HSBC vs Barclays:
A CHRO Perspective
Discover how HSBC and Barclays compare across purpose, values, behaviours and leadership — and how real-time competitor benchmarking transforms culture data into strategic advantage for CHROs.
Deltabase Culture Intelligence reveals not just how employees feel, but how that sentiment compares across the sector — equipping CHROs with the insight to protect strengths, address vulnerabilities, and position culture as a measurable competitive differentiator.
Industries
Finance
Date:
Jun 2025
Timeframe:
2019 -2024
Expert:
Alastair Whiteley
HSBC and Barclays are two titans of British banking. Despite operating in a highly regulated, high-pressure industry, each has built a distinct culture shaped by global reach, legacy, and brand power—recognised both internally and externally. Externally, they’re institutions in their own right.
But when you look at how employees feel about working there, the differences are telling—and they give you practical options as a CHRO: where to protect what’s working, where to intervene, and what to prioritise depending on whether your strategic focus is growth, transformation, cost, risk, or retention.
A Deeper Look at Culture Insights
Using employee Net Sentiment Scores (NSS) across Deltabase’s 12 cultural themes, HSBC leads across more categories overall, while Barclays is ahead on the “felt” outcomes that often drive attraction and retention: rewards, balance, and a less-negative sense of purpose.
HSBC gains on Development, Inclusion, and Collaboration; Barclays on Rewards, Balance, and Personal Fulfilment.
HSBC records stronger sentiment in 7 out of 12 themes—most notably Collaboration (+43.5), Learning & Development (+56.0), and Diversity & Inclusion (+42.7), pointing to an environment where people feel supported by colleagues, see structured development, and experience inclusion more positively.
Barclays outperforms in Pay & Rewards (+37.9 vs +12.0) and Work-Life Balance (+15.5 vs +2.9), and is also less negative on Purpose (-58.9 vs -73.2)and Career Progression (-38.3 vs -46.0)—signals that employees may feel better compensated, more able to sustain pace, and slightly clearer on the “why” and “what’s next.”
These contrasts create clear CHRO options: double-down on what employees already believe, or use competitor deltas to justify targeted change where perception is dragging outcomes.
HSBC Cultural Strengths
Learning & Development (NSS: +56.0)
A significant highlight. HSBC appears to provide structured growth and upskilling opportunities, reinforcing long-term commitment to employee development.Collaborative (NSS: +43.5)
A strong team culture sets HSBC apart, with employees frequently noting mutual support and cross-team collaboration.Diversity & Inclusion (NSS: +42.7)
HSBC’s efforts toward fostering inclusivity are resonating with employees—reflected in one of its highest sentiment scores.
Barclays Cultural Strengths
Pay & Rewards (NSS: +37.9)
The top-performing theme for Barclays. Staff clearly feel adequately rewarded, a key driver of satisfaction in the sector.Work-Life Balance (NSS: +15.5)
Barclays stands out for providing better flexibility and manageable workloads—12.6 percentage points ahead of HSBC.Career Progression (NSS: -38.3)
Though still negative, Barclays outpaces HSBC here—suggesting a slightly more optimistic view of mobility and advancement.
| Cultural Framework | HSBC | Barclays | Best Performer |
|---|---|---|---|
| Supportive | -18.3 | -22.5 | HSBC |
| Career Progression | -46.0 | -38.3 | Barclays |
| Progressive | -75.4 | -76.6 | HSBC |
| Collaborative | 43.5 | 35.2 | HSBC |
| Empowered | -37.6 | -47.5 | HSBC |
| Agility & Bureaucracy | -79.5 | -77.0 | Barclays |
| Pay & Rewards | 12.0 | 37.9 | Barclays |
| Work-Life Balance | 2.9 | 15.5 | Barclays |
| Learning & Development | 56.0 | 39.8 | HSBC |
| Tech in Workplace | -37.6 | -43.5 | HSBC |
| Diversity & Inclusion | 42.7 | 27.0 | HSBC |
| Purpose | -73.2 | -58.9 | Barclays |
Turning Competitor Insight into Strategic Advantage
Comparing HSBC and Barclays isn’t just an interesting culture snapshot. It demonstrates something more powerful: how real-time, external employee sentiment can be used as a live benchmarking engine.
Traditional engagement surveys tell you how your people feel.
Deltabase shows you how your people feel relative to your competitors and your sector — continuously.
For a CHRO, that difference is material.
Because culture does not exist in isolation. Talent markets are comparative. Employer brands are comparative. Retention risk is comparative.
When you can see that:
A competitor is outperforming you on Work-Life Balance,
Or gaining ground on Career Progression,
Or suffering a deep decline in Purpose,
you are no longer reacting internally — you are making informed strategic choices externally.
