The Barclays approach to promoting diversity


Andrea Delay, a managing director at the bank, spoke at the CBI’s Thames Valley Annual Dinner to discuss progress and opportunity

At Barclays, we are committed to hiring, promoting and rewarding talented people who bring unique and innovative ideas to the table. From the boardroom to our branches, it’s about creating an inclusive culture where everyone works together to deliver the right solutions for our customers and clients.

Barclays has a history of being first. We employed the UK’s first female branch manager. We were the first bank in the US to equalise employee medical benefits for same-sex couples. And we committed to broadening accessibility having deployed over 4000 talking ATMs for customers with impaired vision.

Speaking at the recent Thames Valley and South East Annual Dinner, Andrea Delay, Barclays Managing Director, Head of Large Corporate, South, said: “Inclusion is critically important to Barclays because it helps to ensure we provide our customers, colleagues and other stakeholders with the best possible experience. We want to build very successful businesses at Barclays and to do that we need the best talent and we need to draw from the widest talent pools regardless of their backgrounds.”
To achieve this goal, Barclays’ diversity and inclusion strategy has five pillars: gender, disability, LGBT, multicultural and multigenerational. Each is led by one senior leader – maintaining an ongoing positive climate of inclusion and engagement.

Taking the gender pillar, one area of focus is how we can continue to build a pipeline of next-generation leaders and highlight female talent by providing the right recruitment, networking and mentoring opportunities. More broadly, we need to ensure we have the right policies and practices in place to ensure that all recruitment decisions are fair and candidate shortlists are diverse.

Barclays has a number of initiatives and networks for women in the bank and beyond. With a membership of over 8,600, the global Win gender network helps the bank to retain and maximise the talent of women. The Women in Leadership Forum, run across three locations internationally, is focused on the development of senior women at managing director and director level. Senior women are also supported through the Encore ‘returnship’ scheme, which help those who return to work after a long This approach seems tocareer break.

Monitoring progress

be working with an increase of women in the most senior positions and the number of people from ethnic minorities in the most senior positions on the upturn as well. By driving the necessary cultural change, we continue to build a workplace environment that supports and empowers women to succeed.

Our 2017 employee opinion survey, ‘Your View’ tells us that 91 per cent of colleagues believe that leaders support diversity in the workplace. However, we recognise that addressing issues such as the gender pay gap will take time and we acknowledge that there is still a lot of work to do to improve the gender balance across Barclays, particularly amongst the senior leadership population. As a founding signatory of the HM Treasury Women in Finance Charter and supporter of the Hampton-Alexander Review, to support our commitment to gender equality, we have made good progress towards our goals over the last five years.

At the CBI event, Andrea concluded: “It has been my experience, not just as a business leader but also in life beyond work, that equality and diversity sit at the heart of success. Organisations which reflect the diversity of all their stakeholders will forge the strongest bonds and earn the greatest respect. At Barclays, we celebrate and value difference and are committed to building an inclusive culture where everyone can be themselves and do their best work.”

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