Barclays, Businesses offering flexible working

Barclays knows that in today’s global and dynamic economic landscape, the ability to adapt is paramount.  Barclays values a reputation for being first-to-market with solutions that make customers lives easier.  This corporate agility is enabled by Barclays’ people, so Barclays has a suite of policies and practices to make their lives easier too.

Barclays aims to help employees achieve work/life integration through flexible-working practices with formal options, including part-time, compressed-hours and term-time working. Informally, line managers and individuals agree flexible arrangements that support individual life styles.  Barclays also runs bespoke training for flexible workers and their line managers.

Agile environments:

  • Hot-desks, informal break-out areas and meeting spaces are architecturally designed to inspire location-independent and fixed-workers alike
  • Dispersed teams are connected via mobile technology, video-conferencing, innovative internal social-media and SharePoint facilities
  • Corporate travel assistance and concierge facilities smooth out the logistics of multiple-location working
  • Vitally, leaders focus on strengthening relationships among virtual workers
  • Modern resource-scheduling technology and policies such as religious-holiday swops support telephony-centre leaders to balance business-demands with individual/team agendas

Flexible careers: Barclays’ policies aim to facilitate career ebb-and-flow.  Various business-led interventions support female career advancement, for example:

  • Female-specific and gender-intelligent leadership development programmes support career acceleration
  • When career ‘pausing’ is relevant, perhaps for family-care or study, career breaks or flexible working-patterns are an option
  • Mentoring empowers women to make career choices to suit their circumstances
  • Flexible pension options enable colleagues to phase careers down at a pace that suits them

Flexible families:

  • Introducing maternity/adoption coaching for senior-level mums (pre/during/post-maternity leave) and their line-managers provides support at a crucial time
  • Industry leading paid transition days/emergency-care leave help new parents manage childcare needs
  • Families & Carers networks connect like-minded people who combine work with elder/child care responsibilities
  • Executive network sponsors provide leadership advocacy for flexible-working, while senior leaders affirm the culture by referencing their family priorities publicly.

Operating across global time-zones, balancing peaks and troughs in workflow, and managing resourcing scheduling – the business benefits from workforce flexibility.  Equally, employees benefit from increased ability to balance work/life integration.  This enhances employee well-being, which increases employee engagement and increases productivity – a virtuous circle that supports organisational growth and, ultimately, shareholder value.

Source: Opportunity Now, Business in the Community

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