1. Please share a brief about your journey of transformation to parent-friendly work culture.

Supporting working parents has long been a priority for us, but in recent years, we’ve amplified our efforts to foster a truly parent-friendly culture. As the needs of our workforce have evolved, we’ve deepened our commitment to creating an environment where parents can thrive both professionally and personally.

Our transformation has been driven by continuous listening — through employee feedback, employee resource groups, and manager and employee return-to-work check-ins — which has shaped meaningful changes. We’ve enhanced our parental leave policies, introduced more flexible working arrangements, and created clearer re-entry support for those returning from leave. We also recognise that support goes beyond policy, so we’ve focused on building a culture of empathy and inclusion and normalising conversations around caregiving needs.

This evolution isn’t about a single initiative — it’s about embedding parent-friendly thinking into the way we work. We’re proud of how far we’ve come, and we’re committed to continuing this journey with and for our people.

2. What inspired you to join this movement towards building a parent-friendly workplace?

Our motivation to build a parent-friendly workplace stems from a core belief: people do their best work when they feel supported as whole individuals- not just employees. We know that when people have a healthy balance between work and home life, they’re happier, more engaged and ultimately perform better.

The COVID-19 pandemic was a turning point. It brought a unique visibility into our colleagues home lives- we saw children on video calls, heard the background noise of family life, and collectively experienced a shift in how work and life intersect. It humanised the workplace!

Rather than simply adapting to this new reality, we saw an opportunity to build on it- to strengthen the way we support working parents and makes integration between personal and professional lives even more seamless. The shift reinforced our commitment to not only accommodate but actively champion working parents. It’s no longer just about flexibility, it’s about empathy, inclusion and creating a culture where people don’t have to choose between being a great parent and doing great work.

3. Please share ONE unique parent-friendly workplace initiative that your organization is particularly proud of and has made the biggest impact on your employees.

One of the parent-friendly initiatives we’re most proud of is our inclusive fertility medical insurance coverage, which supports both married and single employees. This benefit reflects our belief that the path to parenthood is deeply personal and should be supported in all its forms.

Our coverage includes fertility treatments, egg and sperm freezing, and extends to individuals regardless of gender and marital status — a deliberate move to ensure equity and inclusion. By acknowledging the diverse ways people build families, we’re helping to remove financial and emotional barriers that often come with fertility planning.

This initiative has had a profound impact. We’ve received personal, heartfelt feedback from employees who felt seen, valued, and genuinely supported — especially those who previously felt that fertility support was out of reach or not meant for them. Beyond the policy itself, it sends a strong message: we care about our people’s lives beyond work, and we’re willing to invest in their future, however they define it.

It’s more than a benefit — it’s a reflection of our culture and commitment to supporting every stage of the parenting journey, from planning to parenthood.

4. In your opinion, what are the key benefits organizations can achieve by shifting to parent-friendly workplaces and culture? makes parent-friendly workplaces the wave of the future?

Shifting to a parent-friendly workplace is a strategic move. When organisations build a culture that actively supports working parents, they see tangible benefits: higher engagement, stronger retention, and increased productivity. Employees who feel empowered to manage both work and family life are more loyal, motivated, and committed to long-term success.

These policies also expand access to top talent, particularly among women and caregivers, who increasingly seek employers aligned with their values. In today’s competitive market, offering family-friendly support is no longer a differentiator — it’s an expectation.

Importantly, a parent-inclusive culture enhances brand reputation, both internally and externally. It signals to current and future employees, clients, and stakeholders that the organization values people, equity, and long-term wellbeing. That builds trust, loyalty, and emotional connection.

In a world where talent expectations, social responsibility, and business performance intersect, parent-friendly workplaces aren’t just a trend — they’re the future. The organisations that recognize this now are positioning themselves as leaders in resilience, relevance, and humanity.

5. Can you please share two to three quotes from your employees as positive testimonials to how your parent-friendly policies have supported them in their everyday lives?  

