Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational

Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational

Our Purpose Our Stakeholders We deploy finance responsibly to support Having a strong Purpose and Values ensure people and businesses, acting with empathy we are able to deliver for all our stakeholders: and integrity, championing innovation and sustainability, for the common good and the Making a long term. For our customers and clients We help those who use our products, services and expertise realise their difference aspirations Our Values

WeRespect harness the power of diversity and Barclays is a British universal bank. We support consumers inclusion in our business, trust those we and small businesses through our retail banking services, work with, and value everyone’s For our colleagues contribution. We support their health and wellbeing, and larger businesses and institutions through our enable them to build their career and Integrity empower and motivate them to be able corporate and investment banking services. We operate with honesty, transparency to provide excellent service In the wake of an extraordinary year, we have refreshed and fairness in all we do. our corporate Purpose and our Values to ensure they are WeService act with empathy and humility, putting relevant to today’s world. the people and businesses we serve at the For society centre of what we do. Our success over the long term is tied inextricably to the progress of our Excellence communities and the preservation of We champion innovation, and use our our environment energy, expertise and resources to make a positive difference. Stewardship We prize sustainability, and are passionate For our investors about leaving things better than we found We continue to build a strong, diversified them. business that can deliver attractive and sustainable returns

You can read more about our new Purpose at home.barclays/purposeandvalues

Barclays PLC 2 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational

Chief Executive’s introduction

Over the years, Barclays’ innovative spirit I am pleased that we have taken some Yet there is still much more to do. In some has shaped our progress in becoming a more important steps forward this year. Our cases, we need to speed up progress we are diverse and inclusive company. We were the graduate intake was one of the most gender already making by improving the first bank in the UK to employ a female diverse groups we have had and the number effectiveness of our existing initiatives and branch manager and, some years later, the of women in senior roles – although still too sharpening our ability to understand our first to feature same sex couples in our low – continues to grow. data, listen to colleagues and respond. In advertising. The mental health campaign We have also worked extensively with our other cases, such as achieving a better This is Me, first started by Barclays Black colleague forums following the understanding of the diversity of our colleagues, has now been adopted by over appalling events of last summer in order to colleagues’ socio-economic backgrounds, 300 companies. We were also a founding challenge what more we can do, and to shape we need to develop new ways of thinking. member of the Global Diversity Champions our new Race at Work agenda and set out a Ultimately, we are trying to build an Group at Stonewall, the Business Disability series of actions to help us attract, develop, organisation that is more equal at all levels. Forum, and UN Women’s HeForShe and add to our great Black talent. From 2021, We do this, not simply because it is right, but campaign, as well as one of the first I also want us to extend this plan to all because it makes us a more effective companies to sign the UK Race at Work ethnically diverse groups. organisation too. It enables us to make the Charter. In such a challenging year for so many of us, most of our different backgrounds, The publication of this report is a first as well. we have learned a lot from our disabled perspectives and experiences in order to It brings together the interconnected ways colleagues about making the right workplace better understand and serve our customers, we think about diversity and inclusion at adjustments to remove or reduce barriers. clients and communities. Barclays, and sets out our strategy to build I am also delighted to see membership of our I hope you will find this report as important and maintain a culture that makes everyone and uplifting as I do. We are on a long journey, feel included and supported, providing associated Colleague Diversity Networks at an all-time high. but I am encouraged by the progress we are Ultimately, we are trying to equality of opportunity for talent at all levels making. and from all backgrounds to grow. Over time, “ build an organisation that is I hope it will also serve as an important way James E Staley more equal at all levels. We do Group Chief Executive, Barclays to assess our progress as we strive to this, not simply because it is improve further. right, but because it makes us a more effective organisation too.

Barclays PLC 3 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Our focus At Barclays, we believe that creating an inclusive and supportive culture is not only the right thing to do, but also what is best for our business. It makes us better at understanding the needs of our customers and clients, and it creates a sense of belonging and value that enables our colleagues to perform at their best.

We focus on five pillars of diversity and inclusion

We recognise there are many elements of an individual’s identity that overlap. For instance, a female colleague may also identify as LGBT+, be from a minority ethnic group and/or have a disability, mental health or neurodiverse condition. The Multigenerational associated experiences that go with these intersecting identities is called intersectionality and can, for some people, mean the disadvantages they face in society are compounded. We consider the impact of Disability Gender intersectionality across all of our diversity and inclusion pillars. Each pillar also benefits from having an executive sponsor, including Jes Staley as the sponsor for Gender and C.S. Venkatakrishnan, Global Head of Markets and Co-President of Barclays Multicultural LGBT+ Bank PLC, as the sponsor for Our Purpose and Values, Multicultural. set out on page 2, directly influence the way we think about culture at Barclays. Together, they ensure a strong ethical and inclusive environment for us all, and define the way we interact with our stakeholders and each other.

Barclays PLC 4 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational

Highlights this year

Equal opportunities to progress Fair pay We implemented a 12-point action plan on Race at Work that will open up We remain committed to fairness and transparency in the way we pay all our opportunities to attract, develop and add to our great Black talent. people – from fairness for the lowest paid to the way we align employee and executive remuneration. We have created an ethnicity dashboard to increase transparency and accountability for senior leaders. This year we continued to progress our work on global living wages, reviewing more locations than in 2019. We also enhanced medical provision for all colleagues in the UK We extended our tracking of female representation and regularly provide leaders and India, providing access to a range of online services and appointments. with detailed dashboards reflecting the gender and ethnic diversity of our colleagues. This enables us to track progress against a baseline for three key levers: Hiring, We continue to require that pay decisions must not take into account gender, age, Promotions and Retention. ethnicity, disability, sexual orientation or any other protected characteristic. We now have 26% females at Managing Director and Director level globally, up from You can read more about our approach to pay in our Fair Pay Report 2020. 25% at the end of 2019. You can read our Fair Pay Report 2020 here

Listening to our colleagues Looking ahead: 2021 and beyond We launched our first diversity survey,Everyone’s Included, which provided us with We will deliver cross-cutting campaigns that focus on: challenging stereotypes, enhanced diversity and inclusion and self-identification data from our colleagues. inclusive development, empowering allies. We launched our Inclusion Index, which is one way we have been able to measure how We will build intersectional collaboration across our Colleague Diversity Networks. included our colleagues feel. Our overall Inclusion Index score this year was 76%, with We will embed ‘Inclusion and Race Champions’ in all of our business units. 89% of colleagues saying they feel included in their team. We will launch mandatory race and ethnicity training. We have launched a mandatory inclusion objective for all colleagues. The objective is focused on role-modelling inclusive behaviours and building an inclusive culture. We will look to learn from Race at Work interventions and extend the Action Plan to include other ethnically diverse colleagues, as well as to our customers and clients, We have launched mandatory ethnicity training for all colleagues. and communities. We will increase our focus on social mobility to open up our talent pool, having set a global baseline of 39% of colleagues stating that they are the first generation toattend Increased focus on allyship university. We will engage our diverse communities in developing future ways of working as we We launched The Power of Allies Toolkit, empowering colleagues to enable everyone assess the changes that could provide greater flexibility in working practices after the to feel they belong, and helping people develop empathy towards another group’s pandemic. challenges or issues. Membership of our Colleague Diversity Networks has increased, and is at an all-time high, with over 23,000 colleagues globally now involved in one or more network.

