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HM Treasury Women in Finance Charter

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Citizenship - Our approach

In July 2016, Barclays was proud to become one of the first signatories to the HM Treasury Women in Finance Charter.

The firms that have signed up to the charter employ over half a million people and span across the breadth of the financial services sector. Each has pledged to improve gender diversity in their companies and include specialist industries such as FinTech, as well HM Treasury, the Financial Conduct Authority and financial services trade bodies.

The Women in Finance Charter commits financial service firms to link the remuneration packages of their executive teams to gender diversity targets. The charter encourages companies to commit to:

  • Having one member of the senior executive team responsible and accountable for gender diversity and inclusion. 
  • Setting targets for gender diversity in senior management
  • Ensuring pay of the senior executive team is linked to delivery against these targets.

At the launch event, hosted by Barclays, the CEO for Private Banking, Dena Brumpton commented: “For the bank this is a public statement of a long held internal commitment to gender diversity”. 

Barclays' commitments to the charter include:

Women in senior leadership metric 

  Actual 2015 Actual 2014 Actual 2013
% women in senior leadership 23% 22% 21%

To drive our own progress towards gender parity, we continue to measure the number and percentage of women at each level of the organisation. We have seen continued advancement towards our 2018 gender goal of 26% women in senior leadership roles; at 23% by the end of 2015. Female representation across the firm has again increased, sustaining a 1% year on year upward trend since 2012.

Increasing the representation of women in senior roles and building a robust pipeline of diverse talent remain priorities. Practical talent management tools are in place to deliver tangible change, ranging from our global unconscious bias training programme, to ensuring diversity is reflected in candidate shortlists and hiring panels. Targeted sponsorship and mentoring programmes connect leaders with rising talent, with networks and forums all actively supporting our people to achieve their potential. Collectively our approach aims to contribute to the culture and commitment needed to build greater gender parity.

Executive Remuneration, performance and pay

Bonuses for both of the Executive Directors in role at the start of 2015 were determined against the financial, non-financial and personal measures set at the beginning of the year, with non-financial measures including the percentage for women in senior leadership.

For further information refer to the Annual ReportAnnual Report HM Treasury Women in Finance CharterHM Treasury Women in Finance Charter
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