed an average 5.5 days of formal learning activities in 2016. Half of this training was instructor led classroom training; half was completed through on-line learning.

In particular, HSBC is committed to employee equity.

All employees in Canada are required to take an annual on-line Learning Ethics Awareness training module, and to complete a Certificate of Compliance to acknowledge their understanding and adherence to company conduct rules. All of our employees have attended training on our Culture and Values.

New hires complete an “Accessibilities for Canadians” on-line learning module. In 2016, we also invited employees to sign “Our Charter”: a document that brings together HSBC’s purpose and values in the context of our history and our future, and how they can be used to make better decisions.

Positive Policies and Practices

Overview of FlexLeave of Absence Programs

HSBC recognizes that employees may require time off for personal, exceptional or unusual circumstances. They may choose from a number of leave types, both paid, partially paid or unpaid, to accommodate their need for time off.

Religious Accommodate special rites or customs

Bereavement Upon death of a family member

Jury and Witness Duty Fulfil civic duty

Emergency Personal or family emergency

Study Days Pursuing academic programs

Compassionate Care Care of a seriously ill family member

Maternity/Parental Leave

Maternity and parental support

Personal Personal reasons

Sabbatical Personal reasons

Educational Pursue educational program

Crime Related Child Death or Disappearance

Support an employee whose child has been a victim of a crime, which resulted in their disappeared or death

Parents of Critically Ill Child

Support an employee whose child is critically ill or injured

Short Term Disability Support an employee during an illness

Long Term Disability Supports an employee during an illness that extends beyond Short Term Disability

Wellness

HSBC offers many programs and services to support health lifestyles.

• Employee Assistance Program: Offers a range of professional counselling and support services to employees and their families.

• Psychologist Benefit: Employees are provided with 12 paid sessions per year with a psychologist of their choosing, for themselves and their eligible dependants.

• Personal Wellness Account: Employees are provided with a $500 credit each year in a personal spending account which is to be used to purchase select health and fitness goods or services.

• Mental Health Rehabilitation Treatment Plan: Assists employees on short or long term disability absences with specialized counselling and support to help facilitate a healthy recovery and return to work.

• Disability Gradual Return to Work: Assists employees on disability leaves of absence return to work health and productive by returning to work gradually and with the assistance of a health management consultant.

• FlexReturn Program: Support employees returning to work from maternity/parental leave with a reduced work schedule but retaining full benefit coverage.

• Reflection / Quiet Room: Quiet place for personal wellness needs – mental, physical, spiritual.

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Fostering Inclusion

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HSBC understands the importance of fostering a corporate environment that values and promotes diversity, equity and inclusion and is free from any form of discrimination or harassment.

The Statement of Business Principles and Code of Ethics policy (“the Code) provides employees with guiding conduct expectations in accordance with the values, ethics, standards and principles of our Organization. All employees complete Ethics Awareness training and attest their understanding and compliance with the Code on an annual basis.

The Code also provides employees with information on how to report concerns. We encourage employees to take ownership for doing the right thing, which means speaking up where there are concerns without the fear of retaliation. Employees can bring forward any issues or report violations confidentially and anonymously via HSBC Confidential, which is available 24/7.

Our Code of Ethics remain consistent and embraces our values in the bank of being dependable, open and connected with each other, our customers and the communities in which we live and operate.

Initiatives focussed on inclusion are regularly communicated to HSBC employees through our company’s employee website, through executive and management presentations, town hall meetings and employee events. This Narrative Report is published internally on our employee website as well as externally on HSBC’s public web site.

Reports of violations made under this Statement of Business Principles and Codes of Ethics will be kept in confidence except as may otherwise be required to protect HSBC’s interests. HSBC recognizes the importance of providing a safe environment for individuals to report incidents of unlawful activity or violations of policy and it is improper to take any adverse job action against an individual for reporting in good faith such activity or violation to HSBC or to a government agency.