Barclays PLC 5 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Our approach We believe that diversity in our workforce makes Barclays a stronger business. To build and maintain that diversity, we need a culture that makes everyone feel included and supported, and provides equality of opportunity for talent at all levels to grow. Creating a diverse and inclusive culture

Having colleagues with a mix of backgrounds Culture and conduct Colleague Diversity Networks and life experiences makes us better at We believe that the stronger our culture is, Our Colleague Diversity Networks provide supporting our customers, clients and the better the choices our people will make colleagues with valuable support and advice, Our Colleague Diversity communities. It promotes diversity of – and the stronger our business will be for all create development opportunities, and raise Networks: thought, encourages innovation and makes our stakeholders. Our culture also helps us awareness of issues and challenges. We have Barclays Military Network us more reflective of the individuals and to reduce the impact of poor conduct on our seven networks, all of which closely align to businesses we serve. customers. We do not intend to repeat the our diversity and inclusion pillars and all of Bridge: the multigenerational network Building and maintaining that diversity errors of the past. which are open to any employee. Our Embrace: the multicultural network requires a culture that makes all our Our most senior leaders spend significant networks also influence our people policies, Reach: the disability, mental health and colleagues feel included and respected for time setting the right tone at Barclays, and help us to challenge the status quo, and give neurodiversity network us insight into how we need to adapt to give bringing their whole selves to work. We have our Purpose and Values are now deeply Spectrum: the LGBT+ network identified four strategic priorities to help us embedded in their message. We are colleagues the support they need to succeed. Win: the gender network achieve that goal. investing in the skills of our leaders With so many colleagues working remotely throughout the organisation as well, with this year, our networks worked tirelessly – Working Families Network two new leadership programmes helping us and creatively – to ensure their members felt Our networks also include sub forums, Strategic priorities Delivering equality of opportunity in to develop the culture carriers of the future. supported and connected. Using digital tools focusing on different topics, themes and order to improve our ability to attract, We also strengthen our culture with clear and new platforms in a way we had never seen issues that align to a specific group develop and retain diverse talent and effective controls. We continue to see a before, the networks successfully engaged relevant to that network. marked improvement in the number of with, and even increased, their membership. Finding opportunities to strengthen With over 23,000 colleagues globally in 2020 our inclusive culture by building operational risk events and compliance breaches. We will continue to invest in now involved in one or more of our diversity synergies across different diversity networks, membership is at an all-time high. agendas (intersectionality) reducing risks and breaches further and in making our controls better. Embedding inclusion at all stages of a colleague’s career journey at Barclays, enhancing their day-to-day experience Leveraging data, evidence and insight in order to evaluate our progress, demonstrate impact and identify new and better ways to do things

Barclays PLC 6 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Creating a diverse and inclusive culture continued

The Power of Allies Toolkit In 2020, we enhanced our culture of inclusion and encouraged colleagues to become allies What we mean by allyship in the workplace through a new toolkit. The Allyship means being consciously Power of Allies Toolkit supports colleagues inclusive. It helps colleagues to feel to take conscious, positive steps to help respected, involved and connected every everyone feel that they belong, and develop day. It means: empathy towards another group’s challenges or issues. In our Your View Embracing difference by seeking colleague survey, 84% of respondents told the views of people with different us they believe we are all in this together at perspectives and experiences Barclays, while 82% say they believe Empowering others to succeed and leaders are committed to building a diverse ensuring everyone’s voice is heard and workforce. their contributions equally valued Allies in the workplace actively promote and Standing up and speaking out for what inspire colleagues to advance our culture of is right and holding others to account inclusion. Most of our Colleague Diversity for their behaviours Networks have an allyship initiative – Male Opening up opportunities for Allies, Race Champions, Spectrum Allies, progression and levelling the playing Reach Purple Champions and Dynamic field for under-represented groups Working Champions. Challenging your own understanding and learning about communities different to your own

What’s great about these networks is that you give “ back to the community. It makes Barclays a more well-rounded firm where you’re just happier to be an employee. Joshua Levine, Business Manager, US Credit / Co-Chair of Reach

Barclays PLC 7 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Creating a diverse and inclusive culture continued

Recognising and celebrating colleagues Every year, we recognise colleague efforts through our long-standing Citizenship & Diversity Awards. Winners are selected by a panel of industry experts, chaired by Jes Staley, and in 2020 we received our highest number of nominations yet, at over 750. The event is an opportunity to recognise and celebrate colleagues around the world who are making a positive impact on society or helping to strengthen Barclays’ inclusive culture.

Supplier diversity and inclusion As one of the world’s largest financial services Diverse suppliers interested in doing business with institutions, we understand that we need to lead Barclays are encouraged to register with us at by example in the way we do business. Barclays’ barclays.com/supplierdiversity. Global Supplier Diversity and Inclusion initiative Over the past several years, with the support of ensures that our procurement process remains prime suppliers, Barclays has achieved a global Colleagues behind Win Careers Week, who won a Citizenship & Diversity transparent, objective and non-discriminatory Award in 2020 spend rate of 8% with diverse suppliers. We are when selecting third-party providers. among a small group of multinationals having the We rely upon a network of internal stakeholders ability to report supplier diversity and inclusion and external partners to curate a pipeline of performance at a global level in a singular currency, diverse suppliers to compete for our third-party as measured by The Hackett Group Supplier needs. For Barclays, a diverse supplier is either Diversity Benchmarking Survey, 2016. diverse by size – a micro, small or medium-sized In driving towards a more sustainable enterprise, business – or diverse by ownership – generally 51% we expect our supply chain partners to help us owned, controlled and operated by women, achieve excellence in, among other measures, LGBT+, military veterans, persons with disabilities workforce and supplier diversity and inclusion. For or ethnically diverse talent. a complete set of sustainability measures, refer to the Barclays Supplier Code of Conduct.

