Barclays PLC Diversity & Inclusion Report 2021
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Barclays PLC Diversity & Inclusion Report 2021
Barclays is a British universal bank. We support individuals and small
businesses through our consumer banking services, and larger businesses
and institutions through our corporate and investment banking services.
Growing. Together.
Our Purpose … influences … which we will deliver … creating positive
our strategy … through the Power outcomes for our
of One Barclays ... stakeholders.
We deploy finance Customers
responsibly to Our diversification, and clients
built to deliver
support people and double-digit returns
businesses, acting
Colleagues
with empathy and
integrity, championing The Power of
innovation and One Barclays
sustainability, for Strategic priorities to Society
the common good sustain and grow
and the long term.
Investors
Read more on why and how we Read more on our strategy on Read more on our business model See our Key Performance
are growing together on page 2 page 10 of our Annual Report at on page 12 of our Annual Report at Indicators on page 20
of our Annual Report at home.barclays/annualreport home.barclays/annualreport of our Annual Report at
home.barclays/annualreport home.barclays/annualreport
Which in turn helps
us fulfil our Purpose
Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Contents
Our Diversity and Inclusion disclosures form part
of the Barclays PLC annual reporting suite.
Inside this report
Chief Executive’s introduction 02
Our approach 06
Disability 08
Gender 10
LGBT+ 12
Multiracial 14
Multigenerational 17
Socio-economic 18
Talent 19
Global suppliers 20
Our communities 21
Recognising our work 23
Our experience, insight
and adaptability help
unlock opportunities.
See our back cover for an example
of how we are growing, together.
01 Barclays PLC
home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021
Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Chief Executive’s introduction
Investing in our culture
I believe strongly in the role of banks to support working in the UK and US. The number of colleagues
inclusion in all of its forms. That extends to the power of taking part in our Employee Resource Groups (ERGs),
finance in supporting inclusive growth in our economy and signing up to be allies, continued to grow to record
and our communities, as well as to our role as an levels, demonstrating how much our workforce cares
employer. We have over 81,000 colleagues working for about these issues.
our company, and want every one of them to feel they
Yet we know we have further to go. We are still not as
can bring their whole selves to work.
diverse or inclusive as we can be, and the progress we
“
I also want Barclays to be able to attract and retain the have made must be tempered with the knowledge that
best talent in the market. Diversity in the way we recruit, there is still much more to do. I am clear that we can
and equality of opportunity for talent to develop and only make the long-term progress we are striving for
thrive once they are within our organisation, help us by continuing to invest in our culture. We have over 81,000
foster a better workforce and deliver better outcomes colleagues working for
for our customers and clients. So does an inclusive
culture that ensures people from all backgrounds who
our company, and want
work here reach their full potential. every one of them to feel
I am glad to see some real progress this year, set out in they can bring their whole
this report. We took the important step to add
C.S. Venkatakrishnan
selves to work.
socio-economic inclusion as a specific Diversity and
Inclusion (D&I) agenda – a form of diversity often Group Chief Executive, Barclays
overlooked. We have continued to increase the number
of women in senior roles in our company, and are on See our strategy on pages 10 to 11
track to double the number of Black Managing Directors See our approach to managing risk on pages 44 to 46
See how we act in our society and environment on
pages 35 to 39
Go online at home.barclays/annualreport
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Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Chief Executive’s introduction continued
2021 Highlights
Transparency Accountability Engagement
Achieved gender target Strengthened our data insights Heightened awareness of diversity
We achieved our gender target for 28% female We enhanced the way we survey colleague and inclusion across Barclays
representation in senior leadership roles sentiment and we are using those insights We saw a year-on-year improvement in our
(MD/D) by the end of 2021 and have reset with leadership teams across the bank. Inclusion Index score and engaged with more
our Gender Ambition for 33% female All colleagues now have a specific personal colleagues than ever through webcasts,
representation in senior leadership roles objective focused on inclusion. workshops and town halls to improve
by the end of 2025. awareness.
Made progress on our Established Race at Work Champions Held inaugural Inclusion Summit
Race at Work Ambitions Champions represent each Business and We organised Barclays global inaugural
We have made strong progress against Function and are empowered to deliver. Inclusion Summit for leaders to accelerate
our Race at Work Ambitions and launched progress. The Summit aimed to disrupt
mandatory Race and Ethnicity training for colleague thinking, unleash new possibilities
all colleagues to build understanding and strengthen collective action to move our
and awareness. D&I agenda forward.
Launched a new Wellbeing Index and Broadened our focus by adding Evolved our Employee Resource Groups
launched ‘Developing our supportive a new D&I agenda to focus on We increased membership of our Employee
culture e-learning’ socio-economic diversity Resource Groups (ERGs) to an all-time high –
Our Wellbeing Index starting score in 2021 was We are a member of the City of London 25,000 colleagues are now involved globally.
84% giving us an important metric to measure socio-economic taskforce, launched in We also introduced Business Liaisons to help
the wellbeing of our colleagues. 2021, intended to improve socio-economic form better synergies across the business.
diversity at senior levels in UK financial and
professional services.
