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Standard Chartered Bank offers a comprehensive employee benefits package, but when compared to global peers such as Citi, JPMorgan, HSBC, and Barclays, there are both strengths and areas for improvement.

In terms of compensation, SCB provides competitive base salaries across regions, particularly in Asia and the Middle East, where it has a strong presence. However, it is often perceived as more conservative in its approach to performance-based bonuses. In contrast, banks like JPMorgan and Citi typically offer higher overall compensation, with a stronger emphasis on variable bonuses tied closely to individual and business performance. This makes those institutions more attractive for high-performing front-office staff, especially in revenue-generating roles.

SCB’s retirement and pension benefits are well-structured and generally aligned with market standards. Employees usually have access to defined contribution plans, with the bank making regular contributions. However, competitors such as Barclays and JPMorgan often go further by offering matching contributions, deferred compensation options, and more robust long-term incentive schemes, especially in their home markets.

When it comes to healthcare and insurance, SCB provides solid medical, dental, and life insurance coverage. These offerings are consistent across its core geographies, particularly in Asia. However, U.S.-based banks like Citi and JPMorgan tend to offer more expansive health benefits, including access to premium healthcare networks, fertility and family planning support, mental health stipends, and broader wellness programs. These added layers make a meaningful difference for talent in regions where healthcare is privately administered.

On the work-life balance front, SCB has made notable improvements in recent years. Flexible working arrangements, hybrid office policies, and generous vacation and parental leave policies have helped the bank maintain a reputation for employee-friendly practices. Compared to peers like HSBC or Barclays, which have implemented similar hybrid models, SCB stands out for its consistency and flexibility across different regions. That said, in some areas, larger U.S. banks are beginning to push for a return to the office, which could give SCB an advantage in attracting talent that values hybrid or remote work.

In terms of career development, SCB invests in learning platforms and encourages internal mobility, particularly across emerging markets. However, it could do more to formalize rotational programs and leadership development tracks. JPMorgan and Citi, for example, offer structured talent pipelines and international rotation programs that are highly attractive to early-career professionals seeking global exposure.

Finally, SCB is well-regarded for its commitment to diversity and inclusion, with clear targets and employee networks supporting gender, cultural, and generational diversity. However, some peers, especially in North America, have made more aggressive investments in sponsorship programs and external partnerships to elevate underrepresented talent into leadership positions.

To enhance its employee value proposition, SCB could consider a number of initiatives. First, it should reassess its bonus structure, especially for front-office and high-performing staff, to remain competitive with more aggressive global players. Introducing long-term wealth creation tools such as equity options or deferred bonuses would further align employee incentives with the bank’s performance. Expanding wellness benefits, particularly around mental health, family care, and flexible insurance, would improve support for a diverse workforce. SCB could also benefit from formalizing international rotation programs to provide more global career paths and improve its ability to retain high-potential talent. Finally, by better communicating its strengths in flexibility, mobility, and emerging market leadership, SCB can more effectively position itself as an employer of choice in the global financial sector.

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I was able to help Reggie out by showing him how to use the new coffee machines and handed him some hot chocolate👍🏼

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Here is my friend Fernando, who has been a Liverpool fan since 2015.

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Team w1 - momentum 10

William Parkes

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I interviewed Simphiwe Tsela during one of our volunteering outings. She told me that she likes giving back to communities and those that are not as privileged as we might be. She said that she also volunteers outside of SCB and tries to do 50 hours of community service every year. She also told me that she has been volunteering from an early age and it was one of her many passions. She highlighted that she was so excited when she got to SC and found out about the volunteering programme and 3 days of annual volunteering leave

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Interview with Joshua Oyange, Mental Health First Aider at Standard Chartered (Africa & Middle East)

Q: What motivated you to become a Mental Health First Aider at SCB?

A: In 2019, shortly before the pandemic, I joined the second cohort of MHFA training, driven by a desire to support colleagues dealing with stress and uncertainty. I wanted to contribute authentically to Standard Chartered’s people-first culture.

Q: What does your role involve on a daily basis?