Barclays PLC 8 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Creating a diverse and inclusive culture continued

Governance, training and reporting embedding our culture of inclusion from the Equal opportunities to work and Across Barclays, we operate Diversity and start of their career. In 2020, we launched progress Inclusion Councils. These exist to formulate our Inclusion Index, which is one way we As an Equal Opportunities Employer, we diversity plans appropriate for individual have been able to measure how included our are committed to providing equal business areas and to determine the best colleagues feel. It has enabled us to use data employment opportunities to all way to execute our global diversity and to assess the impact of our initiatives and applicants and employees. inclusion strategy, as well as monitor establish a benchmark for monitoring We do not discriminate based on race, progress. They are chaired by senior leaders progress year on year. colour, creed, religion, national origin, from the business, mainly at Managing Barclays meets its regulatory reporting alienage or citizenship status, age, sex, Director level, and take responsibility for requirements relevant to diversity and sexual orientation, gender identity or building an inclusive culture within their inclusion. We continue to publish our UK expression, marital or domestic/civil business units, opening up opportunities for gender pay gaps, in line with government partnership status, disability, veteran diverse talent to join and progress. requirements. There are also areas where we status, genetic information, or any other Inclusion is a critical theme throughout our go beyond the mandatory minimum; for basis protected by law. training and development programmes, with example, we took the decision to voluntarily All of our people policies reflect relevant workshops and resources available to all report on our ethnicity pay gaps as well. Full employment law, including the provisions colleagues, managers and leaders. We also details of our UK Pay Gaps 2020 are set out of the Universal Declaration of Human launched a new global platform called on our website. As a Disability Confident Rights and International Labour Learning Lab, offering a range of resources. Leader, we are currently reporting rates of This year, we proposed a clear Organisation Declaration on These resources are a great way for self-identification for disability of 14% (up set of objectives and measures Fundamental Principles and Rights at colleagues to continue to grow their from 9% in 2019). “ of success and delivered a Work. We expect our people to treat capabilities and to build a more inclusive As ever, our approach to our people is each other with dignity and respect, and culture. Learning Lab also houses ‘Being informed by the latest thinking in behavioural number of firm-wide initiatives. do not tolerate discrimination, bullying, Barclays’, our new joiner learner experience. data science, and by our capacity to track One example was working in harassment or victimisation on any Diversity and Inclusion is one of the highest effectiveness and progress over time. star-rated modules for new joiners, partnership with our Black grounds. Professionals Forum to launch a We are committed to paying our people You can read our UK Pay Gaps 2020 here fairly and equitably relative to their role, Reverse Mentoring programme skills, experience and performance in a for Barclays UK Stewards. way that balances the needs of all our Reverse Mentoring encourages stakeholders. That means our leaders to be mentored by a remuneration policies reward sustainable more junior colleague, enabling performance that is in line with our Purpose and Values, as well as our risk them to gain perspectives expectations. beyond their immediate peer groups. Sian McIntyre, Head of Customer Strategy & Franchise Management / Chair of the D&I Council for Barclays UK

Barclays PLC 9 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Gender Increasing gender diversity is Making progress towards parity integral to our long-term goal for Barclays. We recognise that being able to attract, Four actions to improve gender diversity across Barclays develop and retain top female Setting targets for individual Gender reporting in business talent is crucial, and that business areas reviews companies with gender 1 2 diverse senior management We have targets for gender diversity for We continue to invest in data and analytics teams perform better. We each of our business areas, reflecting the and have developed a gender diversity market environment. We actively dashboard. This includes core metrics for continue to work towards the encourage female talent to apply for open each business area providing transparency Hampton Alexander Review vacancies, recognising that roughly 36% of through three critical levers: Hiring, vacancies last year were filled by internal Promotions and Retention. The dashboard Women in leadership target of 33%. candidates. Our initial focus has been on is also used at the CEO Monthly Business Over the last few years, we have made some Managing Directors and Directors, but we Review meetings with the Group Executive encouraging progress to increase the are doing more to address our female Vice Committee. We have also appointed number of women in senior leadership President pipeline as well. diversity champions across our businesses positions, but the rate of change is still and functions. slower than we would like. We know we must remain vigilant to ensure there is no bias in our hiring decisions as well as to provide Actively identifying female talent Monitoring our promotion targeted opportunities for our female in the market process and building our internal colleagues to develop their careers. pipeline 3 4 We operate two flagship leadership We work with our recruitment partners to We want to ensure the widest available pool programmes, both of which provide a identify diverse talent for our shortlists, of talent is considered for promotion. We platform to help develop high-performing including actively identifying external offer mentoring and sponsorship female colleagues. female talent, where possible. We make programmes and use ex-officio roles on our Aspire is designed to empower our sure this is standard practice across all our senior committees. We take time to ensure high-potential colleagues at Vice President relationships with recruitment partners. we are providing the right support and level. 60% of females who attended connectivity for women, especially when Aspire in 2020 were promoted from Vice returning from maternity leave. For President to Director. attendees of our two flagship leadership Evolution is a leadership programme that programmes, overall promotion rates supports the development of new and increase and attrition rates fall. existing line managers, training over 1,500 colleagues globally in 2020.

Barclays PLC 10 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Gender continued