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Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Chief Executive’s introduction continued
Our global footprint
Number of global employees Gender representation by region by corporate grade
%
Global
MD/D 28 72
VP & Below 47 53
UK
MD/D 30 70
VP & Below 54 46
Europe
MD/D 22 78
VP & Below 35 65
29
APAC
MD/D 25 75
VP & Below 35 65
Number of countries
we operate in
81,600
Americas
MD/D 25 75
VP & Below 44 56
Number of people employed
55%
Female Male
54%
29%
12%
Male 5%
45%
Female
44,100
UK
23,800
Asia-Pacific
10,100
Americas
3,600
Europe
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Chief Executive’s introduction continued
Our global footprint
continued
Gender representation by ethnicity by corporate grade for the UK and US
%
United Kingdom United States
MD/D 30 70 MD/D 22 78
White White
VP & Below 56 44 VP & Below 43 57
MD/D 35 65 MD/D 36 64
Asian Asian
VP & Below 50 50 VP & Below 35 65
49
MD/D 49 51 MD/D 39 61
“
Black Black
VP & Below 57 43 VP & Below 67 33
What I see at Barclays is a
Other
ethnically
MD/D 26 74 Other
ethnically
MD/D 24 76 commitment from leadership at
diverse
colleagues VP & Below 53 47
diverse
colleagues VP & Below 55 45
the very top. My conversations with
leaders from all around the business
Female Female
have made it very clear that there’s
a genuine appetite to do more and
Male Male
Other ethnically diverse colleagues category includes Multiracial to really drive for progress in a way
that builds on a terrific foundation.
(mixed), Hispanic/Latino, Native Hawaiian or Other Pacific Islander
and Native American. USA relates to Country UK relates to Region.
Colleagues with an undeclared ethnicity and/or are based in
continental Europe and the Middle East (21% of our global Ray Dempsey, Chief Diversity Officer
population) have been excluded from all calculations.
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Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Diversity & Inclusion
Our approach to Commitments against
our Principles
Diversity & Inclusion Improving transparency
■ We will strengthen understanding and
application of data to drive progress.
■ We launched our new global Gender
Ambitions in early 2022 and will report
Being a diverse and inclusive company is an integral part on progress alongside Race at Work
of our success at Barclays. We remain committed to Ambitions.
building a supportive and inclusive culture, where Our Global Framework
We will enable and encourage our people
people of all backgrounds are represented, feel they
■
to voluntarily share their diversity data.
belong and can bring their whole selves to work. At Barclays, we focus on six intersectional diversity
and inclusion (D&I) agendas: ■ We will openly report diversity data and
Our success as an organisation is built on our ability to progress, both internally and externally.
listen to and understand a variety of perspectives, and
to respect and embrace diversity in the ways in which
1
we collaborate to service our customers and clients. Improving accountability
■ We will continue to leverage our employee
The key question, of course, is how to continue to drive engagement survey, Your View, to collect
progress. We have developed three principles that we colleague insights to focus efforts.
apply to our activity across all six intersectional diversity
and inclusion agendas. These are transparency,
6 2 ■ All colleagues will continue to have an
Inclusion objective, which is considered in
accountability and engagement. Showing fidelity to
line with their performance assessment.
these principles has helped us to achieve some
1
important steps forward and will remain core to our Business leaders continue to be
Disability
■
focus in 2022.individual’s identity that overlap, so we accountable for driving forward the D&I
consider the impact of intersectionality in our agenda, and a more inclusive talent
2
approach. pipeline, within their teams.
Gender ■ We will continue to drive regionally
appropriate interventions in core people
3 LGBT+ processes to attract, promote and retain
talent where needed to support equity.
4 Multicultural 5 3 Improving engagement
■ We will continue to provide a forum to
create safe spaces for sharing, listening
5 Multigenerational and learning to educate and build
understanding of diverse experiences
4 and perspectives, and create a more
6 Socio-economic inclusive environment.
■ We will seek to implement “best in class”
learning and development programmes.
For each agenda, we set priorities, appoint an accountable executive and we operate ERGs, that closely align
We will continue to encourage
to our diversity and inclusion agendas. We recognise that there are many elements of an individual’s identity
■
a culture of allyship and use of
that overlap, so we consider the impact of intersectionality in our approach.
our Power of Allies Toolkit.
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Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Diversity & Inclusion continued
Listening to our colleagues Employee Resource Groups
A core part of our focus in improving transparency,
accountability and engagement is listening to our What colleagues For over 15 years, our diversity networks have provided Our people policies
colleagues in particular through the use of colleague told us in 2021 a space for colleagues to celebrate diversity, foster
surveys. In 2021, 82% of colleagues told us they believe belonging and improve engagement. Today, with over We are an equal opportunities employer, which
leaders are committed to building a diverse workforce 25,000 unique members, allies and sponsors globally, by means we are committed to providing equal
79%
Overall Inclusion Index score amplifying the unique challenges of diverse groups at employment opportunities to all applicants and
and 76% of colleagues told us they feel everyone has
equal opportunities to succeed. These figures Barclays, our employee resource groups play an ever employees enabling them to enjoy a successful
demonstrate progress, but we aim to improve them. increasing role as a sounding board for the business, career at Barclays and progress through the
driving better understanding of the needs of our organisation. We do not discriminate based on
Our Inclusion Index, launched in 2020, continues to 2020: 76% customers, clients and communities. race, colour, creed, religion, national origin,
allow us to measure colleagues’ experience of how
To recognise this important role, effective January alienage or citizenship status, age, sex, sexual
inclusive the Barclays culture is and gives us a
Believe senior leaders are committed 2022, the diversity networks were relaunched as ERGs orientation, gender identity or expression,
benchmark for monitoring progress year on year.
82%
to building a diverse workforce and have expanded from 7 to 12 ERGs: marital or domestic/civil partnership status,
Our overall Inclusion Index score for 2021 is 79%, up
disability, veteran status, genetic information,
from 76% last year. 88% of colleagues say they feel Asian Professionals Resource Group
■
or any other basis protected by law.
included in their team.
