Barclays 2014 Annual Report Download - page 78

76 I Barclays PLC Annual Report 2014 barclays.com/annualreport
Governance
In 2014 we signed our ‘Time to Change’ pledge on World Mental Health
day, expanding on our year-long ‘This is me’ mental health campaign
for colleagues. Our Employee Opinion Survey saw over 5,000 (6%)
Global colleagues identifying as having a disability. All those with an
interest in disability can join our Reach employee network, with new
chapters being launched this year across our global sites.
0.05%
0.04%
12%
11%
28%
27%
60%
62%
0.14%
0.35%
Above shows the different generations working at Barclays and the percentage change
during 2014
69+
(Veterans/Traditionalists)
51 to 69
(Baby Boomers)
39 to 51
(Generation X)
20 to 39
(Generation Y)
20 and below
(Millennial)
Multigenerational
2014
2013
We aspire to support our colleagues at all stages of their career, and
customers at key life stages.
With five generations represented in our global workforce, our
Multigenerational Agenda ensures colleagues of all ages have a voice.
Early Careers includes our significant Apprenticeship programme. In
addition, our ‘LifeSkills’ and ‘Bridges into Work’ programmes continue
to support those taking their first steps into the world of work.
Our new employee network Emerge supports anyone who has recently
joined Barclays whether they join as an apprentice, graduate or are an
experienced hire. This is in addition to our Working Families and Carers
network that connects colleagues across various life stages.
Our Barclays ‘Silver Eagles’ (part of our Barclays Digital Eagles team)
channel the skills and experience that our older colleagues bring; they
are in place to specifically support vulnerable customers or pensioners
to bank with Barclays in a way that works for them.
Our Armed Forces Transitioning, Employment and Rehabilitation
(AFTER) programme also continued to see ex-military talent join our
Company, or be supported to gain relevant work-ready skills.
In 2015, we will continue to embed our newly launched year-long focus
on ‘Dynamic Working’ further building engagement with colleagues
who wish to work flexibly, learning from the breadth of people who
already work for us in an agile or flexible way.
In the UK, we won ‘Best for all stages of Motherhood’ at the Working
Families Top Employers awards, in part for our approach to ‘Keep in
Touch’ Days for those on maternity leave and for our approach to job
share within our Retail bank. We were also named within the UK’s ‘Top
10 Working Families’ benchmark.
25%
26%
41%
47%
68%
68%
56%
59%
Above shows the percentage of underrepresented populations that make up our
global and regional populations. Note that underrepresented populations are defined
regionally to ensure inclusion with all groups in the workplace
a UK includes Asian, Mixed, Black, Other and Non-disclosed.
b US includes Hispanic/Latino, Asian, Mixed, Black, Other and Non-disclosed.
c South Africa includes African, Indian, Coloured, Other, and Non-disclosed.
UKa
USb
South Africac
Global
Multicultural
2014
2013
Inclusive of race, ethnicity, nationality and faith, our Multicultural
Agenda supports Barclays in its positioning as a market leader and the
‘Go-To’ bank for our colleagues, customers and clients. The 2014 focus
for the multicultural agenda has been ‘to foster a culture of
conversation’ with a series of events hosted to further build global
communication skills and global mindsets. Our Embrace network
brings together all those who share an interest in this agenda, including
the celebration of Inter Faith week in the UK.
In addition, we marked important cultural and religious calendar dates
throughout 2014, continued to offer both halal and kosher food in our
canteens, and to make quiet rooms available for prayer and reflection in
many of our larger sites.
Being voted one of the top 20 companies to work for in the UK by
multicultural graduates reflects the work we have done to ensure
young people from diverse backgrounds choose to bring their talent to
us (49% of Graduates and 74% of Apprentices were from Black, Asian
and Minority Ethnic backgrounds within our 2014 intake).
People