Barclays 2013 Annual Report Download - page 89

Our 2013 priorities established the D&I foundation. We have expanded
our global agendas to include multigenerational and multicultural, and
have successfully launched the first in a series of listening groups. We
commenced our deployment of our Unconscious Bias Leadership
programme for our global Managing Director and Director population
of over 8,000 leaders. Most significantly, we have aligned strategic
deliverables to our Values and to the Transform priorities, and are on
course for reaching our 2018 gender target of 26% senior female
leadership (Directors and Managing Directors).
Gender
Achieving a better balance between male and female employees,
particularly at the senior leadership level, is a challenge that many
financial services organisations face. Increasing female representation
will continue to be a key priority for our diversity and inclusion strategy.
2013
2012
51
51
37
36
23
22
12
11
20
8
% female staff
– all grades
% female
Vice Presidents and
Assistant Vice Presidents
% female Directors
% female Managing
Directors
% female Board
members
Female representation
Above shows the positive change in female representation within Barclays
from 2012 to 2013
We have achieved significant progress in the representation of females
in senior leadership. Not only do we have three women sitting on our
Group Executive Committee, but also female representation at Board
level reached our target of 20% for 2013.
The turnover of all female employees across the bank was 14% in 2013,
below the 15% average for all our employees. Going forward, we want
more talented women to join Barclays and develop their careers with
us. Our programme to provide high-potential female employees with
targeted development and mentoring currently has more than 100
participants, while membership of our Women’s Initiative Network
continues to grow globally. Not only are we looking at the senior
leadership population, but our target of a 50/50 gender split for our
graduate recruitment means that our efforts stretch across the bank’s
entire talent pipeline.
We are consistently seen as leaders within the gender agenda by
external benchmarks, best seen by our seventh consecutive year within
The Times Top 10 Workplaces for Women. Both Maria Ramos and Val
Soranno Keating have been listed within Fortune’s Most Powerful
Women 2013, giving credit to the strong women we have in leadership
positions within the organisation.
LGBT
Our support for our lesbian, gay, bisexual and transgender (LGBT)
colleagues continued to advance in 2013. Membership of our
award-winning Spectrum network for LGBT employees stands at more
than 3,000 globally. The network continued its previous success of
launching the first ever LGBT employee network mobile app by hosting
the UK finance industry’s first ever transgender awareness event at 1
Churchill Place.
We continue to support Pride events and awareness campaigns around
the world, including World AIDS Day and other fundraising events
which take place across Barclays.
Barclays were ranked second – our best ever result – by the charity
Stonewall in its 2014 Global Workplace Equality Index, whilst also being
awarded their ‘Star Performer’ award for the second year running. We
remain the only financial services organisations to have been named in
the top 25 LGB employers list every year since the launch of the Index,
marking a decade of being named one of the top LGBT employers.
Disability
Last year saw significant milestones within the disability agenda. Sir
David Walker sponsored the Barclays Accessibility statement, ensuring
we not only comply with UK and international legislation, but we help
to create an inclusive environment for all our disabled colleagues. The
Reach employee network grew a further chapter in Tokyo, whilst
Barclays became signatories to the Disability Confident Campaign.
Not only were we named winners of the BDF Disability Standard and
Best Service Provider 2013, but our audio ATMs won both Best
Innovation at UKUX and the RNIB Exemplars’ Award, recognising that
we always have our diverse customer base in mind when designing
new and innovative services.
Aligned to our equal opportunities approach, applications for
employment by disabled persons are always fully considered, bearing in
mind the aptitudes of the applicants concerned. In the event of
members of staff becoming disabled, every effort is made to ensure
that their employment with the Group continues. Furthermore, it is the
policy of the Group that appropriate training, career development and
the promotion of disabled people should, as far as possible, be identical
to that of other employees. We also monitor a number of indicators
relating to disability in order to address the underlying causes of
workplace issues, for example the number of working days lost due to
musculoskeletal problems. In 2013 3% of our global workforce
declared themselves as having a disability.
2013
2012
1%
1%
26%
25%
59%
59%
14%
15%
62+
(Traditionalists)
43 to 61
(Baby Boomers)
27 to 42
(Generation X)
26 and below
(Gen Y/Millennials)
Multigenerational
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