■ Barclays Military Resource Group All of our people policies reflect relevant
In 2021 we strengthened our approach to asking 2020: 82% Black Professionals Resource Group employment law, including the provisions of
colleagues to voluntarily self-identify across ten
■
Emerge, the Emerging Talent Resource Group the Universal Declaration of Human Rights and
diversity questions in our employee engagement
88%
■
Feel included within their team ILO Declaration on Fundamental Principles and
survey Your View, in order to help us build a better Evolve, the Midlife Progression Resource Group
Rights at Work. We expect our people to treat
■
understanding of our workforce. Inspire, the Social Mobility Resource Group
■
each other with dignity and respect, and do not
For the first time in this survey, transgender identity was ■ Latin Professionals Resource Group tolerate discrimination, bullying, harassment,
asked as a separate question. It was also the first time 2020: 89% retaliation or victimisation on any grounds.
Multicultural Resource Group
we’ve asked about socio-economic background which
■
Reach, the Disability, Mental Health and We are committed to paying our people fairly
refers to the particular set of social and economic Feel everyone has equal opportunities
■
Neurodiversity Resource Group and appropriately relative to their role, skills,
circumstances that an individual has come from.
76%
to succeed experience and performance in a way that
Socio-economic inclusion will be a key area of focus Spectrum, the LGBT+ Resource Group balances the needs of all our stakeholders.
■
for our diversity and inclusion agenda moving forward. Win, the Gender Resource Group
■ That means our remuneration policies reward
The data and insight from these surveys forms an ■ Working Families Resource Group sustainable performance that is in line with
important part of our decision making, as well as 2020: 73% our Purpose and Values, as well as our
understanding opportunity for improvement. The Many of our ERGs also have an allyship initiative, risk expectations. You can find out more
results are also an important part of the conversations including Male Allies, Race Champions, Spectrum Allies information in our Fair Pay Report.
our Executive Committee and Board have about and Reach Purple Champions.
our culture. You can find more information on our
approach to hiring and retaining in our Annual
Report at home.barclays/annualreport
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Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Disability
Making all
abilities count
Our ambition is to become one of the most Recruiting with confidence Other initiatives include:
accessible and inclusive companies in the world. Barclays is committed to ensuring that people of all Hiring initiatives: In India, we run focused hiring
We remain committed to ensuring all our
■
abilities are able to access career opportunities and initiatives in partnership with specialised vendors to
colleagues with a disability, mental health and achieve their full potential. In 2021, we have continued reach untapped disabled talent. This has resulted in
neurodiverse condition achieve their full potential. to adapt our recruitment approaches around the world, colleagues joining the business with a wide range of
We are proud to have scored 100% in the US including running focused career days in partnership disabilities. We ensure all relevant colleagues are
Disability:IN benchmark; to be a ‘Leader’ in the with specialist charities and providing mentoring on trained to meet the needs of diverse candidates.
UK Department of Work and Pensions Disability CV writing and interview skills. We also continue to
Confident scheme; and to have provided develop a range of recruitment programmes in the ■ Empowering disabled students: In Tokyo, for
colleagues in India with the option to self-declare jurisdictions we operate in aiming to remove barriers example, we have supported a scheme where
their disability status as well as the nature of to employment, which includes our award-winning students with disabilities join to gain work
their disability. We also held a Courageous channel Able to Enable. As part of the UK Government experience and network opportunities to build
Conversation on disability in partnership with Disability Confident scheme, we encourage their own skills – for example, by taking part
Valuable 500. applications from people with a disability, in mock interviews.
11%1 of colleagues at Barclays tell us they or a physical or mental health condition. ■ Partnering with companies: In Singapore, Barclays
consider themselves to have a disability, mental was a founding member of the ‘Singapore Business
health or neurodiverse condition. By being Network on DisAbility’, partnering with other
disability, neurodiverse and mental health businesses to help students with special needs
confident, we are able to access a wider talent transition into the workforce.
pool and more diverse ways of thinking ■ Working with autistic graduates: In the US, we
and innovating. This has increased supported colleagues to provide mock interviews
awareness and understanding, for college graduates on the autism spectrum and
enabling our business to better mentored them through the recruitment process.
serve our customers and clients.
In 2021, we asked colleagues to self-identify across 10 diversity
1
questions in our employee opinion survey (Your View).
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Disability continued
Accessibility in the workplace
This year we continued to review the provision of
This is Me Workplace Adjustments for all colleagues with a
heightened focus on those with disabilities in order to
This is Me is our powerful story-telling campaign create a more consistent and supportive experience.
in which colleagues tell their personal stories, We launched a new Workplace Adjustments microsite
challenging the stigma around disability, mental for colleagues, providing guidance and support. We also
health and neurodiversity in the workplace to launched a new element to our development platform,
improve understanding. Learning Lab, called the Accessibility Academy
providing a wealth of information for colleagues
In 2016 Barclays experience of This is Me was
to access.
shared with the City of London’s Lord Mayor’s
Appeal, with over 400 organisations taking part Customer accessibility
with the potential to reach over 3m employees. Both our Online Banking website and mobile app have
been independently accredited by AbilityNet, giving
2021 marked five years of this powerful initiative
external confirmation our systems are accessible. New
which continues to be a driving force for
features are regularly added to enhance its features
Barclays. We co-chair the This is Me steering
such as improving readability and adjusting text size.
committee under the auspices of the Lord
Customers can also now inform us of a vulnerability,
Mayor’s Appeal charity. We have also partnered
including an accessibility requirement, so we can
with other businesses like PwC and United
help support them in the most appropriate and
Utilities to scale up the initiative outside of
sensitive way.
London. Since 2018, This is Me North West,
West Midlands, Scotland, and Yorkshire, have
been launched within the UK. In Asia, This is Me
“
India has been set up, led by Community
Business.
