Crédit Agricole CIB, a leading European corporate and investment bank headquartered in France, renowned for its steadfast commitment to sustainable finance and social responsibility, is dedicated to assessing the environmental and social impacts of its operations. Aligned with the Crédit Agricole Group’s visionary ‘2025 Ambitions’ strategic plan, the bank is driving forward three key projects: client-focused, human-centric, and societal-driven, showcasing its holistic approach to progress. Noteworthy is Crédit Agricole CIB’s strategic commitment towards Diversity and Inclusion (D&I), including a recent intensification of the inclusion of people with disabilities in Hong Kong marking a significant milestone in its journey locally.
We are delighted to have Ms. Reema Shankar, Human Resources Executive Director at Crédit Agricole CIB, share her collaborative efforts with CareER in fostering diversity of talents within Hong Kong’s dynamic community.
How did your organisation begin the Diversity and Inclusion (D&I) journey in Hong Kong? And why did you decide to participate in The Hong Kong Jockey Club Community Project Grant: CareER Thriving Grass Career Development Programme (Thriving Grass)?
In the Asia-Pacific region, of which Hong Kong is a hub of our activities, as in the rest of our network, diversity is our reality. Our regional franchise epitomises diversity with team members of 29 different nationalities, a multi-generational workforce, and a nearly equal representation of women and men. We want to embrace all identities and abilities, which makes us a more inclusive and performant team.
Our organisation began its D&I journey in Hong Kong by focusing on raising awareness, a crucial starting point that laid the foundation for future progress. This evolution spanned from an initial lack of awareness to gradual acceptance and active engagement. Key to this journey was the establishment of our local employee-led network, embodying Real Initiatives Seek Equality (RISE). Comprising of dedicated individuals who volunteered their time, RISE drives the D&I agenda within the branch, turning ideas into impactful actions. One significant initiative undertaken was the creation of the mentoring programme, pairing junior female employees with senior leaders for enriching cross-functional interactions. This programme, now in its fifth edition, has proven invaluable for professional development.
While we have put in place schemes to promote diversity of gender, origin, and background for years, we would like to step up our approach to the integration of people with disabilities, inspired by our head office’s 15-year commitment to this stake, which has resulted in an employment rate of 3.5%. The decision to collaborate with CareER and participate in Thriving Grass stemmed from a transformative encounter at an industry forum where Walter Tsui, the Co-Founder and CEO of CareER, shared his inspiring journey. Walter’s openness about his disability, challenges and transformation resonated deeply, prompting organisational reflection and action.
What are the takeaways during the process?
Senior leaders have recognised the value of diverse backgrounds for fostering innovation and enhanced problem-solving skills, crucial for reflecting the diversity of our clients and achieving success.
When leadership prioritises diversity, it sets a positive tone that permeates through the organisation, facilitating HR in implementing policies and practices.
CareER has been very helpful to guide our recruitment strategy and ensure that it is inclusive and effective. This includes notably an awareness workshop with CareER to equip hiring managers with the necessary skills to support inclusive hiring practices, emphasising on the importance of recognising the strengths and talents that candidates with disabilities can bring to the Bank. It was followed by an accessibility assessment of our offices, to gauge readiness to recruit and onboard people with disabilities.
Moreover, in the realm of recruitment, a seamless interview and onboarding process are key to underscore the organisation’s commitment to inclusivity. By respecting individual preferences and fostering open dialogues, we ensure a welcoming environment for every new team member, embodying the principles of equality and respect.
(Line Manager with Benjamin(CareER intern))
Any feedback on CareER after the Thriving Grass Programme? Will there be any next steps?
Following an enriching experience with CareER’s Thriving Grass Programme, the journey towards fostering diversity of talents within our organisation has taken significant strides. The responsiveness and personalised guidance from the CareER team have been pivotal to shaping our approach to inclusivity of people with disabilities.
One of the standout aspects of our collaboration with CareER has been the emphasis on customisation and adaptability, recognising the unique dynamics of each organisation. The realisation that a talent with or without a disability can fit our job requirements equally sparked our renewed commitment to ongoing partnerships for future recruitment initiatives.
Our inaugural hire from CareER talent pool marks the beginning of a promising alliance, with plans in place for regular and strategic recruitment aligned with our evolving needs. Special mention to my colleague Gabriella Tong, who played a crucial role in this recruitment process. We are now looking forward to welcoming more profiles from this pool, and the next CareER Inclusive recruitment fairs will be other opportunities to engage with talented candidates.
As we continue on this journey with CareER, we are excited about the prospects of further collaboration, paving the way for a more diverse, equitable, and thriving workplace.