To help us on our journey to achieving our DEI vision, we’re taking action in five strategic priority areas across six core agendas. These strategic priority areas - Workforce Diversity, Inclusive and Equitable Culture, Leadership Accountability, Data Transparency and Accountability, and Optimisation of External Relationships - are underpinned by our guiding principles of accountability, transparency, and engagement.
Attracting, developing, and retaining a diverse workforce reflective of the diversity of the communities in which we operate.
Key to progressing the diversity of our workforce is attracting, developing and retaining talent which represents the communities we serve. Our approach to creating a truly diverse workforce focuses on two areas: developing diverse talent pipelines and providing all colleagues with the tools and support they need to succeed and progress their careers at Barclays.
Developing diverse talent pipelines
We are focused on attracting, developing and retaining talent which represents the communities we serve. This involves tapping into a range of diverse talent pools through recruitment initiatives across our agendas and regions to find the best talent in the market
Supporting and developing colleagues at every stage of their career
We offer multiple development programmes to support the growth of our colleagues, providing them with the opportunities and resources necessary to strengthen key skills to progress and reach their full potential.
33% globally by 2025 - Global representation of women in senior leadership roles
Having achieved our initial gender target of 28% by the end of 2021, in 2022, we announced our refreshed gender ambition of 33% representation of women in senior leadership roles (Managing Director and Director) by the end of 2025 to continue to improve gender diversity at Barclays. As of year-end 2022, 29% of our senior leaders are women.
21% in the US and 5% in the UK - Representation of underrepresented ethnicities
As part of our broader Race at Work strategy, we are looking to close the gaps in the UK and US where some ethnicities are significantly underrepresented in the organization. By 2025, we aim to increase the percentage of colleagues from underrepresented ethnicities to 21% and 5% in the US and UK, respectively. At year-end 2022, we were at 20% and 5%.
84 Across the UK and US by 2025
Having achieved our ambition to double the number of Black Managing Directors (MDs) in 2022, we have created a new ambition – to increase the number of MDs in the UK and US from underrepresented ethnicities by 50% by 2025.
Inclusive and Equitable Culture
Strengthen an inclusive and equitable culture through the colleague experience that retains our diverse talent and ensures equity of opportunity.
Enhancing our inclusive and equitable culture helps retain our diverse talent and ensures equity of opportunity. We want to make sure that our culture is one where colleagues feel comfortable at work and supported at every step of their career.
Highlights from 2022
- Over 24,000 colleagues globally are members in one or more of our Employee Resource Groups (ERGs). ERGs are contributing to Barclays’ DEI vision through creating mentorship and development programmes, providing diverse perspectives to our businesses, and creating communities of belonging.
- Scores in our annual Your View survey increased in all six indices, including a 3% increase in ‘Inclusion.’
- In 2022, we added two new features to our internal phonebook that allow colleagues to display their pronouns as well as the phonetic spelling or audio recording of their name. We also collaborated with our technology provider Microsoft to introduce a pronouns feature to our messaging platform, Teams, helping to make our systems more inclusive to people of all gender identities and backgrounds. We support the sharing of pronouns as a personal choice.
- Partnered with organisations to expand our family and health benefits for colleagues in all regions, removing barriers to care. This includes coverage for neurodiversity diagnoses and menopause support in the UK, family planning and specialist support in the US, and additional offerings for a wider range of medical conditions in our APAC countries.
Ensure leaders are accountable for DEI progress
Our leadership play an important role in accelerating our DEI journey and meeting the rising expectations of colleagues, customers, clients and communities. To help enact change from the top, Accountable Executives (AEs) from the Group Executive Committee have been appointed as visible advocates for the DEI agendas, shaping and delivering against priorities.
1000+ Senior leaders who participated in our Inclusion Summit
In June 2022 we hosted the second annual Inclusion Summit, a virtual two-day event created to engage and mobilise senior leaders in respect of the DEI strategy. Over 1000 senior leaders and Employee Resource Group co-chairs attended, with 71% of participants agreeing that Barclays has made meaningful progress since the 2021 Summit.
Data Transparency & Accountability
Deliver DEI strategy through transparent and data-driven insights.
Data plays an essential role in delivering our DEI strategy, allowing senior leaders to make informed decisions and track our progress. We are developing our internal capabilities to better collect, analyse, and leverage data to reflect our commitment to transparency.
Self-identification data allows us to comply with relevant regional reporting requirements, both existing and forthcoming, as well as help us develop and update programmes, practices, and policies to best support colleagues at every level.
In 2022, Barclays became the first financial services organization in the UK to invite colleagues who are veterans, reservists, or a military spouse/partner to share this as part of their diversity data. We also held ‘Count Me In’ campaigns allowing colleagues in the UK and India to share their disability data.
2022 marked the sixth year we reported our gender pay gaps in the UK and the fifth year we reported our ethnicity pay gaps in the UK. In December 2022, for the first time, we published gender pay gaps for Barclays Ireland.
Optimisation of External Relationships
Optimise our external relationships to challenge our thinking and enable further change and growth
We partner and actively develop relationships with external partners across all six agendas and in each region. Our partners challenge our thinking and enable further growth and change, helping us to leverage best practices and access diverse pools of talent whilst also engaging leaders as we work to create a more diverse, equitable, and inclusive culture.
Highlights from 2022
- In September 2022, we sponsored the HBCU New York Football Classic between two storied Historically Black Colleges and Universities (HBCUS), Morehouse and Howard University. Combined with our partnership with US-based organisations such as National Urban League, the Thurgood Marshall College Fund, and Hispanic Association for Corporate Responsibility (HACR), as well as UK-based organisations such as Black Young Professionals, Black Professionals Scotland, and Reach Next Gen, we are strengthening our relationships with key communities, broadening pathways for talented professionals to join Barclays.
- In 2022, 8.5% of our global spend was with either size- or ownership- diverse suppliers. We continue to make progress against our goal of doubling spend with Black and women businesses by 2025 against the baseline year of 2020.
- 50 businesses – ten more than in previous years – were selected to be part of the Black Founders Accelerator 3.0 cohort out of a record-high 400+ applicants. Aimed at boosting diversity in entrepreneurship, this free, twelve-week virtual programme provides Black founder-led technology businesses in the UK with the masterclasses, mentorship, and networking needed to grow their business.
- As part of our partnership with The FA, in 2022 we had a network of 50 strategic leads working across15,500 schools in the UK to help PE teachers deliver football programmes to girls in schools across England.