Paralympic Games
This year, our ERG Reach has been piloting its
newest addition to our award-winning This is Me
Shinichi Shimakawa became a two-time
Paralympic bronze medal winner. Colleagues Shinichi Shimakawa and Hiroyuki We also launched a new element
initiative. ‘This is Me, local’ a new event format Misaka from our Finance team represented Japan
at this year’s Tokyo Paralympic Games. Barclays
to our development platform,
for groups of colleagues to pick-up and run,
straight ‘out of the box’. It provides a tested kit of supported the colleagues by providing them with Learning Lab, called the
resources and guidance for colleagues to run the time to train for the Olympics. Shinichi
Shimakawa became a two-time Paralympic
Accessibility Academy providing
their own event.
bronze medal winner in wheelchair rugby while a wealth of information for
Hiroyuki Misaka was supporting the Japan team colleagues to access.
in the stadium as a former player and now a
Chairman of the Japan Paralympic Committee.
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Gender
Actions we are Providing equal opportunities to progress
taking to improve
All appointments at Barclays are merit based. To support our gender ambition, we focus our efforts on:
1
Setting targets for individual business areas
gender diversity
We have targets for gender diversity for each of our business areas, reflecting the differing
market environments in which our businesses operate. We actively encourage female
colleagues to apply for open vacancies, recognising that around 36% of vacancies last
year were filled by internal candidates.
2
Gender reporting in business reviews
We continue to invest in data and analytics and have developed a gender diversity
We remain committed to improving the gender dashboard. This includes core metrics for each business area, providing transparency
diversity of our leadership and to closing pay gaps at through the three critical levers: Hiring, Promotions and Retention.
Barclays. For the past two years, the Group Executive
3
Committee has received regular gender dashboards,
enabling them to track each business area and Monitoring our promotion process and building our internal pipeline
function’s progress against targets. The dashboards We want to ensure the widest available pool of talent is considered for promotion.
provide accountability and transparency on progress We offer mentoring and sponsorship programmes and use ex-officio roles on our senior
and highlight areas that require intervention. committees. For attendees of our two flagship leadership programmes, overall promotion
rates increase and attrition decreases.
4
Gender ambition Actively identifying female talent in the market
This year we met our global commitment to a target of We work with our recruitment partners to identify diverse talent for our shortlists, actively
28% of women in senior leadership roles – our Director identifying external female talent, where possible. We make sure this is standard practice
and Managing Director population – by the end of 2021 across all our relationships with recruitment partners.
up from 26% in 2020.
In the UK, 30% of our Managing Directors and Directors
are female.
We also increased Board female representation to
33% in 2021, up from 25% in 2020, in line with the Gender Ambitions
Hampton-Alexander target1. We remain focused on driving change, advocating the
gender diversity agenda and building an inclusive
At the end of 2021, female talent on Group ExCo and culture. In order to continue to make progress towards
direct reports is at 25% decreasing by 4% from the parity, we have set a new Gender Ambition of 33%
previous year after a restructure. We recognise there female representation in senior leadership roles (MD/D)
is more work to be done in this area. by the end of 2025.
We actively provide development opportunities for our
leaders of the future, such as ex-officio roles and places
on our development programmes. 50% of those who
were promoted to Director after taking part in the
Aspire (Vice President) programme were female. 39%
1
ith the appointment of Robert Berry (effective 8 February 2022),
W of the 240 MDs who attended the Enterprise Leaders
the percentage of females on the BPLC Board of Directors will programme were female in 2021.
decrease to 31%. You can read more about gender diversity on
the Board in the report of the Board Nominations Committee
on page 127 of Part 2 of the Report.
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Gender continued
Female colleagues Representation by seniority level globally
Go online at home.barclays/annualreport UK Pay Gaps
Females at Managing Director and Director level 2021 representation globally This year marks the fifth anniversary of our UK
See our strategy on pages XX to XX gender pay gap reporting. Over the last five
% See our approach to managing risk on pages X to XX
28% target by 2021
See how we act in our society and environment on years, female representation in senior roles in
2021 28 pages 28%
XX to XX the UK has increased and this in turn has
Senior 72%
contributed to a reduction in our hourly
2020 26
gender pay gaps.
Mid-level 35% 65%
This is also the fourth year we have published
56% 44%
our UK ethnicity pay gaps, separating out for
Females on Board of Directors 1 Junior
the first time the pay gaps between employees
% who identify as Asian, Black, Multiracial
At least 33% target 0% 20% 40% 60% 80% 100%
Females Males and white.
2021 33
Note
We define our corporate grades as follows: Senior (Managing Full details of our UK gender and ethnicity
2020 25
Director and Director), Mid-level (Vice President and Assistant Vice pay gaps are set out in our UK Pay Gaps 2021
President) and Junior: (Business analyst grades). disclosure at home.barclays/diversity
Females on Group ExCo and ExCo direct reports
%
33% target
2021 25
Making progress towards parity Male Allies Supporting diversity in business
Our actions to close the gender pay gap focus on Supported by our gender ERG, Win, Male Allies play an We are committed to supporting female entrepreneurs,
2020 29
increasing the proportion of female employees at important role in facilitating our gender ambitions and especially as the economy recovers from the
Managing Director and Director level within the creating an inclusive environment. Opening up COVID-19 pandemic. We are a founding signatory of
Females in Barclays business. conversations and building understanding of different the UK Government’s Investing in Women Code. We
% 45 perspectives are part of the responsibility everyone has have committed to helping 100,000 women across the
This requires a strong pipeline of talent, which means
to challenge gender bias and inequality. Cultural change UK to start up and run their own business, and we also
increasing female representation at all levels. Changing
does not happen overnight, but small changes can have provide support through the New York-based Female
the shape of Barclays will take time, and progress has
a ripple effect throughout our organisation. Innovators Lab , and global programmes such as
not been evenly distributed.
Female Founders First.
2021 You can read more about Barclays approach to
empowering men to get involved in the drive towards
gender equality in our UN HeForShe Proven
Solutions Report, published in 2021
Female
Male 55
Note
1 With the appointment of Robert Berry (effective 8 February
2022), the percentage of females on the BPLC Board of
Directors will decrease to 31%. You can read more about
gender diversity on the Board in the report of the Board
Nominations Committee on page 127 of Part 2 of the Report.
