Diversity at Barclays Bank Essay

T here(predicate) are four top starring(p) argots in UK, Barclays Bank is one of the leading banks. Barclays Bank considers honest contain an atmosphere or environment where multifariousness is highly respected and accepted. revolution as defined by (Dictionary, 2009) is said to be the reality or standard of being diverse (Rajan Amin, 2003) Says mixed bag contains personal individuality explained by age, ethnicity, gender, disability, religion, sexual position. These differences are established and guarded by law. change in piece of work send word as well be viewed has the difference in qualities and attributes in people working in an face. Diversity in work can have positive influence in efficient and smooth speed of an organisation and can cause chaos amidst the employees if non disseminateed properly.In 1963 Late President of ground forces, John Kennedy met with the Americans attractors to discuss about (Drachsler, 2013) the gentle VII of the Civil Rights Act w hich was made law on June 19 of 1964 to focus on Equal opportunity commission and affirmative exploit and policies, which made the organisations, focus more on just complying on law reservation imposed by law, it move to another stage during the early mid-eighties to incorporate minors and women into manpower in the late 1980s it moved from just complying to rules and regulations and focuses more on business survival. In the late mid-nineties on that point is much shift from complying to laws and to focus on incorporating women and minors into men to including everyone in the workforce to know the differences in each employee in the workforce and to be sensitised about the needs and distinctions of others.Now in this century Diversity has shifted attention to comprehension and diversity to gain the efficiency, profitability, wide background knowledge and every last(predicate) factors that can lead to business success. There are both types of workforce diversity Surface take aim diversity and deep direct diversity 1. Surface level diversity as defined by (Kenneth Price H, 2002) as distinctions to each of more members of a team in an overt demographic feature. It is also said to be the diametric features in workforce that can be seen and observed much(prenominal) Age, Gender, Religion, and Ethnicity. Marital consideration was also listed as an factors to be considered as a surface level diversity and all these aforementioned examples of surface level diversityare quantifiable2. Deep level diversity is defined as distinctions between values, personality and preferences in work. It also defined by (Kenneth Price H, 2002) as the predetermined distinctions among members of a team personalities included psychological characteristics, values and attitudes. They factors here can only be felt and cannot be seen they are fitted they cannot be quantified. There are benefits derived from workforce diversity, In Employee circumspection they make genuine utilization of talents, correctd quality of team problem- solvent efforts and posture to attract and retain employees organisations benefits. In Strategic problem solving skills such as prospective to improve sales volume and to ontogenesis market capital base of the organisation, good ethical behaviours ( knowing the right thing to do) . In Organisational Operation they derive good team tactile sensation among the employees, good problem solving strength and lowering cost that is machine-accessible to absenteeism and law suits.Diversity is a two edged sword (Chrobot-Mason, 2013) which authority it has positive and negative advantage. There are challenges to workforce diversity such as communication in multicultural environments has mentioned by (Fatima Oliviera, july 2013) and diversity involves not only how employees see themselves but how they see others. That insight affects the way they interact. (Sreedhar, 2011) Highlighted that there is need for professionals in human resource department to consider and administer effectively with issues of change, communication and adaptability. (CHUA, 2013) Also discussed that as organisations become more culturally diverse, conflicts and tensions are bound to happen among employees or people that are from different cultural backgrounds.With all these above mentioned merits and demerits I think diversity is the management of differences in employees effectively and eliminating conflicts that might arise afterwards. Barclays has the believe that to be among the rootage four leading banks in the world they need a arguing solid diversity and inclusion strategy programme and insurance to be in place to give them a huge advantage among their rivals in the banking sector . They started by knowing that the foundation of their success is in the dexterous people they employ, whatsoever lifestyle, age, personality, religion, race, disability, gender or sexual orientation. Barclays focuses on six-spot principal areas of diversityGender- is the most important of Barclays diversity and inclusion policy, promoted by the Barclays executive diversity group and it was aimed at increasing the name of women in the senior roles by doing all that is possible to make women in the organisation fulfil their career potential with Barclays increasing female portrayal to at least 20% by the end of last year and uprise more to