Diversity and Inclusion
Race for Opportunity Awards
2013
Recruiting diverse talent
September 2013
Recruiting Diverse Talent
•
As a market-leading, global, universal bank it’s critical we attract and retain the most talented, diverse
workforce available and ensure our workforce demographics are reflective of the changing
opportunities globally.
•
As a complex industry banking relies on the problem-solving personal attributes of its workforce. Team
diversity broadens social capital which enhances performance. People with diverse perspectives
generate more comprehensive views of problems, offer alternative interpretations and ultimately
generate more creative, robust solutions.
•
The challenge was to analyse, identify and deliver the most effective enhancements to make Barclays.
recruitment process more inclusive.
•
Extend outreach activity and increase applications from BAME students - particularly Black AfroCaribbean - by 20%.
•
Create an integrated partnership model between campus recruitment, Cultural Awareness Network
and external partners such as SEO, RARE, Powerful Media.
•
Increase the intake of BAME Interns (Spring and Summer) by at least 5%.
•
Improve recruitment conversion statistics of BAME students by introducing Barclays-wide mandatory
unconscious bias training to the Executive Committee, Managing Directors and Directors
•
Introduce strength-based interviewing which has proved results relating to diversity.
Our Challenge
Our Goals
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September 2013
Recruiting Diverse Talent
•
Senior management involvement to appropriate prioritisation and time allocation
•
Greater integration and co-ordination with partner organisations such as SEO/Rare
•
“Lifecycle Mentoring”; students gain business knowledge, develop interview skills and build social
capital
•
Broadened Outreach, maximising outreach with mentoring programme targeting schools continuing
through every year of university
•
Mentors build unbreakable relationships with mentees ensuring talented BAME candidates select
Barclays above competitors and guide candidates to their most suitable departments based on
personality and aspirations
•
Improved size and variety of internships made available, with focus on converting BAME candidates
•
Review selection process to eliminate barriers: no specific mention of UCAS criteria and degree
qualification; Strength based interviewing; Unconscious Bias Training introduced to Senior Leaders
•
Barclays moved from the bottom of SEO and RARE’s League tables to one of the leading BAME
recruiters – 200% increase intern offers accepted by SEO/RARE candidates within 2 years
•
Our most challenging division, Investment Banking, has seen a 9 – 12% increase in BAME from total
candidates for Spring/Summer programmes
•
A 36% increase in applications from Black candidates and 200% increase in offers accepted by Black
interns
•
Expanded apprenticeship talent pipeline for 2013 from 6 to 19
•
Initiated the 2.5 year financial apprenticeship with guaranteed roles for successful candidates, enlisting
12
Our approach
The Impact
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September 2013
Recruiting Diverse Talent
“Over the last two years we have seen a huge
increase in interest in Barclays from BAME
students. This is testament to the thoughtful and
comprehensive approach they’ve taken to
identifying, engaging and supporting students.
(…) Critically they’ve identified two ways to help
BAME students achieve their potential – better
education and mentoring from the experts, their
staff.”
Hason Sandhu, SEO
“I attended various events hosted by banks
leading up to Spring-Week. I received multiple
offers but Barclays was my first choice. My
preference was purely down to their
commitment throughout the application process
and consistent delivery on promises of support.
Nearly all other banks spoke about open door
policy but Barclays is the only one who truly
demonstrated this. Their people and culture
really set them apart”
Reeya Sakaria, LSE
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September 2013