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LGBT+
Supporting lesbian, Making us truly inclusive
gay, bisexual and Here’s some of the work we’ve been doing to make
Barclays a truly inclusive place to work:
■ In collaboration with our LGBT+ ERG Spectrum,
we’ve delivered a series of diversity-focused
transgender+ colleagues,
recruitment events for apprenticeship hiring.
Through fundraising and colleague volunteering
These showcased career opportunities and our
■
we support the Terrence Higgins Trust’s ‘Work
ERGs, and have enriched the range of talent we’ve
Positive Programme’, which helps those living with
welcomed on our Apprenticeship Programmes.
customers and clients
HIV get back into work.
Our business and corporate banking teams work
We offer private medical cover for transitioning
■
with start-ups, SMEs and clients to advise them
■
trans colleagues globally.
on how to foster inclusive working environments,
■ We’re a founding partner of LGBT+ Foundations and support their LGBT+ colleagues through a
with Pride in Ageing in the North West, which number of life experiences, such as coming out,
helps people over 50 get access to housing, transitioning or being a parent to a LGBT+ child.
health services, mental wellbeing counselling, and
group support to help them cope with isolation.
Championing equality, understanding, respect and
inclusivity for the LGBT+ community is important to
us. Whether it is being the first bank to promote a
transgender woman to the position of branch
manager, or the first bank to feature LGBT+ couples
in our advertising, Barclays has a strong history of
championing LGBT+ diversity. In 2021, 5%1 of
colleagues told us they identify as LGB.
For many years, Barclays has been a sponsor of Pride
celebrations in cities across the world, and we have a
strong legacy of engaging with external partners such
as Stonewall and their UK Equality Index. In the US, for
the 11th consecutive year, Barclays has scored 100%
on the Human Rights Campaign Foundation’s
Corporate Equality Index, earning the designation as
a ‘Best Place to Work for LGBTQ Equality’. Barclays has
been recognised as a ‘Silver’ employer in the ‘India
Workplace Equality Index (IWEI) 2021’, India’s only
LGBT+ inclusion benchmarking index. Making everyone
feel comfortable being themselves at work is central
to our culture. We nurture this through activities
and initiatives, and building networks for colleagues
to connect.
1
I n 2021, we asked colleagues to self-identify across 10 diversity
questions in our employee opinion survey (Your View). This was the
first time since 2019 that we have been able to collect this data in
our employee opinion survey (Your View); in 2020 diverse data was
collected through a different survey methodology.
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LGBT+ continued
“
Spectrum Allies
Our Spectrum Allies are Barclays colleagues who
pledge to challenge homophobia, biphobia and
In the US, for the 11th transphobia and to support LGBT+ colleagues. As an
Ally, colleagues commit to staying informed and vocally
consecutive year, Barclays has challenging homophobia, biphobia and transphobia,
scored 100% on the Human and to educate others on the importance of inclusion,
equality, diversity, and respect.
Rights Campaign Foundation’s
We have provided pronouns guidance to all colleagues,
Corporate Equality Index, explaining the importance of personal pronouns, and
earning the designation as encouraging their use across email signatures, video
a ‘Best Place to Work conferencing display names and in person.
for LGBTQ Equality’. For National Coming Out Day, an annual celebration
on 11 October, which aims to support the LGBT+
community in coming out, members of our LGBT+
colleague community and Spectrum Allies created a
guide filled with coming out stories with the aim to show
that the mutual experiences of coming out give the
community something in common.
Recognising LGBT+
customers
Our personalised debit card function allows
customers to add a range of rainbow, bisexual
and trans flag filters and overlays to their debit
cards, adding a little more Pride into their
everyday payments.
Our current account, debit card and savings
customers are also able to select an ‘MX’ title on
their registered account details if they choose.
13 Barclays PLC
home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Multicultural
Ambitions to Race at Work
In 2021, we reset our Race at Work programme,
improve race and
adding measurable tools to track progress over time,
strengthening our transparency and accountability
against this agenda. We are on track to meet our
ambition of doubling the number of Black MDs in
ethnic diversity
the UK and the US by the end of 2022.
In 2020, we made a public commitment to be a Ethnicity split
trusted ally in the pursuit of racial justice and to help
overcome inequity across the communities in which Global
we live and work. We were one of the first signatories %
of the UK’s Race at Work Charter, and we have
voluntarily disclosed our ethnicity pay gaps since 2021 52.3 42.1
2019. In order to create further transparency, we have 3.1
White Asian Black
for the first time published separate ethnicity pay 1.4
gaps for colleagues who identify as Asian, Black and Other ethnically Hispanic/Latino 1.1
diverse colleagues
Multiracial ethnic groups.
United Kingdom
%
“
2021 80.0 14.6
We were one of the first
3.4
White Asian Black
1.9
signatories of the UK’s Race Other ethnically
diverse colleagues
Hispanic/Latino 0.1
at Work Charter, and we have
voluntarily disclosed our USA
ethnicity pay gaps since %
2019. 2021 47.7 33.3 8.7 7.7
2.6
White Asian Black
Other ethnically Hispanic/Latino
diverse colleagues
Other ethnically diverse colleagues category includes
Mixed, Native Hawaiian or Other Pacific Islander and Native
American, USA relates to Country, UK relates to Region,
Colleagues with an undeclared ethnicity and/or are based in
continental Europe and the Middle East (21% of our global
population) have been excluded from all calculations.