more than 25% by 2015 at the board level. Recruiting is found on merit, and gender diversity is considered seriously when exerting talents across the globe, from the future leader programmes to the most senior recruit and they do make sure that all those that go away recruitment support, supports the vision to lure in diverse candidates nigh the world. However, other banks all over the globe have innovated Womens enterprise Networks but the Barclays Women of the year award identifies talented personal and Professional growth from female employees globally, as well as identifying m ale employee who champion and be of support to female career development. DisabilityBarclays has shown commitment to being a disability self- assured organisation. Their aim is to lure more highly expertise people, aid disabilities or health defect by making procurable the equipment and accommodation that change their employee to be outstanding. Awareness of employee with disability is giving the Bank to recognise modern ways of making products, service and facilities available to everyone an fiction the organisation run disability listening groups, the forum provides provides with disability with the take chances to meet with high level employee and give materials into calculated transformation to improve the working society.Generational diversityRecognising generational diversity in workplace adds cognitive capital to Barclays bank, which promotes revolutions for employees, clients and the customers of the Bank. Barclays bank manages this by supporting the recruitment bring and holding firm an age diverse workforce. Creating a workforce with no age limit on each vacant position at Barclays is hatful as a goal achievable. Merit is the criteria for any flush elevation is open to all employees through a yearly doing and development reviewprocedure. They are among just few organisations that have interpreted the proactive measures to include multigenerational diverse workforce into the employee working tactics, the age employees also believes that skill, strength, capability and accomplishment are the backbone of all good performances, which is making the bank one of the leading banks in the world.Sexual OrientationBarclays has good records to encourage their Lesbian, gay, bisexual, transgendered employees, customers and clients and the Bank have been known worldwide by many external establishments, Human Rights Campaign in the US are included. Barclays was at the stonewall workplace equality index (WEI) controlled by the United demesnes chief Lesbia n Gay Bisexual charity, and they were ranked number three in year 2011 in acknowledgment of the work been through with(p) to make sure their workplace, products and services are included. They achieved 100 percent in the 2011 Human Rights campaign corporate equality index in the USA and it 95percent in the UK. MulticulturalismThis is a very important tool for organisations in the current global business world, Barclays works with a great cultural diversity sense. Barclays Employees are from all around the globe, the employees throughout the Barclays around the world set a footmark to make up a constantly changing pattern of nationalities, cultures and heritage. The distinctive approaches are immeasurable in making sure the organisation comprehend what the need of their customers and clients all around the world is, and with that they provide expert products and services to meet the needs. More to this is the Cultural Awareness Employee earnings which brings together employees wi thin all Barclays to make sure the bank address to find up to date method to examine the world with the spring of evaluating and leveraging differences.CONCLUSIONGlobalisation has made businesses to see diversity has a must do thing, to be successful in modern day business, diversity in workplace should not be treated as complying to law and regulations, it is now a thing of inclusionand diversity to increase the efficiency, profitability, wide scope and all factors that can lead to business success. For Barclays Bank, Diversity and inclusion is much more than just complying with the law. It means stating and having an active policy in place to make the very best of their diverse staff to serve the clients, customers and benefit their employee to make them retain the height they are in the business world. RECOMMENDATIONHaving observed all the analysis of diversity and inclusion it is so suggested that the following be done to enjoy more benefits of diversity Minimise inequalities among employee to reduce conflicts among the employee. Training and re training programme on human relation should be put in place for employee to enable the employee to know how best to interact among their contemporary. Change is constant so therefore diversity policies and procedures guide lines should be amended yearly.BibliographyChrobot-Mason, D. A. N. P., 2013. The psychological benefits of creating an affirming climate for workplace diversity. Professiona and management development training, 38(1059-6011), p. 31. CHUA, R. Y. J., 2013. The costs of ambient cultural disharmony indirect intercultural Conflicts in social environment undermine creativity. Academy of Management Journal, 56(0001-4273), p. 33. Dictionary, A. H., 2009. Mifflin Houghton. 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