The Challenge
Since opening its doors in 1996, HSBC Bangladesh has grown significantly, now employing over 800 team members. However, by 2020, only a handful of mid-level leadership roles were occupied by women, and most senior management roles were occupied by men. The underrepresentation of women in senior leadership roles revealed a critical gap within HSBC Bangladesh.
HSBC female employees often encounter systemic barriers, such as limited mentorship and growth opportunities, which are compounded by challenges in balancing career and societal expectations. This leads to slower career progression and higher attrition rates—11.8% for women versus 8.39% overall in 2018—resulting in lost talent and fewer diverse perspectives in decision-making.
Adding to this challenge was the prevailing mindset among many line managers, who were often hesitant to recruit or promote women into senior or leadership roles. Whether due to unconscious bias, traditional views on gender roles, or concerns about balancing professional and personal commitments, this reluctance narrowed the pool of opportunities available to female employees. As a result, fewer women were considered for leadership development, creating a persistent shortage of potential female leaders in the pipeline.
To remain competitive and uphold its reputation as an employer of choice, HSBC recognized the need to create a more equitable environment that directly addressed these challenges.
Strategic Initiative to Strengthen Leadership and Retain Top Female Talent
HSBC partnered with GP Strategies in 2020 to develop the F Major Program, a women leadership development initiative designed to build a representative leadership pipeline that reflects the communities they serve and fosters a culture where everyone can thrive, irrespective of their gender.
It began with a clear purpose: to address the very real challenges women encounter in their professional journeys. The F Major Program stepped in as a guiding partner, reaching female employees across junior, middle, and senior levels and equipping them with mentorship, skill development, and networking opportunities.
Alongside capability-building, targeted initiatives such as short-term assignments and regular conversations with the CEO and Head of HR played a pivotal role in shifting line managers’ mindsets toward onboarding and promoting female talent in mid-level management. These efforts translated into measurable progress: the representation of women at GCB 4 (senior manager) increased from 4% in 2019 to 14% in 2024, while at GCB 5 (manager), it rose from 14% to 19% over the same period—clear evidence of a stronger, more diverse leadership pipeline taking shape.
Through thoughtfully curated training sessions and workshops, the program focused on building technical, managerial, and leadership skills. Step by step, it created a pathway for women to excel in their current roles and prepare them with confidence for future opportunities that lie ahead.
The F Major Program:
Develops future-ready skills and mindset by combining technical and soft skill training with a focus on leadership, strategic thinking, and resilience through a growth mindset.
Builds confidence through mentorship from senior leaders, including board-level executives, and networking opportunities across the organization.
Fosters an inclusive and supportive environment with flexible policies, strong support networks, and initiatives that promote long-term engagement.
Providing Career Progression Opportunities
The program empowers female employees by addressing specific challenges, fostering professional growth, and creating a workplace environment that promotes long-term engagement and career success.
Through actively supporting the career progression of women, the program has helped HSBC build a more gender-diverse team, with the current diversity ratio standing at 25.3% (a 6% increase from 2020, prior to the program’s initiation).
72% of the female participants in the first cohort experienced a role movement (either a career progression or a lateral movement). In the second cohort, 65% of the female colleagues experienced role movement. This highlights the program’s effectiveness in facilitating tangible career growth for its participants.
Additionally, some participants secured regional roles within the larger HSBC group, demonstrating that they were able to apply their learning from the program in their roles, not just locally but internationally.
At HSBC Bangladesh, we are committed to creating a culture of continuous learning and development. Our ‘F Major Program’ is about empowering these talented women to represent Bangladesh and shape the future of our industry.
“I was very lucky to be part of the third installation of the F Major cohort, and I got myself a promotion to a middle-management role during this program.”
“Over the years, HSBC Bangladesh’s flagship F Major Program is helping create an equitable workplace by enabling female colleagues with the right tools to reach their full potential. As line manager of 3 recent F Major graduates, I can see how the intervention has augmented their confidence and their ability for strategic thinking. More than their personal growth, mentorship from senior leadership and well-designed interventions are helping grow colleagues’ leadership capabilities, enriching our organization with diverse perspectives, and creating an expedited pathway for future leadership journey.”
“The F Major program in HSBC Bangladesh has helped our female talent build more confidence and gain greater visibility across the organization.”
HSBC’s F Major Program was honored with a Gold Brandon Hall HCM Excellence Award in 2025 for the Best Leadership Development for Women category.