14 Barclays PLC
home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Multicultural continued
Race at Work Ambitions These are measureable outcomes, grounded by
We recognise that some ethnicities are underrepresented relative to the potential talent pools available in our metrics and milestones, that will hold us accountable
regional marketplaces. The Race at Work Ambitions set out measurable outcomes against which we will assess the over time. We will also monitor progress against these What we have
progress we are making to close the representation gaps. ambitions with gender diversity in mind too, recognising implemented so far
we cannot be successful if we improve the ethnic
diversity among one gender group only. Research and Market Mapping team
1
■
Following the MD promotions announced in December established, now building a pipeline of Black
In the UK, we aim to increase the number of 2021, along with some new external hires, we are on professionals as potential candidates for
underrepresented1 minority employees by
track to achieve our third Race at Work ambition to at Managing Director and Director roles.
least double the number of Black MDs in the bank and Specialised career coaching service
25% by the end of 2025. This will take us
■
we anticipate further progress as ongoing recruiting established for colleagues at VP level
efforts are completed in 2022. At the end of 2021, and below.
to 5% overall. 25% of the Board was from an ethnically diverse
background2.
■ Grown relationships with early careers
partners, including SEO London in the UK
Our Action Plan and Modern Guild in the US who provide
Activities to help us progress are already underway training, mentoring and support to young
2
through the Race at Work Action plan. To help us people from underrepresented
achieve these ambitions, we are focusing our efforts
In the US, we aim to increase the number of
backgrounds.
across four areas: Increased the number of ethnically diverse
underrepresented minority employees by
■
1. Increasing the number of underrepresented ex officio appointments on committees,
minority candidates, we hire; and introduced mentoring and reverse
20% by the end of 2025. This will take us to 2. Providing greater support to Black and ethnically
mentoring pilots.
21% overall. diverse colleagues in accessing career and
development opportunities;
■ Race at Work Champions established in
each business and function, empowered
to deliver plans.
3. Creating a culture of allyship across the
organisation;
■ Continued to utilise our annual Your View
survey to include diverse characteristics
3
4. Being transparent and measuring our outcomes, questions, including race and ethnicity, to
In the UK and in the US, we aim to at least allowing us to see the impact our actions are having
over time.
help identify specific engagement insights
from Black and ethnically diverse
double the number of black employees at colleagues.
Managing Director level by the end of 2022. ■ Mandatory training on race and ethnicity
assigned to all colleagues.
■ Investing in flagship diverse talent
programme, Launchpad: designed to
accelerate the career development of
mid-level ethnically diverse and female
1
e define underrepresented ethnicities as Black and Multiracial
W colleagues.
(mixed) in the UK. In the US, we define underrepresented
ethnicities as African American/Black, Hispanic/Latino and 2
The Parker Review and Board Diversity Policy ethnicity targets
other (includes Multiracial, Native American, Native Alaskan, of at least one person of colour continue to be met following the
and Hawaiian/Pacific Islander). appointment of Robert Berry on 8 February 2022.
15 Barclays PLC
home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Multicultural continued
Partnering with clients Driving change for communities
We continue to drive the direct investment of capital Through our Race at Work partnerships, we are focused
through business acumen, mentorship and investment, on upskilling and creating pathways into work for Black Supporting Black
and develop long-term partnerships that amplify and ethnically diverse people, and working with business founders
efforts to promote Black businesses, diverse suppliers ethnically diverse leaders who have the greatest
and ethnically diverse individuals. This activity is focused experience to address these challenges. Barclays Black Founder Accelerator was
in three key areas: created within our Eagle Labs network
In the UK, we are working with RARE (UK) for graduate
Drive client engagement recruitment across Finance, Markets and Banking. designed to help early-stage digital and tech
Leveraging relationships with Barclays clients to And in the US, we recently participated in a Career businesses founded by one or more Black
reinforce our values around racial equality, identify new Fair hosted by the National Urban League, which is entrepreneurs in the UK.
areas for partnership and collaboration, and amplify dedicated to economic empowerment and equality for Aimed at boosting diversity in
efforts where feasible. African Americans and other historically underserved entrepreneurship, the Black Founder
groups. We have established a relationship with the
Invest in Black businesses Accelerator, is delivered in partnership
Hispanic Association on Corporate Responsibility with Foundervine , an award-winning social
Finding new ways of deploying capital, mentorship, and
(HACR), to support its mission to advance the inclusion enterprise specialising in supporting and
support to Black businesses to help them grow their
of Hispanic people in Corporate America. We are also championing underrepresented founders and
organisations and the customers they serve.
building a stronger relationship with Rutgers-Newark communities. It includes a series of expert
Ensure supplier diversity University, a Hispanic Serving Institution (HSI), providing masterclasses focused on a number of core
Engaging with and expanding Barclays supplier network financial support to LatinX student services and business skills, such as product development,
to ensure representation and investment in Black- creating a Barclays talent pipeline through a planned sales strategy, operations and leadership.
owned businesses and that all suppliers embody our graduate recruitment ‘super day’. The founders will be mentored by and receive
commitment to equality.
professional coaching from scale-up experts.
Over 200 businesses applied to take part in
Collaborating with Cisco last year’s accelerator, of which 25 successful
businesses were selected. In 2021 our cohort
We partnered with global technology company increased in size, with 40 businesses selected
Cisco, a client of Barclays, to amplify efforts of to participate in the programme. It will
the Race at Work agenda through our client culminate in a Demo Day in February 2022
pillar. This collaboration enabled us to share at which a number of founders will have the
knowledge regarding supplier diversity, opportunity to present their business to
recruiting diverse talent and opportunities to potential clients and investors.
invest in Black businesses. Last summer we
partnered with Cisco and the Harlem In the US, our longstanding partnership
Educational Activities Fund (HEAF) to deliver with Acumen America is supporting diverse
a five-week virtual internship programme entrepreneurs whose business models tackle
designed to provide a transformational learning systemic poverty and racial disparities.
experience to high-potential students in Barclays colleagues provide advice, guidance
underserved communities in New York. The and mentorship through one-to-one
Industry Immersion Internship Programme engagements and group brain trusts.
helps students broaden their network and
position themselves for success, and
contributes to securing future talent
for the industry.