Female colleagues

As a founding signatory of the HM Treasury role enables a wide range of colleagues to be Females at Managing Director Women in Finance Charter, a signatory of the a part of the debate and senior decision- and Director level % Hampton Alexander Review and contributor making within the organisation, as well as to the Bloomberg Gender Equality Index, we enabling opportunities to develop proactively set gender targets. Our ambition influencing skills and facilitate professional When it comes to diversity and 26 is to achieve 28% female Managing Directors development. “ inclusion, I think that companies 25 and Directors globally by the end of 2021. Our gender network, Win, held a global often do the first part right Currently 26% of our Managing Directors Careers Week in September, supported by which is hiring. That’s the easy and Directors globally are female, and 29% senior leaders, with over 3,400 colleagues one – you can hire across gender Females on Board of Directors of our UK Managing Directors and Directors % taking part in over 50 internal and external and nationalities. It is the next are female. events focused on personal development, At the end of 2019 we had met our 2020 career development and finding work/life part – the inclusion part – that is 25 Board gender diversity target of 33% in line balance. really about giving everyone an 33 with the Hampton Alexander Review target. Each year we mark International Women’s environment to grow. At Following changes in the Board composition Day. In 2020, we held a series of global Barclays, we are working on during the year, at the end of 2020, the Females on Group ExCo and ExCo events for our colleagues and our clients. In inclusion with initiatives like Board’s gender diversity sits at 25%. the US, Betsy Myers, former advisor to US direct reports However, with a new appointment following dynamic working which has % Presidents Clinton and Obama, spoke about the AGM in 2021, this increases to 33%. In the importance of male allies in changing been super helpful to achieve 2020, we also reviewed this target, set two 29 attitudes and behaviours towards women. In some sense of work/life years earlier, and concluded it should remain the UK, business leader Baroness Karen balance. These small things 26 at 33%. Brady CBE and John Amaechi OBE, matter and help us build a more Moving forward we will continue to build on organisational psychologist, spoke to equal environment. our work to achieve greater gender diversity colleagues and clients about the importance Females in Barclays % 46 in the workforce. We continue to work of continuing the pledge for gender parity. Sonali Shelke, Vice President, towards the Hampton Alexander targets of Transaction Banking Male Allies 33% females on the Board of Directors and Male Allies are committed to working with 33% on Group ExCo and direct reports. women, and one another, to make change 2020 Sponsorship and mentoring happen and to challenge inequality. They act We have sponsorship programmes for as champions of gender equality, supporting high-potential women. This year, 73% of the their female colleagues. Having been an 54 ex-officio roles on our most senior ‘Impact Champion’ of the UN Women committees were taken up by women. The HeForShe initiative for five years, Barclays ‘Under the Companies Act 2006, Barclays is required to report on the gender breakdown of our employees, ‘senior managers’, and the Board of purpose of these roles is to increase the has actively spoken out about the Barclays PLC’s Directors. The Group’s global workforce was 89,015 (48,447 male, 40,563 female, 5 unavailable), with 495 senior managers (388 male, diversity of thinking and skills within our importance of involving men in the 107 female), and the Board of Barclays PLC had 12 directors (9 male, 3 most senior decision-making bodies. The conversation around gender equality. Doing female) as at 31 December 2020. This is on a headcount basis, including colleagues on long-term leave. Unavailable refers to colleagues who do not so helps transform the work environment record their gender in our systems. ‘Senior managers’ includes Barclays PLC Group Executive Committee members, their direct reports and directors where all voices can be heard, irrespective of on the boards of undertakings of the Group, but excludes Directors on the gender. Board of Barclays PLC. Where such persons hold multiple directorships across the Group they are only counted once. The definition of ‘senior managers’ within this disclosure has a narrower scope than the Managing Director and Director female representation data provided above.’

Barclays PLC 11 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Gender continued

Signs of progress

In 2020, we have seen some encouraging signs of progress in our female representation at senior levels, and in participation of the programmes that exist to help develop our female talent:

26% 74 % of Directors and % of Directors and Managing Directors Managing Directors 73of colleagues placed in ex-officio roles across senior taking part in targeted development globally (up from 25% management committees were female. Of 546 colleagues programmes with external providers such last year) are female promoted to Director this year, 36% were female, as Deloitte and the Forward Institute are representing a three percentage point increase on 2019 women Participation and % membership 60 of females who attended our of our personal development and leadership platform, Everywoman, leadership development increased by 35%. Content usage has increased by 161%. Our programme, Aspire, were promoted partnership with Everywoman provides employees globally with access Women and girls’ football In March 2019, Barclays was proud to from Vice President to a free membership to the site announce the biggest ever investment in UK to Director women's sport by a company. As part of this commitment, we support the Football Association’s Girls’ Football School Partnership (FAGFSP), established to solely Over 100 women Over a The Times focus on ensuring girls in England have equal access to football in schools by 2024. attended third Top 50 As of today, we have reached over 9,000 our bespoke Progression Coaching programme in the of participants on our most We have been named in The Times Top 50 schools who now provide a girls’ football UK. The programme supports the development of senior Enterprise Leaders Employers for Women for 10 consecutive offering (42% of the 2024 target). high-potential female talent among our Assistant Vice programme were female years President population

Barclays PLC 12 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Multicultural Our vision is to be inclusive of Moving forward with race at work people of every race, ethnicity, Supporting our Black and ethnically diverse Tackling racism nationality and faith across colleagues is hugely important to Barclays. Events over the last 12 months, in the US and our workforce. We believe that Over recent months we have accelerated our elsewhere, have rightly prompted activity by working extensively with our organisations like Barclays to appraise what Barclays’ future strength lies in Black colleague forums in the UK and US, we have been doing to aid the fight against our ability to attract and retain which are part of Embrace, our multicultural racism. We have asked ourselves: ‘is what we colleagues from diverse network, to produce a Race at Work Action are doing enough?’ We know the answer is Plan, which we launched in October. The plan that we can and should do more to help backgrounds, and for us to comprises a thorough set of sustained create a world in which racial discrimination have the diversity of thought actions that will open up new opportunities is not tolerated, and in which we honour to attract, grow and add to our great Black every individual’s background and required to achieve our goals talent, using data to set goals and measure uniqueness. That effort has to start with as a company. success. In 2021, we will also be extending listening, learning and understanding more this work to include other ethnically diverse – which we are committed to do. Ethnicity split colleagues, and expanding it to include a We have made a decision to stop using the Global focus on our customers and clients, and the term ‘BAME’ as an abbreviation of Black, % communities we serve. At the end of 2020, Asian and minority ethnic at Barclays 55 39 3 3 17% of the Board was from an ethnically because it can be considered to imply that diverse background, meeting the the challenges of each ethnic group are ite sian Bla ter etnially ierse olleagues recommendations of the Parker Review. similar, which is not always the case. We want to better represent our ethnically diverse colleagues, so we will not use this term any UK % more. 81 14 32

ite sian Bla ter etnially ierse olleagues

32 It’s important to support Black talent in the US % financial service industry – and not just within “ 49 32 9 10 Barclays. We’ve created an action plan for 9 colleagues to open up new opportunities to ite sian Bla ter etnially ierse olleagues attract, develop and add to our Black talent. It will also help break down the unconscious bias deeply ingrained in all of us. 10 Other ethnically diverse colleagues category includes Hispanic/Latino, Mixed, Native Hawaiian or Other Pacific Islander and Native American. US and UK relate to Toks Sotande-Peters, Relationship Director, International Country and not Region. Colleagues with an undeclared Corporate Banking / Co-chair of the Black Professionals ethnicity and/or based in Continental Europe and the Middle East (21% of our global population) have been Forum, part of Embrace excluded from all calculations

Barclays PLC 13 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Multicultural continued

