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

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ltig

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tion

al

Dis

ab

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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