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home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Multigenerational
Empowering Generational split
colleagues at Age of employees
%
different life stages
*0.2 *0.3
20.4 21.8
Be Well
We continue to promote our wellbeing offerings,
including the Employee Assistance Programmes and Colleagues with an
global Be Well portal (43% of colleagues registered), undeclared age
(0.03% of our 2021 38.5 38.5
which provides expert advice and guidance on the global population)
Barclays understands that offering a range of market- practical steps colleagues can take to look after their have been
leading benefits is key to supporting the diverse needs physical and mental health. excluded from
all calculations
of colleagues across all stages of their lives.
Throughout the year, we executed leader-led
campaigns to offer practical guidance on looking after 23.8 22.9
Balancing work and family life physical and mental health, enhancing wellbeing and
* =20 & =30 & =40 & =50 & 60 years Unavailable 24.0
We launched Developing our supportive culture
Similarly, US colleagues have access to a range of e-learning with 89% completion. We were one of the
benefits that help them balance personal and work first businesses to sign up to the Mental Health at Work
responsibilities. This includes in-home child and adult Commitment and we continue to deploy Mental Health
care, centre based child care and virtual tutoring Awareness as required e-learning.
sessions for children. In 2021, we launched a new Wellbeing Index, with a
starting score of 84%, giving us a metric for measuring
Menopause support
Read more on what Barclays is doing
to assist family responsibilities the wellbeing of colleagues and informing the Be Well Currently, 45% of Barclays workforce is made
in Barclays Fair Pay Report at programme. We are very pleased to see colleagues’ up of women, and women over the age of 50
home.barclays/annualreport ability to balance their personal and work demands has are the fastest growing demographic in the
improved from 78% last year to 83%. In time, it will global workforce. In 2021, we reviewed our
mean we can better understand the impact of package of support for menopause and from
particular activities on colleagues’ wellbeing and April 2022, UK medical cover will enable cover
continue to evolve the Be Well programme offering. for the treatment of menopausal symptoms
when referred to a specialist by a GP. In
addition, specialist menopause support
will be available, allowing employees to
access support and information from expert
practitioners, video consultations, peer
support groups and monthly live events.
17 Barclays PLC
home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Socio-economic
Improving
As part of understanding the makeup of our workforce,
in our Your View survey we asked colleagues to share
with us their socio-economic background and included Discovery Employability
Programme
socio-economic
a question from the Social Mobility Commission/
Foundation: ‘What was the occupation of your main
household earner when you were about aged 14?’
The Discovery Employability Programme helps
Unsurprisingly, the mix of socio-economic background
inclusion
people wishing to join, or return to, the
differs depending on the business.
workforce and offers insights to people who may
The social mobility ERG, Inspire, aims to amplify the not have considered a career in financial
voices of our colleagues and help us to learn about the services. It’s delivered virtually over five days
impact that socio-economic background can have on through a mix of virtual workshops, facilitated
colleagues in the workplace. This will help us to better discussions, team building activities and
understand the needs of our colleagues and clients self-paced learning.
This year we added socio-economic inclusion as our whilst strategically contributing to the business
sixth Diversity & Inclusion agenda. In order to be a The programme is part of our ongoing
objectives and advocating for socio-economic
truly inclusive, equitable and diverse workplace, we commitment to fostering an inclusive
inclusion.
must look at the disadvantage faced by individuals environment at Barclays and we encourage
from certain socio-economic backgrounds and Supporting the employability of communities applications from jobseekers from
produce a plan to support in addressing this Barclays LifeSkills is our longstanding skills and underrepresented groups including from
difference. This is an often underappreciated employability programme that helps people to develop various socio-economic backgrounds,
element of diversity and is something we are the core transferable skills, knowledge and confidence underrepresented ethnic backgrounds
committed to enhancing our focus on in the they need for the evolving workplace, and helps them and people with disabilities.
coming months and years. to develop connections to get into work. This could be A number of participants took part in the
a young person preparing for their first job, someone programme with many going on to secure a
We are a member of the City of London socio- wanting to progress in their career, make changes to
economic taskforce, launched in May 2021 and permanent role at Barclays. Feedback from the
their working life or even start their own business. participants demonstrated the positive impact
commissioned by HM Treasury and the Department for LifeSkills also works with charity partners to deliver
Business, Energy and Industrial Strategy. The taskforce it had on their lives, in particular improving their
workshops in schools and colleges in some of the most
is intended to improve socio-economic diversity at confidence and employability skills.
disadvantaged communities. This ensures that the
senior levels in UK financial and professional services. programme is reaching those people most in need
of support.
In September and October 2021, more than 500 young
people took part in a LifeSkills virtual work experience
Socio-economic background initiative, of which 82% were from ethnically diverse
backgrounds. To show young people the importance
of building an inclusive and supportive culture in the
‘Socio-economic background’ is a term
workplace, new diversity and inclusion educational
which refers to the particular set of social
resources – including a new LifeSkills module on racial
and economic circumstances an individual
equality in the workplace – were launched for schools
has come from. It permits objective discussion
and colleges to use with their students, and for young
of the influence of these circumstances on
people to engage with online.
individuals’ educational and career trajectories;
and it can be objectively measured by capturing
information on parental occupation and level
of education.
