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.
- 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
- 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.