Winner of Business in the Community's Gender Game Changers Award 2019.
Barclays’ Dynamic Working (DW) scheme aimed to lift flexible working to another level, enabling fresh perspectives to be established. It arose from a Barclays’ group, where colleagues meet to discuss common diversity and inclusion (D&I) interests. Inconsistent flexible working practices were found across the bank, which launched DW through identifying best practice. The original project team involved HR and business colleagues, and was launched in the UK in November 2014, followed by a global rollout in June 2015.
The updated Dynamic Working Campaign (DWC) aims to revitalise policy, process and practice. Refreshing the topic means employees see it as something ‘for me’ rather than ‘for them’; the strapline ‘how do you work your life?’ aimed to expand dialogue and forged connections between colleagues at all levels.
In 2018 Barclays introduced "DW - Find Your Own Way of Working". It aims to change the culture around flexible working, with mindsets moving to one of a cultural norm that working dynamically is how to achieve business, professional and personal goals.
The core components of the campaign are:
- Senior leader sponsorship, including vlogs and dedicated resources, on each business D&I council to drive local engagement
- Global communications, depicting employees working their lives dynamically
- Dedicated portal and community chat site for colleagues to raise issues, share stories and access useful material
- Manager clinics run by senior members of staff, face to face and virtually, to address perceived challenges. More than 4,000 managers have attended since the launch
- All-colleague events and webinars hosted by diversity networks addressing DW issues
- DW Champions - volunteers providing mentoring and guidance to managers/colleagues on how to manage DW. In 2017, a toolkit was created to support champions in their work
- Job vacancies that automatically welcome a discussion on what dynamic working could look like. Removal of this statement is by exception. Regular audits are undertaken to ensure that exceptions are rare
- Listening groups that were established to determine any specific issues, such as maternity
- A continued D&I budget/ FTE resource
- A work-life balance month that brings high visibility to Barclays’ commitment. It reminds staff what’s available and reinforces the leadership’s endorsement of agile working and the business benefits
- Colleagues are inspired to explore different ways of working dynamically, in addition to remote working, and to try DW for the first time. The focus for this is particularly on millennials, male colleagues and colleagues without childcare responsibilities
- This year, more than 1,420 members of staff attended discovery sessions and gained understanding through the month-long leaders insight sessions on how they work their lives. More than 32,500 colleagues downloaded DW articles and case studies.
- There are 2,180 colleague DW champions across the organisation – a 107% year-on-year increase.
- Today, 56,510 colleagues work dynamically, an increase of 8,000 since 2017.
- By gender, 63% women and 64% men in the company are working dynamically
- At a corporate-grade level, 65% of staff members between analyst to director work dynamically; and 48% of the company’s managing director population
- Of staff members with disabilities, 61% work dynamically; 66% of BAME and 65% of white employees work dynamically.
- The engagement score of colleagues who work dynamically is 83%, four points higher than overall engagement score.
- Peer organisations and government departments are seeking best practice following DW’s success. Click on this link to access the Barclays report on Dynamic Working www.barclays.com/diversity and search under the multigenerational section.
The information in this impact story has been supplied by Barclays.