Description: Social Mobility Commission
18 Barclays PLC
home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Talent
Cultivating and
diversifying our talent People with different perspectives and life experiences
make our organisation stronger, so we are committed
to attracting, developing and retaining a workforce that
In 2021, our inclusive hiring programmes helped
us further to recruit high-potential talent from
underrepresented communities:
is as diverse and inclusive as possible. ■ Discovery Diversity Programme: Over 200 offers
were made for internships following a new global
Recruiting diverse talent graduate programme for first-year university
We have taken steps to improve our ability to
students to increase numbers of female and
successfully attract, recruit and retain diverse talent.
ethnically diverse candidates applying for
We are committed to providing equality of opportunity
a summer internship.
and we include a statement in our role profiles about
our commitment to working flexibly. Recruiting ■ Military Talent hiring and Able to Enable: Our Early
managers are focused on bringing a diverse pool of Careers programmes (Apprenticeships, Internships
qualified candidates forward for interview, and we aim and Graduate scheme) helped a number of
for diverse interview panels to make sure we have a candidates join the organisation and through
variety of perspectives to inform our interview schemes such as our military talent hiring and Able
“
decision-making. We have also taken steps to enhance to Enable channel for those with a disability or
our candidate assessment processes, including mental health condition.
factoring in the new Barclays Mindset principles so we Apprenticeships: A Barclays Apprenticeship aims
Recruiting managers are
■
can ensure we are attracting and hiring candidates with to open up opportunities that make the most of
focused on bringing a diverse the capability to empower, challenge and drive their
fellow colleagues.
experience – whether that’s returning to work after
early retirement or raising a family, looking for a
pool of qualified candidates career change, or stepping into finance for the
forward for interview, and we first time. In 2021 we had 211 apprentices join
the organisation.
aim for diverse interview LinkedIn’s Top Companies list
panels to make sure we have Developing diverse talent
a variety of perspectives to LinkedIn’s UK Top Companies list, now in its We operate a number of development programmes for
inform our interview fifth year, identifies the top 25 firms in the
UK that offer growth, skills development
high-potential, diverse talent, including our Enterprise
Leaders Summit, our Strategic Leaders Programme
decision-making. opportunities and job stability. The list shines and Aspire. We also operate ex-officio roles on our
a light on the organisations that have most senior committees, designed to enhance diversity
demonstrated they can provide employees of thinking and skills within our most senior decision-
with the opportunity to grow – both internally making bodies, as well as build a diverse and resilient
and after they have left. leadership pipeline. The diversity of succession plans is
This year, Barclays was placed #1 on the list, monitored by the Board and we invest in the skills of our
which uses LinkedIn data to assess companies leaders to promote a culture of conscious inclusion.
against seven pillars that have been shown to
lead to career progression: ability to advance;
skills growth; company stability; external
opportunity; company affinity; gender diversity
and educational background.
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home.barclays/annualreport Barclays PLC Diversity & Inclusion Report 2021Overview Our approach Disability Gender LGBT+ Multicultural Multigenerational Socio-economic Talent Global suppliers Our communities Recognising our work
Global suppliers
Global supplier
diversity and inclusion
Global Supplier Diversity
and Inclusion Showcase
Our supply base is diverse across scale, ownership type This year Barclays hosted a two-part Global
and structure – from privately-held start-ups to Supplier Diversity and Inclusion Showcase
publicly-listed multinational corporations. As part of our Series designed to help Barclays crowdsource
Global Supplier Diversity and Inclusion (GSDI) initiative, the best diverse supplier talent available in the
over the past several years, with the support of prime market, increase spend with diverse suppliers,
suppliers, 8% of our global Addressable Spend was as well as support small and local suppliers to
placed with small and medium-sized enterprises and navigate corporate supply chains. This series
ownership-diverse businesses, majority-owned by positioned the bank as a leader in promoting
ethnic minorities, women, LGBT+, veterans, service- procurement opportunities into the diverse
disabled veterans, persons with disabilities and social supplier community.
enterprises (collectively defined as diverse suppliers), The first event, the Opportunity Showcase,
measured across our direct suppliers and their attracted 560 participants from around the
sub-contractors. We aim to work with the best diverse world who were either diverse supplier
suppliers1 in the markets we do business in. We also intermediaries, such as NGO’s and capital
recognise the power we have, through the suppliers providers, accelerators and Barclays bankers -
we use, to drive better economic outcomes for or were selected suppliers themselves.
disadvantaged communities. We have pledged to Between March and June, nearly 600 new
double our supplier spend with Black and female applicants were driven to the Barclays Supplier Access to Capital Market Leadership
owned businesses by 2025 Marketplace Barclays.com/supplierdiversity We want to use our expertise to find ways of increasing
submitting new or revised applications. A capital to diverse suppliers. This year, we worked with
group of nearly 50 applicants were invited to the leading NGO for minority business development,
interview or pitch to a curated audience of the National Minority Supplier Development Council
decision-makers during the Capability (NMSDC.org), where we helped to introduce the Capital
Showcase in July, with several advancing to be Manager’s Programme which aims to aggregate the
considered for near-term opportunities. world’s leading capital providers – from small to large,
Applicants not selected to interview or pitch diverse and bulge-bracket, angel groups, venture
are considered for other opportunities on an capital and private equity firms. This new capital
ongoing basis. Some have been invited to the ecosystem will usher in a new era of high-growth,
recently launched Barclays Innovation Hub to well-capitalised, enterprise-ready minority businesses
showcase technology innovations. that will be prove to be more competitive in corporate
supply chains.
1F
or Barclays, a diverse supplier is either diverse by size – a micro,
small or medium-sized business – or diverse by ownership – During the annual NMSDC conference in October 2021,
generally 51% owned, controlled and operated by ethnic minorities, Group CEO C.S. Venkatakrishnan presented a $100,000
women, LGBT+, military veterans, persons with disabilities or social
enterprises. seed sponsorship to NMSDC to anchor the new Capital
Manager’s Programme.
20 Barclays PLC
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