UK Race at Work Charter In 2018, we became one of the first Barclays’ Race at Work Action Plan organisations to become a signatory of the UK’s Race at Work Charter. The Sponsoring our top Black Providing our Black colleagues Offering mentoring opportunities Charter comprises five principal calls to Directors, to support their career with increased access to to our Black colleagues at Vice action for leaders and organisations progression with the aim of development and talent President level and below, to across all sectors, which we have used as 1 increasing representation at the 2 programmes, and opportunities 3 support their career progression the basis of our strategy. The five Managing Director level for exposure on leadership and help them build their networks actions are: committees, to enable them to Having an executive sponsor for race advance their careers and help us build a pipeline of future Black Capturing ethnicity data and leaders publicising progress Committing, at Board level, to zero tolerance of harassment and bullying Mandating thought-provoking Increasing our support for allies to Enhancing our relationships with training on race, featuring real-life Black colleagues by providing a Historically Black Colleges and Making it clear that supporting equality experiences, to better educate all robust suite of training tools and Universities in the US, and their in the workplace is the responsibility of 4 colleagues 5 resources, to help them drive 6 global equivalents, as well as all leaders and managers change in the organisation. We are diversity-focused partners, to Taking action to support ethnic supporting all colleagues to have build a pipeline of diverse interns, minority career progression. conversations around race and graduates and apprentices We delivered on these commitments by ethnicity and to build inclusion implementing the following: awareness We have appointed an Executive Committee Member, C.S. Improving the diversity of our Establishing an Executive Search Launching a specialised career Venkatakrishnan, as executive sponsor candidate slates for open roles, team that will proactively coaching service with targeted for our Multicultural agenda particularly for senior positions approach Black professionals engagement for Black colleagues We continue to voluntarily disclose our 7 (in line with location diversity 8 about opportunities at Barclays, 9 at Vice President level and below, UK-wide ethnicity pay gaps norms), and in areas where Black to enable us to build Director and providing interview preparation colleagues are under- Managing Director talent pipelines and career coaching to help them The Barclays Way, our code of conduct, represented, to increase with career moves within Barclays is clear that we will not tolerate representation of Black discrimination, bullying or harassment colleagues in the organisation We make it clear that all of our leaders have a shared responsibility to build a diverse and inclusive culture Introducing enhanced ethnic Using our data to help us set goals Continuing to listen to feedback diversity data, to improve and measures for attracting, from Black colleagues, and analyse We implemented a 12-point action transparency on our progress and developing, advancing, and external research, to better plan on Race at Work that will open up 10 to help senior leaders make 11 retaining Black professionals 12 understand sentiment and take opportunities to attract, develop and evidence-based decisions to drive action that will encourage change add to our great Black talent. our strategy

Barclays PLC 14 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Multicultural continued

In 2021, we will also: • Expand our plan to include actions to enhance our long-standing support for citizenship programmes dedicated to tackling racial inequalities in our communities. • Support the sustainable growth and empowerment of Black and ethnically diverse businesses by partnering with Barclays clients, customers and suppliers. We will drive the direct investment of capital through acumen, mentorship and investment, and develop long-term partnerships that amplify efforts to promote Black businesses, diverse suppliers and ethnically diverse individuals. I expect every colleague, • Continue to provide mandatory training on race manager and leader to line up and ethnicity – this module provides the tools to “ hold conversations around race and ethnicity, as well behind what we have set out, as empower colleagues to be a race ally. move it forward, and bring • Learn from Race at Work interventions and extend about change. the plan to include other ethnically diverse colleagues. C.S. Venkatakrishnan, Global • Increase the number of Listening Groups in Head of Markets and Co-President partnership with our multicultural network, of Barclays Bank PLC / Executive Embrace, to better understand our diverse sponsor of the Multicultural agenda communities. • Embed ‘Race Champions’ in all of our business units.

Barclays PLC 15 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Disability We are committed to Making sure all abilities count fostering a safe, inclusive environment where we make 14% of colleagues at Barclays tell us they up opportunities for progression. Reach, our Becoming disability and mental health consider themselves to have a disability, colleague network for disability, mental confident the most of the exceptional mental health or neurodiverse condition, health and neurodiversity, has developed a Our ambition is to be the most accessible up from 9% in 2019. Valuing the lived mentoring programme to support colleagues and inclusive FTSE 100 company for all of our talents disabled people can experience of those colleagues is on their career journey. customers, clients and colleagues. bring to our organisation. In fundamental to our commitment to building a Barclays was one of the first businesses to This year we were awarded Gold status the wake of such a supportive and inclusive culture for sign up to the UK Mental Health at Work once again by the UK Business Disability everyone. Commitment and, this year, our Mental Forum, scoring 98%. We were commended challenging year for so many We are proud to be a ‘Leader’ in the UK Health Awareness e-learning became for deepening our commitment to of us, it has been more Government’s Department of Work and mandatory for our entire workforce. We also accessibility and inclusivity, and our systemic important than ever to Pensions Disability Confident scheme and we regularly check in with all line managers to approach to driving improved performance remain committed to making the most of the ensure they are supporting colleagues’ across all areas of the business, specifically ensure that all colleagues feel talents disabled people bring to our wellbeing. In our most recent Your View our customer products and services, as well supported and have the organisation. In line with our commitment to survey of colleague sentiment, 83% told us as our accessible technology. We also scored equal opportunity for all, we want to make that Barclays supports their efforts to 90% on the Disability Equality Index (DEI). adjustments they need to sure we are doing everything we can to open enhance their wellbeing. work productively.

Creating a more accesible business Workplace Adjustments Policies We enable colleagues to keep a record of their agreed Our policies require managers to give full and fair adjustments through a Workplace Adjustments consideration to those with a disability on the basis 1 Passport as they progress through their career in 2 of their aptitudes and abilities; both when hiring Barclays. We see this as an important step for both and through ongoing people management, as well colleagues and their line managers in creating an as ensuring opportunities for training, career inclusive working environment for people of all development and promotion are available to all. abilities. Able to Enable We work with external partners to identify eligible Accessible technology candidates to increase diversity through Barclays We are committed to inclusive design and creating 4 Apprenticeships. Building on our Able to Enable new products and services that address the needs of channel, we have created a high-touch support 3 the widest audiences, irrespective of age or ability. system for people on the autism spectrum who Live chat and high-visibility debit cards are just some want to join Barclays as an apprentice. We of the services we’ve developed to break down developed the process in our main technology barriers for people with sight, hearing, speech, hubs in Radbroke and Glasgow, including dexterity and mobility impairments. developing training for assessors, pre-briefing material for candidates and autism-friendly guides to ensure visits to our sites were as anxiety-free as possible.

