|
||||||
  |
 |
|
|
|
||||||
|
|
|
|
 |
|
|
|
|
|
|
|
|
||
|
 |
 |
 |
 |
 |
|
||||
| ||||||||||
| In Section 2: |   |
|||||||||
| ||||||||||
| Corporate Social Responsibility Directors and officers of Barclays PLC and Barclays Bank PLC Directors' report Corporate governance report Barclays report on remuneration Accountability and Audit Presentation of information Risk management |
|
|||||||||
Barclays values people from all backgrounds and is committed to becoming a more inclusive organisation with a workforce that reflects the markets it serves. 
The organisation monitors its performance against key equality and diversity objectives. In 2002, good progress was made against the goal of having 3% of UK senior executives from ethnic minorities by the end of 2005, moving to 2.2% in 2002 from 1.1% in 2001. However, the goal of doubling the representation of women in the UK senior executive population to 22% by the end of 2005 is proving more challenging. By the end of September 2002, the figure stood at 11.8%, up slightly from 11.7% at the end of 2001. Barclays remains focused on achieving its equality and diversity objectives. Progress in equality and diversity is also reflected in regular global employee opinion surveys. In 2002, 69% of employees surveyed by independent research firm ISR agreed that Barclays management supports equal opportunities (compared with a norm of 62% for UK financial service companies in which ISR has carried out similar research). During 2002, training was provided for senior executives and managers in the UK to raise their awareness of equality and diversity issues and build a more inclusive culture. Equality and diversity training was also undertaken for branch and contact centre staff, including programmes to help employees understand the needs of customers of all backgrounds. Barclays policy requires that equal pay is awarded for work of equal value, regardless of factors such as gender, full or part-time status, race, age or disability. A recent review of salary levels across a sample of Barclays UK operations indicated that the principle of equal pay for work of equal value is adhered to in practice. Barclays launched recruitment initiatives to attract people with disabilities in Sunderland and ethnic minorities in Bradford; this will be extended to other areas in 2003. In addition, Barclays held career development workshops for ethnic minority employees and for employees with disabilities. In 2002, Barclays made it possible for UK employees to work for Barclays beyond the normal retirement age of 60, and began actively recruiting people over the age of 60. As a result, 170 people over the age of 60 are now employed in the UK. In acknowledgement of the Group’s activity in this area, Barclays became a Government Age Champion. Early in 2002, Barclays launched the Spectrum network for gay, lesbian, bi-sexual and transgender employees. The network provides support for employees and opportunities to become involved in community fundraising. In 2002, Barclays achieved a gold standard for race equality in Race for Opportunity benchmarking, and for gender equality in Opportunity Now benchmarking.
|
Making Business sense  CSR in the marketplace CSR in the workplace  CSR in the community
CSR in the environment |
|||||||||
|
||||||||||
|
|
||||||||||
|
||||||||||
