Women in finance

Women in finance

In July 2016, Barclays was proud to become one of the first signatories to the HM Treasury Women in Finance Charter.

The firms that have signed up to the charter employ over half a million people and span across the breadth of the financial services sector. Each has pledged to improve gender diversity in their companies and include specialist industries such as FinTech, as well HM Treasury, the Financial Conduct Authority and financial services trade bodies.

The Women in Finance Charter commits financial service firms to link the remuneration packages of their executive teams to gender diversity targets. The charter encourages companies to commit to:

  • Having one member of the senior executive team responsible and accountable for gender diversity and inclusion
  • Setting targets for gender diversity in senior management
  • Ensuring pay of the senior executive team is linked to delivery against these targets.

At the launch event, hosted by Barclays, the then CEO for Private Banking, Dena Brumpton commented: “For the bank this is a public statement of a long held internal commitment to gender diversity”.

Women in Finance Charter

Balanced Scorecard metric

Balanced Scorecard metric

Actual 2018

Actual 2017
(adjusted for BAGL divestment)

Actual 2016

Actual 2015

Actual 2014

Actual 2013

% women in senior leadership







To drive our own progress towards gender parity, we continue to measure the number and percentage of women at each level of the organisation. We have seen continued advancement towards our year end 2021 gender goal of 28% women in senior leadership roles; at 24% by the end of 2018 (adjusted for Barclays Africa Group Limited divestment). Overall, female representation continues to see a 1% year on year increase since 2012, taking into account adjustments.

Increasing the representation of women in senior roles and building a robust pipeline of diverse talent remain priorities. Practical talent management tools are in place to deliver tangible change, ranging from our global unconscious bias training programme, to ensuring diversity is reflected in candidate shortlists and hiring panels. Targeted sponsorship and mentoring programmes connect leaders with rising talent, with networks and forums all actively supporting our people to achieve their potential. Collectively our approach aims to contribute to the culture and commitment needed to build greater gender parity.

Executive Remuneration, performance and pay

Our Performance Measurement Framework, which is tied to the senior team's compensation, ensures that we are managing Barclays in the interests of all our stakeholders - including employees. .

For further information refer to the Annual Report (PDF 9.8MB)