Barclays PLC 16 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Disability continued

The DEI is the US’ most comprehensive through these challenging times and provide Understanding and reporting annual benchmarking tool, facilitated by the training and tools for the business and Barclays actively asks colleagues if they want leading non-profits Disability:IN and the technology teams to help them on their to share whether they have a disability, American Association of People with digital accessibility journey. This includes mental health or neurodiverse condition. We Disabilities (AAPD). This reinforces our extending our talking ATMs, increasing the monitor the number of colleagues who status as a leader in this area. number of branches offering self-service choose to share and report on this figure We encourage everyone working at Barclays, devices with speech capability and annually. This year, we have also invited or thinking about joining us, to tell us what investing in promotion of these services. colleagues to identify their disability or health condition if they want to. This is Me support and adjustments they need to be Digital accessibility their best at work. We also continue to work We continue to improve the experience for Of the 14% of colleagues who have told us hard to make the processes that support this all our customers, including those with they have a disability, one third told us it Initiated by Barclays in 2014, This is Me more effective, recognising that at times disabilities or access needs. Our main digital relates to their mental health and 26% told continues to be a driving force for getting the support colleagues need can be channels, including mobile banking apps and us it relates to long-term ill health. This challenging the stigma around improved. websites, have been or are being accredited addition will give us a deeper understanding disability and mental health by for accessibility by AbilityNet, a leading UK of our colleagues and their engagement encouraging colleagues to share Rethinking dyslexia stories that improve understanding. As part of our relaunch of support for people accessibility charity. levels within the business and we will share who are neurodiverse, in January 2020 we As a consequence of COVID-19, millions what we have learnt in our 2021 reporting. Over 200 of our colleagues have released a video explainer about dyslexia and more customers use our online and mobile shared stories so far, and Barclays improved the internal and external banking channels and take advantage of the continues to co-chair the This is Me signpositing about the ways in which we can accessible features. These include paying in steering committee under the auspices support customers and colleagues who are cheques through our mobile banking app or of the Lord Mayor’s Appeal charity. We neurodiverse. the live chat or video banking features to have also been instrumental in scaling connect with a Barclays colleague. We’ve up the initiative outside of London. Additional support during the COVID-19 also created simpler guides for those new to There is now This is Me North West, pandemic West Midlands, Scotland, Yorkshire and This year, the effects of the COVID-19 digital banking. India, with over 300 organisations pandemic posed some additional challenges To help encourage and educate our taking part with the potential to reach for many of our colleagues with a disability, suppliers, partners and corporate clients over 3m employees. mental health or neurodiverse condition. We we’ve published a supplier guide to responded by increasing the focus on our accessibility. global BeWell programme, making more mental health training available and running online courses. For colleagues needing workplace adjustments, and for new joiners, we established a dedicated IT helpdesk for It’s important that we’re not only diverse from gender, sexual orientation and racial and support. “ ethnic perspectives, but that we welcome people with disabilities whether in physical or The pandemic also heightened the mental health… We want a culture where you feel safe in being yourself. importance of our customers’ reliance on our digital services, including those Peter Toal, Co-head of Global Fixed Income Syndicate customers with disabilities. We continue to / Founder of Mental Health Awareness Groups in the US support disabled customers and colleagues

Barclays PLC 17 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational LGBT+ We aim to champion equality, Taking pride in our broad spectrum understanding and respect We are proud to be a supporter of the history. Since 2020, we also offer colleagues for colleagues, customers broader LGBT+ community, evidenced by across most locations in Asia Pacific the and clients across the broad our sponsorship of Pride celebrations in opportunity to enrol same or opposite sex cities across the world for many years, and in domestic partners in benefits plans and our spectrum of diversity, our continued strong performances in medical care insurance plans cover surgical including sexuality and external benchmarks such as the Stonewall care or medical treatment for gender gender identity. We want UK Top 30. In the US, for the 11th confirmation surgery. consecutive year, Barclays has scored 100% Our LGBT+ colleague diversity network, every one of our colleagues on the Human Rights Campaign Spectrum, is one of our longest-standing to feel comfortable being Foundation’s 2021 Corporate Equality networks, set up nearly 20 years ago. It is Index, earning the designation as a ‘Best themselves at work and active in many of our offices around the Place to Work for LGBTQ Equality’. The score world, running events throughout the year, encourage a range of and designation recognise Barclays’ work to and supporting colleagues who identify as activities and initiatives that foster an LGBT+-friendly culture, promote a LGBT+ and who also want to support as supportive workplace through inclusive Spectrum Allies. International Day Against build networks and help policies, and help to advance the cause of Homophobia, Biphobia and Transphobia people connect. LGBT+ inclusion in communities in the US (IDAHOBIT), National Coming Out Day and and across the globe. World Aids Day are some of the calendar Barclays colleagues were also recognised in dates we highlight to raise awareness of the most recent British LGBT+ Awards and barriers to LGBT+ inclusion and demonstrate the OUTstanding LGBT+ Future Leaders Role commitment to building an LGBT+ inclusive Model List 2020. world. Spectrum has grown in strength and On my first day, a colleague said to me, ‘Morning Liz, we’ve got a 6% of colleagues told us they identify as influence in recent years, with its leaders “ LGB+. Barclays has a long track record of mentoring many other companies – from meeting now.’ That was really implementing policies that embrace Disney to Marks & Spencer. Our Spectrum great – people used my name diversity, and does not tolerate any form of Business Network is also connecting with and the correct pronoun discrimination based on sex, sexual clients and sharing best practices on LGBT+ inclusion. straight away. In the orientation, gender identity and gender transgender community, there’s a phrase called ‘deadnaming’, when people accidentally or Equal Love Hong Kong deliberately call you by the Barclays has pledged its support to Equal Love Hong Kong in a public statement of name you used before your commitment to marriage equality. We join with more than 40 local and international transition. I’ve never had that at corporates in this initiative, first sponsored by the Hong Kong LGBT+ Interbank Forum of Barclays. Everyone accepts me which we are a member. for who I am. Our commitment follows on from 2018, when Barclays joined 14 other financial firms to support the ‘QT’ case being heard in the Hong Kong Court of Final Appeal. The case Elizabeth Rimmington, Data Architect, resulted in same-sex partners gaining equal access to spousal visas – a major legal Barclaycard milestone.

Barclays PLC 18 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational LGBT+ continued

Further steps on LGBT+ For National Coming Out Day, our diversity In our continuous effort to improve the network Spectrum in the US published an Pride internal and external environment for our LGBT+ glossary, information and resources Barclays has been a headline sponsor of LGBT+ colleagues and their families, Barclays to educate and inspire colleagues on how to Pride in London since 2014, where we has taken further significant steps in support LGBT+ colleagues considering first turned a number of our cash nurturing a diverse and inclusive workplace coming out in the workplace, as well as machines along London’s Pride route by enhancing benefits for our LGBT+ friends or family who may be LGBT+. into rainbow decorated ‘GAY-TMs’. colleagues in Asia Pacific. We also have a partnership with Out In June this year, we marked Pride month Since 2017, we have operated gender- Leadership, the global LGBT+ business across the globe, and in particular the neutral primary caregiver leave in China, network. In 2020 we participated in Out 50th anniversary of the Pride traditions Hong Kong, Japan, Singapore and India. Leadership’s 9th Annual US Summit for a in the US. We came together virtually to Since 2019, HIV medication has been conversation centred around 10 years of mark a different kind of Pride – which we covered by the medical insurance policy in LGBTQ progress on Wall Street. Hong Kong. More recently, hospitalisation called Pride Inside. Pride Inside Spectrum Allies highlighted our commitment to benefits under our medical insurance in Research shows that many LGBT+ people challenging homophobia, biphobia and Hong Kong and Singapore have been still have negative experiences because of transphobia inside or outside the office, expanded to cover gender confirmation their orientation and feel unable to be out at and to champion inclusion for all, while surgery – a benefit already provided in India. work. By promoting the importance of also enabling us to lean on the strength This provides significant additional support diversity and respect in our workplace, allies of our community to stand up, not just to our transgender colleagues, and to the help Barclays recruit, retain and develop for the LGBT+ community, but for all dependants of those colleagues. We believe LGBT+ talent. They are people who don’t minority communities. we are among the first financial institutions identify as LGBT+ but are passionate about in the region to provide these kinds of the cause and supporting those in that Our social media campaign on Pride benefits. generated 25 million impressions. community. Spectrum now has more ally members than it does LGBT+ members. This approach to supporting allies has now been rolled out to all of our diversity pillars, culminating in the launch of our Power of Allies Toolkit in September 2020.