Extract from the global Field Instruction Manual - Whistleblowing and “HSBC Confidential”

NO RETALIATION

HSBC Bank in the Community – 2016 Highlights

HSBC’s community investment activities are part of HSBC’s global, comprehensive commitment to sustainability. We contribute to charitable programs that benefit communities in the areas of education, the environment and health, and our employees get involved through volunteering.

The charities and programs we support reflect the diversity of our workforce and the communities where we operate, including:

• Canadian Centre for Gender and Sexual Diversity, Gender and Sexuality Alliance Program. Supported 250 students with HSBC Pride micro-grants for student-led initiatives related to gender & sexual diversity.

• Enactus Canada, HSBC Indigenous Advancement Project. Awarded six teams of post-secondary students with a grant to support the advancement of Indigenous communities.

• Enactus Canada, HSBC Woman Leader of Tomorrow Awards Program. Recognized six female post-secondary student leaders with a financial award and project grant to support projects focused on the advancement of women.

• Ensemble, Tolerance Caravans. Supported educational workshops in Montreal for 6,700 students aged 15-17 focused on how to manage bullying and discrimination in school.

• Indspire, HSBC Indigenous Business Award. Supported 164 Indigenous business students across Canada with a $3,000 scholarship to pursue post-secondary education since 2014.

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416Scholarships and awards provided to students in the 2015-16 school year

6,212Hours volunteered by HSBC employees during work time

50/50HSBC Bank Canada's Board of Directors remained gender-balanced, and 60% of senior leadership roles were held by women

HSBC Bank Canada in the Community: 2016 Highlights

One of Canada's Best 50 Corporate CitizensAccording to Corporate Knights magazine

158,000Children and youth benefitted from programs in education, the environment and health

$7.1 millionDonated to community programs across Canada

www.hsbc.ca For more information visit hsbc.ca/community

HSBC Canada @HSBCCanada @HSBC_CA

• Pathways to Education Canada, HSBC Indigenous Educational Attainment Fund. Supported 124 at-risk Indigenous youth with educational, financial and emotional supports to help them graduate from high-school since 2014.

• HSBC Bank Canada Volunteer Fund. Contributed $100,000 to charitable causes that our employees care about and actively volunteer with. In 2016, more than $41,000 of the fund supported initiatives that directly support our diversity and inclusion areas of focus.

Constraints

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Through the success of our Diversity Internship Program (2014-16) we established key relationships and working partnerships with colleges, community and professional placement organizations linked with the Indigenous and Persons with Disabilities communities. We will maintain our presence with these groups and social media forums to promote job openings to address the gaps in our workforce specifically around these two groups.

A self-identification survey refresh campaign is planned for the latter half of 2017, we anticipate seeing an increase in self-identified Persons with Disabilities and Aboriginal Peoples from our existing population.

Additional measures as outlined throughout this report continue to be implemented going into 2017, specifically targeted outreach and attraction of experienced mid and senior indigenous and Persons with Disabilities professionals for open positions at the bank.

Committed to Inclusion

We continue to build on our established foundation of inclusion, accommodation and equity while reviewing employee, market, organizational and governance needs.

Our recognition in 2016 by the Federal Minister of Employment, Workforce Development and Labour with two Employment Equity Achievement Awards, confirmed our strategy design-points.

Actions to enhance diversity and inclusion will continue under the leadership of the Diversity & Inclusion Council and our Head of Diversity, Equity & Inclusion, including ongoing consultations and feedback from ERGs. We will maintain close working partnership with our Corporate Sustainability team to leverage resources and opportunities to drive change.

HSBC will continue with the implementation of hiring and promotion goals, specifically around the Persons with Disabilities and Indigenous professional population - until such time as the work-force becomes fully representative, which HSBC anticipates will occur by 2020.

Connect with us on-line

• www.hsbc.ca• www.hsbc.ca/careers• www.hsbc.ca/community• www.facebook.com/HSBCNOW• #HSBCCommunity• #HSBCPride

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Issued by HSBC Bank Canada We are a principal member of the HSBC Group, one of the world’s largest banking and financial services organisations with around 4,000 offices in 70 countries and territories.

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