Engagement
We recognise that successful employment relationships are built on mutual benefit and trust. We maintain two-way communication through regular Employee Opinion Surveys, which are used to understand our colleagues’ views and prioritise management actions. This dialogue allows the views of our people to be taken into account as we shape organisational change programmes or policies.
We also use Employee Opinion Survey scores to measure our employees’ sense of pride in being associated with or working for Barclays. In 2011, we scored an average of 81%1, which remains broadly in line with the previous year’s result of 83%. We also consult with our recognised unions and work councils.
Our internal communications cover topics that matter to colleagues, and raise their awareness of the financial and economic factors that affect how Barclays operates, now and in the future. These include global and location-specific intranets, news magazines and briefings from Executive and local leaders to ensure the widest possible reach.
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Development
Opportunities for both personal and professional development are available to employees through a range of channels and on a wide range of subjects, from personal impact to leadership. This is in addition to mandatory training on specific policies and regulatory responsibilities, all of which ensure that our colleagues can continually build or refresh their skills and experience.
Our performance management processes encourage a partnership approach between employees and their managers to regularly review performance, agree development needs and discuss their career aspirations. Individual performance is typically discussed and given a formal rating twice a year. Mentoring and coaching programmes also empower and support our people to fulfil their potential.
Union representation
Barclays is actively engaged with over 30 employee representative organisations throughout the world. We have collective bargaining arrangements in place across many locations and businesses, which cover different aspects of employment. In countries where unions are not recognised, we engage with employees directly and liaise with works councils and employee associations.
Employees covered by collective bargaining agreements/
trade union membership
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|
2011 |
2010 |
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Employees covered by collective bargaining (UK): |
78% |
78% |
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Employees covered by collective bargaining (global): |
59% |
57% |
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Employee trade union members (UK): |
31% |
35% |
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Employee trade union members (global): |
32% |
35% |
The Barclays Group European Forum and Barclays African Consultative Forums facilitate dialogue between colleagues and management in their respective regions. Barclays consults with trade union partners on all large-scale organisational redesign programmes.
We have six Health & Safety representatives in the UK, as part of our partnership with Unite, the union which represents many of our colleagues. This team consults with the businesses on Health & Safety matters, provides early warnings of any emerging risks, and supports all colleagues, whether they’re union members or not.