Rainbow laces As the Official Banking Partner of the Premier League, title sponsor of the Barclays FA Women’s Super League, and member of TeamPride, we are supporting Stonewall’s Rainbow Laces campaign for the fifth year running. This is an award-winning campaign to champion LGBTQ+ inclusion in sport.

Barclays PLC 19 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020

Gender Multicultural Disability LGBT+ Multigenerational Multigenerational We want to be an employer of Empowering all stages of our lives

choice for talent across years 38.5 generations. We have thought With multiple generations working at 38.4 Barclays, we recognise the need for a diverse Multigenerational split carefully about the way we can range of tools and programmes to help support different life stages. support colleagues at % Our Colleague Diversity Networks – Bridge, Age of employees different life stages to balance the multigenerational network, Working 22.9 their work lives with their Families Network and the Barclays Military 22.6 Network – also help us bring the personal commitments, and multigenerational agenda to life, supporting 13.1 22.6 38.4 colleagues to achieve their goals. how to offer them 13.1 13.7 We are focused on supporting colleagues at development opportunities years regardless of age. all stages of their working life by building a

flexible work culture, where colleagues can perform at their best and integrate their 13.7 22.9 38.5 professional and personal lives. In the US, we Colleagues with an are proud to be among the Working Mother undeclared age (0.03% of Media 100 Best Companies once again this our 2020 global population) have been excluded from year. We have also been recognised by all calculations Working Mother Media and AVTAR Group for being in the Top 10 of 100 Best Companies for Women in India.

Being a mentor for a young, Black woman allows me to better understand her questions “about work, her feelings and the perception the firm gives, sometimes unconsciously. I actually learn so much from our discussions. They are a powerful reminder that not everyone’s journey is the same, that it is very easy to feel isolated and that small steps can have a big impact. I would strongly encourage other senior members of the firm to take part in mentoring. Arnaud Heckenroth, Managing Director. Head of Equities Structuring EMEA

Barclays PLC 20 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Multigenerational continued

Catering for segments of our workforce who might otherwise be left behind

Encore! AFTER (Armed Forces Transition, Carers Reverse Mentoring Programme Employment & Resettlement) in the UK

Provides professionals with the AFTER supports ex-Services personnel We have a digital one-stop-shop for To create opportunities for senior support of leadership and development into civilian employment through its carers to access information and leaders to be mentored by colleagues training, mentorship, networking and various outreach activities, including support. It includes an e-learning in their early careers. Junior colleagues the resources needed to relaunch their CV and interview workshops and its resource to help carers identify can provide a fresh perspective, share careers after an extended break. Over Military Talent Scheme, which offers a technologies and sources of support to their insights and support more senior 80% of this year’s participants are 12-week secondment into Barclays. help with their responsibilities. There colleagues to fill any gaps in their skills. women, and high-performing alumni Since 2013, more than 7,000 are also guides to help with developing This model is being expanded to will be invited to join Barclays full-time servicemen and women have been self-advocating skills and support other diverse communities following their 12-week internship. supported by AFTER and over 600 understanding the rights of carers and across Barclays. Encore! was launched in 2017 and helps veterans have secured jobs with where to seek financial or practical to increase gender diversity at the bank Barclays. help. by broadening our pipeline of new hires, and matching qualified candidates who successfully complete the programme with open positions. Encore! alumni have joined teams across Barclays, and in London, Dublin, New York, Whippany, Wilmington, Mumbai and Chennai. Apprenticeships MVO (Military & Veterans Outreach) Midlife review workshops in the US

Open to all kinds of people: 16 or 65, MVO-US supports opportunities for 50+ is the fastest growing age segment mothers or grandfathers, carers or veterans, military spouses and in the UK. We are helping colleagues to ex-soldiers. A Barclays Apprenticeship members of the Guard & Reserves. actively manage this life stage with a aims to open up opportunities that programme of mid-life support that make the most of experience – whether helps to address some of the big that’s returning to work after early questions that typically emerge at this retirement or raising a family, looking life-stage, reset life goals, along with for a career change, or stepping into health and wellbeing webinars and finance for the first time. career planning.

Barclays PLC 21 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational Multigenerational continued

Flexible working Accommodating colleagues’ personal and motivation across ages and life stages. We have progressive maternity, paternity, circumstances We also think it made the transition to work What our colleagues told us adoption and shared parental leave policies We know that the COVID-19 pandemic will during the COVID-19 pandemic easier to this year: that go beyond global statutory have impacted colleagues in different ways embed across the organisation because it requirements. 85% of UK colleagues taking based on their stage of life. We put in place a has accelerated the understanding and Engagement levels across Barclays shared parental leave are fathers. Our set of global principles to ensure we were acceptance of working remotely and flexibly. thinking in this area was demonstrated by doing as much as possible to support our We have been able to harness a broad range our work in Asia Pacific, where our paternity people, and that helped them manage their of resources, including our established 83% leave entitlement was changed to a gender- workload flexibly according to their personal approach to wellbeing, to support up 6% on last year neutral non-primary caregiver leave circumstances. colleagues’ mental and physical health. entitlement. This meant that paid leave This included instigation of new working Listening to our colleagues Barclays as a good place to work tripled to six weeks from two weeks for all patterns, digital tools and technology. We This year, we launched a survey called employees in China, Hong Kong, Japan and also helped colleagues cope with some of Everyone’s Included for the first time. This Singapore. This change in provision was 87% the personal challenges the pandemic helps us gather diversity, inclusion and driven by representatives from the Working created, including offering paid leave to self-identification data and subsequently to would recommend (up 7%) Families Network, Win and Spectrum, support self-quarantine, sickness or care for understand more about the diversity of our working in collaboration with Human dependants, financial help with childcare and business. This will enable us to better tailor Work/life balance Resources. advice made available to help support our tools and programmes to support physical and mental health. colleagues at different life stages at Barclays. 78% Through our colleague surveys, we have also feel able to balance personal and work regularly checked in with our people to demands better understand the impact that working through the pandemic has had on their different circumstances. Thanks to these Working as a team surveys, we have learnt an enormous amount about the benefits and challenges of 76% working more flexibly. Ultimately, we believe told us that there is effective this will inform our ambitions for future ways collaboration between teams of working. Our approach to working flexibly, known as Dynamic Working, is designed to help colleagues achieve an optimal balance between their work and personal lives. It is also specifically tailored to support colleagues at all stages of their lives, whether catering to parenthood, caring, further studies or hobbies. We have over 1,800 Dynamic Working champions, who are allies that inspire and support others to work flexibly as they recognise the difference that can make to a colleague’s lifestyle, work