Rebecca McKillop-Haigh

Associate Director

It was a huge support to have HSBC’s fertility support when growing our family - it eased the financial burden and gave me the confidence that my employer was there for me, in all life’s journeys. The tremendous support I’ve received during pregnancy and now on maternity leave has been in no small part due to HSBC’s policies. The comprehensive maternity leave, support for complex births and of course the surprise baby box delivery have been fabulous. Plus, the support network extended by our Nurture ERG has allowed me to connect with colleagues and build a broader community.

Stephanie IP

Regional Chief Risk & Credit Officer

For me, parent-friendly simply means that I am able to balance having a successful career with having and bringing up my children, I took extended maternity leave for each baby and a mini sabbatical when the children were young so we could spend a full summer together. Day to day, working for a parent-friendly firm means I am able to organize my days in a way that I can deliver on the job but also be there for my kids.

Sherry Rafi

Transaction Director

HSBC Bank Middle East has been an amazing and essential support as part of my journey to become a mother via adoption. From the simple (but key!) things like flexibility and support from my line manager to bank wide policy items like making adoption leave the same as maternity leave – all made the stressful process much easier on the professional front.

Upon returning to work, the support has continued with networking with other new mums as well as providing parental leave to help navigate the first year as a mother. 

I could not have done this without them – thank you. 

Aneesa Mala

Global Mobility Relationship Manager

As a mother to two young children (one with special needs) working for a ‘parent friendly’ organization gives me the confidence that we are focused on ensuring wellbeing beyond the workplace. When I walk into the office I feel I do not need to choose between my home life and work life and the organization understands the need for both to run harmoniously in parallel for an employee to be their ‘best self’ at work. It creates a welcoming tone to any parent and silently reassures us that we can be open about our parental commitments that may require us to be flexible in our working styles.

Amin Assalama

Senior Vice President

The support offered to me as a new Dad has been great. From the paternity leave I’ve taken to the surprise baby box of goodies received just after the birth. I’ve felt so supported in this exciting moment of my life and I’m also looking forward to using the paid parental leave once baby gets a bit bigger. 

6. You support your employees in a special way through offering remote working, staggered hours, flexibility around school events and accommodating caregiving responsibilities. Please share real story(s) (anonymous if you prefer) where your employees have benefited from this support.  

I became a first-time mother in June 2024 and thanks to the nurturing environment at HBSC, I was able to take my fully allotted maternity leave (as part of the new policy) of 6 months. I spent 6 beautiful months with my son where I faced day by day what this new stage of life fully entails. I was challenged, I was ecstatic, I was scared but through it all, I received multiple feedback from senior management in the bank to enjoy this precious time with my family and work will be there for you after this period.

I returned back to work from my maternity leave in Jan 2025 and was recognized by HSBC for the work I had done over the first 6 months of 2024 in terms of deal flow and generating business for a top SWF in the country and was thereafter promoted to Senior Vice President in March 2025. This is only a testament to HSBC’s successful implementation of an empowering environment wherein I am able to be both an investment banker and also a first-time mother, who is just learning how to balance between both worlds at this stage (and knowing deep-down, HSBC will always be there to support).

Fatima Galadari

Senior Vice President | UAE Government Coverage

7. Could you describe a moment where insights from collected data (such as employee surveys, system generated) played a key role in achieving a positive result or overcoming a challenge being faced by your employees?

One pivotal moment came when we analysed employee surveys (alongside the feedback gathered from our employee resources groups), which revealed that time off consistently featured in the top three benefits employees valued most. This insight guided us to launch enhanced paid time off policies in 2024/25 — including caregivers leave and expanded maternity and paternity leave — designed to better support our people’s diverse family needs.

Since implementing these changes, employee sentiment has improved, reflecting the positive impact of additional time off and stronger support systems.

This experience demonstrated how data can uncover key priorities and guide targeted actions that make a real difference. By listening closely and evolving our policies accordingly, we’ve been able to turn valuable insights into meaningful change.