#firmday 28 march 2014 barclays uk rbb - making diversity a reality
DESCRIPTION
Elaine O'Loughlin, VP Resourcing at Barclays RBB will share with us 'Barclays – Making Diversity a Reality', the journey to make D&I a normal part of life at BarclaysTRANSCRIPT
Diversity – Making Diversity a Reality’,
The journey to make D&I a normal part of lifeat Barclays
March 2014
Contents
2
• Barclays Global Diversity Strategy
• 2013 Diversity impact by agenda/ Highlights
• Employee Networks / Feedback
• Support for our Colleagues
• Resourcing Diversity Strategy / Aspirations
• Results
• Questions
Strategy
• Increase representation and decrease turnover of women at Vice President and above levels
• Maintain an ongoing positive climate of inclusion and engagement
• Increase external recognition as a global employer of choice
• 50/50 gender balance in recruiting
Success Indicators Delivery
Global Agenda/Listening Groups:
Business Cluster Diversity Councils
Data: Metrics/MeasurementIntent: Talent Management
Diversity & Inclusion Business Plans
Diversity Networks
Gender
Multigenerational
Multicultural
Disability
LGBT
Diversity & Inclusion Strategy:Recruit, Develop, Enable & Engage
Our Global D & I Strategy: Driving Us to Become the Go-To Bank
3 | Diversity & Inclusion | 25 June 2012
HR Processes Talent Mgmt
Gen
der
Mu
ltig
en
era
tion
al
Dis
ab
ilit
y
Mu
ltic
ult
ura
lism
LG
BT
Measurement/Accountability
D&I StrategyOrg Development, Citizenship, Commercialisation
Respect, Integrity, Excellence, Service, Stewardship
BarclaysCustomer,
Colleague, Company,Citizenship, Conduct
Diversity Councils
Executive Diversity Council
WIM Diversity Council
CIBDiversity Council
Barclaycard Diversity Council
RBBDiversity Council
Africa Diversity Council
* Diversity Leader responsible for the business area
Ops & Tech Diversity Council
Global Functions Diversity Council
−Balanced Scorecard implemented wth Diversity measures contributions goals being socialized across all councilsGoals
1) Increase the female representation of Senior Leaders (MD and Directors)
2) Decrease attrition of female MDs and Directors
1) Maintain rate of female MD and Director promotions:
2) Achieve 100% participation of MD’s and Directors in the Unconscious Bias Leadership programme.
3) Deliver a Gender/Diversity Event to top 125
4) Become the Most Accessible Bank across RBB UK & expand in to Europe
1) Positive impact on overall employee engagement eg. Disability, LGBT, Multi-generational
2) Ensure all RBB MDs and directors have quantifiable Diversity & Inclusion performance objectives
3) Engage all Councils within RBB
Cultural Diversity Network (CDN)
Spectrum – The LGBT* Network
Women’s Initiatives Network (WiN)
Reach
Working Families and Carers (WFCN)/Parents and
Families Networks (PFN)
Gender Disability LGBT
MulticulturalMultigeneration
al
Employee Networks That Support Our Agendas
Network membership
Reach
1,300 Members
330 Members
450 Members
641 Members
1,926 Members
‘Arena: The network for professional women’ launched on Linked In 3rd February.
Designed to inspire, develop and champion in business. It will be a place that like minded women (and men if they choose) can come together to share ideas, advice, networking opportunities and achievements, helping themselves and others to go further professionally. 4 main areas of interest will be explored:
• Thought Leadership• The Working World• Achieving Goals• Work Life
We have recruited some inspiring people and senior leaders within Barclays RBB to act as ambassadors for the group - they will be sharing their expertise and experiences to spark discussions.
Next Steps• Further promotion of group to increase growth in members via:
- Social channels- Media linked to social hub on careers site- ATM’s for International Women’s Day w/c 6th March
• More internal ambassadors from wider Barclays clusters• External ambassadors on board
Resourcing gender initiatives
7
876 members since launch
Rita Ross Head of RBB Diversity and Inclusion
8 | Work and Family Show | January 2014
What do we do now?...
Over the years Barclays has evolved to adapt its policies and procedures and these help us
support our colleagues. Policies and schemes that we have to support working families and
mothers are:
Barclays has established policies and support networks in place to help colleagues and customers achieve their ambitions in the right way!
Flexible Working 1)You Shaped Banking: Working around ways to best suit your needs
2) Location Independent Working. Being based at a location of your choice
3) Part Time Working and Job Share
4/5 Days: Working a full 35 hour week in 4 days instead of 5 working days
Additional Parental Support
1)Maternity/Paternity coaching2)Emergency Carers leave3)Transition days4)Career break5)Employee networks6)Buy and Sell annual leave7)Keep in Touch Events
Rita Ross Head of RBB Diversity and Inclusion
9 | Work and Family Show | January 2014
Keep in Touch Events/Values days
Designed to ensure that individuals don’t feel as though they are out of
touch with the organisation even though they may be non-operational
in the business. One great example of this is ensuring that Mothers can
bring their babies along to a values sessions that we hold. By providing
a crèche facility this ensures that mothers can be up-skilled and kept
up to date with what is happening in the organisation.
https://www.limme.co.uk/colleague/barclays-purpose-values-and-behaviours/mat
ernity-values-event/
Great Success!...2013 Awards
As an organisation we have been recognised throughout 2013 as being a place that recognises the
importance of having a family. Some of the awards that we have won in 2013 are shown below.
Family Friendly Award - Mumsnet
Top Employer Award for Family Support -workingmums.
Best of All Stages of Motherhood Award - My Family Care
Listed in Top 10 Employers for Working Families