Barclays PLC 22 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational

Recognition

We are pleased to have been recognised this year for some of our efforts to foster a more diverse and inclusive culture at Barclays. Some examples include:

Corporate Equality Index: AVTAR Group Disability IN – Disability British LGBT+ Awards and the OUTstanding achieving a score of 100 and Most quality Index – US LGBT+ Future Leaders Role Model List 2020 earning the designation as a Inclusive Barclays ‘Best Place to Work for Companies 90% colleagues LGBTQ Equality’ Index 2020 recognised in India

Business Disability Forum Working Mother Media We are the City Rising Star Awards Working Mother Media and – Gold standard AVTAR Group 100 Best 6 Barclays colleagues 100 Best Companies Companies 98% in US recognised for Women in India (Top 10)

2020 Business in the Community Stonewall Black British Business Awards 2020 The Times Race at Work UK Barclays colleague Top 50 recognised for Employers Employer Top 30 Financial Services employer Rising Star award for Women

Barclays PLC 23 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Gender Multicultural Disability LGBT+ Multigenerational

Notes Forward-looking statements The forward-looking statements in this The terms Barclays or Group refer to This document contains certain forward- document are based on the current beliefs Barclays PLC together with its subsidiaries. looking statements with respect to the and expectations of Barclays’ management Unless otherwise stated, analysis compares Group. Barclays cautions readers that no and are subject to significant risks and the year ended 31 December 2020 to the forward-looking statement is a guarantee of uncertainties. Actual outcomes may differ corresponding twelve months of 2019. The future performance and that actual results materially from those expressed in the abbreviations ‘£m’ and ‘£bn’ represent or other performance measures could differ forward-looking statements. millions and thousands of millions of Pounds materially from those contained in the Subject to our obligations under the Sterling respectively; the abbreviations ‘$m’ forward-looking statements. These applicable laws and regulations of any and ‘$bn’ represent millions and thousands forward-looking statements can be relevant jurisdiction, (including, without of millions of US Dollars respectively; and identified by the fact that they do not relate limitation, the UK and the US), in relation to the abbreviations ‘€m’ and ‘€bn’ represent only to historical or current facts. Forward- disclosure and ongoing information, we millions and thousands of millions of Euros looking statements sometimes use words undertake no obligation to update publicly or respectively. such as ‘may’, ‘will’, ‘seek’, ‘continue’, ‘aim’, revise any forward-looking statements, Relevant terms that are used in this ‘anticipate’, ‘target’, ‘projected’, ‘expect’, whether as a result of new information, document but are not defined under ‘estimate’, ‘intend’, ‘plan’, ‘goal’, ‘believe’, future events or otherwise. applicable regulatory guidance are explained ‘achieve’ or other words of similar meaning. in the results glossary that can be accessed Forward-looking statements can be made in at home.barclays/investor-relations/ writing but also may be made verbally by reports-and-events/latest-financial-results. members of the management of the Group (including, without limitation, during This document is based on information management presentations to financial available to Barclays as at the date of analysts) in connection with this document. publication and is subject to any assumptions set out herein. Accordingly, By their nature, forward-looking statements this document may be based on data and involve risk and uncertainty because they information that may no longer be current relate to future events and circumstances. and estimates that may involve highly The forward-looking statements speak only subjective assessments. It should be as at the date on which they are made. understood that subsequent developments Forward-looking statements may be may affect this document and Barclays does affected by: changes in legislation; the not undertake any obligation to provide any development of standards and additional information or to update any of interpretations; the outcome of current and the information or the conclusions future legal proceedings; and the policies contained herein or to correct any and actions of governmental and regulatory inaccuracies which may become apparent. authorities. A number of these influences and factors are beyond the Group’s control. This document and the information contained within it is unaudited.

Barclays PLC 24 home.barclays/annualreport Barclays PLC Diversity and Inclusion Report 2020 Barclays PLC Annual Report 2020 A detailed review of Barclays 2020 performance Barclays is a British universal bank. We deploy with disclosures that provide useful insight and go beyond reporting requirements. finance responsibly to support people and Barclays PLC Environmental Social businesses, acting with empathy and integrity, Governance Report 2020 An overview of our ESG strategic priorities and championing innovation and sustainability, performance, reported against a range of quantitative and qualitative indicators. for the common good and the long term. Barclays PLC Climate-related Financial Disclosures 2020 Our Purpose and Values ensure we are able to deliver for all An enhanced report aligning to the Task Force our stakeholders: for our customers and clients, for our on Climate-related Financial Disclosures (TCFD) recommendation in this, the fourth year of colleagues, for society and for our investors. disclosure.

Contact us to know more Barclays PLC Fair Pay Report 2020 Whatever your business’s size, location or industry, an effective diversity and inclusion strategy could set you apart from the competition. Committing to driving An overview of our approach to pay fairness and how we implement this in our principles and policies cultural change and striving to build an inclusive culture is a critical aspect of through the themes of our Fair Pay agenda. developing a diverse and inclusive organisation. If you need advice or inspiration to drive change in your business, our experienced team has a wealth of resources and insights. For more information please contact our Global D&I Team at: Barclays PLC Diversity and Inclusion [email protected] Report 2020

Find out more at Barclays.com/diversity An overview of the Group’s approach to building a more inclusive company, including a progress‑report on each of our five pillars of diversity and inclusion.

Barclays PLC Country Snapshot 2020 An overview of our global tax contribution as well as our approach to tax including our UK tax strategy, together with our country by country data.

Registered office: 1 Churchill Place, London E14 5HP Barclays PLC Pillar 3 Report 2020 © Barclays PLC 2020 Registered in England. Registered No: 48839 A summary of our risk profile, its interaction with the Group’s risk appetite, and risk management.