A: As an MHFA, I’m a peer listener, not a mental health professional. I offer confidential, non-judgmental support, guide colleagues to resources like Unmind or the Employee Assistance Programme, and help reduce stigma through awareness.

Q: How is the MHFA program supported at the bank?

A: SCB has trained over 600 Mental Health First Aiders globally, backed by senior leadership and integrated into wellbeing initiatives at individual, team, and organizational levels. Tools like Unmind provide both proactive and reactive care.

Q: What impact have you seen since your involvement?

A: Within my region, colleagues feel more comfortable discussing mental health. The everyday conversations we create alongside formal channels, are helping normalize wellbeing and building a more supportive environment.

Q: What advice would you give someone considering to become an MHFA at Standard Chartered?

A: Go for it. If you care, you can listen, you don’t need to solve everything. You’re there to be present, guide appropriately, and embody SCB’s “Here for good” values in action.

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SCynergy

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The spirit of a team, everyone handling a role. Better together!!!!

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SCynergy

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SCynergy

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SCB:

1. Access to “Futuremakers” global learning platform

2. Uses LinkedIn Learning and Degreed for digital skills and ESG training

3. Promotes internal mobility via “Learn, Lead, Grow” initiative

HSBC:

1. Structured mentorship with tracking and reverse mentoring

2. Learning tied to career progression and promotion

3. Integrated learning dashboards with performance reviews

Enhancement Suggestions for SCB:

1. Add structured mentorship with matching algorithms

2. Link course completion to career advancement

3. Integrate learning progress into performance evaluations

SCynergy

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Sharpening my communication skills through role play, introducing two colleagues and learning the power of presence, clarity, and connection. #WorkplaceReadiness #Teamwork

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Team: the catalysts W3 photo 2/2 (response) 

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Team: the catalysts W3 photo 2/2 (response) 

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photo 1/2

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Every great journey starts with a plan. Here’s mine- focused, intentional, and driven by purpose. #GrowthMindset #SCBClientCoverage

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From strangers to collaborators.  Networking is more than a skill, it’s a shared mindset. Grateful to grow alongside such an inspiring team.      #CommonTrait #ConnectedForSuccess

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Proud to share my Skill Passport, a reflection of the experiences, growth, and competencies I’ve built so far. #CareerDevelopment #LifelongLearning

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I had a chat with Joseph, a devoted Liverpool fan who balances his career in banking with an unwavering love for the Reds. He said: “Liverpool taught me that setbacks are part of the journey. Like Mo Salah once said, ‘I always try to see my weakness, work on it, and be better.’ That’s the same approach I take in my professional life, always improving, always pushing forward. YNWA.”

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The Acronyms - Scott Weitman

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Visualizing the future I’m building, where purpose, impact and global finance align.This 2035 career vision board keeps me focused on growth, leadership, and legacy.                          #CareerGoals #VisionBoard2035 #SustainableFinance #GlobalImpact

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Learning to receive constructive feedback transformed how I grow, adapt, and improve.

It’s not criticism, it’s a catalyst for becoming better.

#GrowthMindset #ConstructiveFeedback #ProfessionalDevelopment

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Unveiling our refreshed campaign, where cross-border growth, sustainability and affluent ambitions meet. Rooted in purpose, aligned with our brand, and driven by impact.    #Futuremakers #SustainableFinance #AffluentBanking #StandardChartered

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Catalysts: customer request against bank policies 

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Catalysts: customer request against bank policies 

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Fernando is a huge Liverpool fan, and we had a great interview!

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I also subscribed

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Main difference between HSBC and Standard Chartered’s 401k plans is that HSBC will match up to 6%, while Standard Chartered only matches 4%. Also, HSBC will contribute to a Roth IRA, while Standard Chartered does not match for this account. For Standard Chartered to be competitive on this subject, they could raise the amount the bank matches.

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Opening the door for a colleague Ignacio Ortiz - Momentum 10

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Opening the door for a colleague Ignacio Ortiz - Momentum 10

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sat down with Jonah to talk all things Liverpool

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Offered last pack of cookies in the store which he was looking for.