Barclays 2014 Annual Report Download - page 77

barclays.com/annualreport Barclays PLC Annual Report 2014 I 75
2014
2013
51
51.1
7.3
8.4
19.9
15.3
11.8
9.1
% female employees
% employees
working part time
% turnover rate
% resignation rate
Global employment statistics
Diversity and Inclusion
Barclays is committed to cultivating a working environment where the
unique talents of all employees are recognised equally. Attracting,
retaining and developing a diverse range of world-class professionals is
critical to our success as the ‘Go-To’ bank. Our global Diversity and
Inclusion strategy operates across five core pillars: Gender, LGBT,
Disability, Multigenerational and Multicultural.
A core priority in 2014 has been the continuation of our ‘Unconscious
Bias’ programme for our global Managing Director (MD) and Director
population which has now engaged over 8,500 leaders in the
importance of inclusive talent management. This is an important
enabler for our senior leaders to achieve their diversity goals set out in
our Balanced Scorecard. We aim to achieve 26% female representation
in senior leadership across Barclays by 2018.
We continue to receive national and international recognition for our
Diversity and Inclusion achievements from prestigious organisations
such as The Business Disability Forum in the UK, Community Business
in Asia, and the Human Rights Campaign in the US.
Gender
Ensuring female talent can thrive, particularly at the senior leadership
level, is a focus for many organisations that recognise the true value of
diversity. The strength of our commitment to improving gender balance
is evident by our Board Diversity Policy which states our Board-level
gender aspirations (25% female Board members), and by the inclusion of
senior leader gender goals within the Balanced Scorecard.
At all levels we are making progress. Our Board membership includes
three women, and additionally three members of the Group Executive
Committee are female. As regards to senior leaders (Director and MD),
our female senior leadership population stood at 22% at the end of
2014, which is a 1% increase year-on-year since 2011.
51
51
38
37
24
23
14
12
20
20
Above shows the positive change in female representation within Barclays during 2014
% female staff – all grades
% female
Vice Presidents and
Assistant Vice Presidents
% female Directors
% female Managing
Directors
% female Board members
Female representation
2014
2013
Our graduate recruitment target of 50/50 gender shortlists means our
focus on gender diversity extends to Early Careers. This is enabling
Barclays to grow a diverse pipeline of talent for the future. An inclusive
environment is vital to enable the talent we recruit to grow their careers
with us; our thriving global Women’s Initiative Network is just one way
we support this.
Independent assessment by external organisations continues to
validate our progress. For 2014, this has included being named for the
seventh consecutive year within The Times Top 50 Workplaces for
Women, and by our inclusion within the highly regarded ‘Working
Mother’ 100 Best Companies in the US. In Asia, Barclays won the
Women in Wealth Management Award, in part because judges were
impressed that 40% of senior leaders in Asia are female.
Helping to shape wider industry change, we launched our market-
leading Women’s Index (tradable exchange notes which track the
performance of companies with diverse boards). The launch of this
product has allowed us to engage in a richer dialogue with many of our
investor clients about their holistic goals for investment.
LGBT
Continually improving the workplace for our LGBT colleagues has been
another core focus for 2014. In the Employee Opinion Survey over
4,000 (4%) employees identified themselves as being Lesbian, Gay,
Bisexual or Transgender. Our employee network Spectrum continues to
go from strength to strength, enabling a conduit to all colleagues and
allies who share commitment to LGBT equality.
We were the main sponsors of London Pride and launched BPay, our
innovative cashless payment service, at this signature event. Via our ‘Ping
a Pound for Pride’ campaign, we raised £33,000 for the charity, further
increased via the fundraising which also took place to mark World Aids
Day and International Day Against Homophobic Oppression.
Barclays was ranked second in the 2014 Stonewall Global Workplace Equality
Index. We have also consistently ranked within the UK top 25 LGBT
employers every year since the launch of the Index. We were proud to
receive the Stonewall ‘Ad of the Year’ award for our Barclays Pride campaign,
which featured Barclays’ colleagues who represent the LGBT community.
Further profiling the diversity of our senior leaders, Mark McLane
(Global Head of Diversity & Inclusion) and Jeff Davis (Global Head of
Dealing & Sales Trading) were ranked 48th and 75th respectively in the
Financial Times OUTstanding list of 100 LGBT business leaders, whilst
Valerie Soranno Keating (CEO, Barclaycard) was placed 3rd in the
Financial Times ‘OUTstanding’ list of the top 20 high profile straight allies.
The breadth of our work to develop leading best practices for colleagues
and customers is why we have been named by Stonewall as one of just
eight ‘Star Performer’ organisations that are seen as leaders in their
industry. This prestigious recognition reflects our global work and our
steps to revolutionise service delivery. In line with our Global LGBT agenda
and being named as a Star Performer, we have made the commitment for
2015 and beyond to actively share best practices and mentor organisations
who are working to create a more inclusive work place culture.
Disability
We are moving closer to our publicly-stated ambition to be the most
accessible and inclusive bank. In 2014, our Accessibility Roadshow
toured the UK, spending a week in 45 of our flagship branches raising
awareness of the accessible services we offer. We launched innovative
new services, including Sign Video which makes it easier for Sign
Language Users to communicate and our ‘Beacon Technology’ trials.
The innovative technology notifies colleagues of a customer’s
accessibility needs when they enter the branch – helping us support
and serve our customers appropriately.
We are putting accessibility at the heart of a customer-centric service
and we have been delighted to receive awards for many of our
Accessible Services, including Talking ATMs, High Visibility Debit Cards,
and Colleague Accessibility Training Videos. We also won the Marketing
campaign of the year at the European Diversity Awards for the TV
advert that raised awareness of the audio functionality of our ATMs.
Aligned to our inclusion ethos, we review our recruitment processes to
ensure they are accessible for candidates with disabilities. In the UK we
are a Government accredited ‘Two ticks’ employer. Across the Group
we provide reasonable adjustments to ensure ability and skills can be
demonstrated by potential employees. Where colleagues acquire a
disability or health condition, every effort is made to ensure that their
employment with the Group continues. Similarly, we work to ensure
training, career development and promotion opportunities are
equitable for non-disabled and disabled colleagues alike.
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