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Banking giant Barclays is taking positive steps to recruit and retain people with disabilities

Spend a few minutes browsing Barclays’ corporate website and certain words and phrases start to jump out at you – like “talent”, “opportunity” and “unlocking potential”. Dig a bit deeper and you’ll find that the banking giant actually includes diversity in its overarching value statement, describing it as bringing “new ideas and fresh perspectives”.

It points to an organisation that’s committed to fostering a culture of inclusivity, not only because it’s the “right” thing to do – but because it makes good business sense. As Jane Clark, Head of Graduate Resourcing and Development, puts it, “A diverse workforce helps strengthen our business, and we want to develop the careers of people from all backgrounds. That’s why we’ve created a very open environment and made sure there are no barriers in our recruitment process.”

Partnership with MyPlus Students' Club

The first step is to ensure that the message is actually reaching the target audience – potential employees with disabilities. As one of our key sponsors, Barclays is well placed to do this. “Our partnership with MyPlus Students' Club gives us the opportunity to get out there and sell ourselves to this fantastic resource pool,” says David Caldwell, IT Accessibility Manager. “People think that they can’t work for a financial services company because of their disability: being involved with MyPlus Students' Club gives us an opportunity to say to them, ‘Actually, that’s not true’.”

Making sure existing employees feel confident in discussing and dealing with disability is vital too – so Barclays and MyPlus Students' Club have been working together to raise awareness among those on the recruiting front line. “MyPlus Students' Club have run workshops for us and created a really safe environment, where recruiters feel like they can ask anything,” says Jane. “It’s broadened our thinking, and helped us build a team of disability-confident recruiters.”

Upfront about disability

All this feeds into and supports an atmosphere where potential candidates are encouraged to share as much information as they feel comfortable doing. “We recognise that talking about a disability is a very personal thing,” says Jane. “But if there are adjustments that need to be made it’s useful to know up front. Hopefully we’ve created an environment where candidates feel happy to disclose.”

That was certainly true for Paul Smyth, now Head of IT Accessibility, who joined Barclays after finishing his degree in business at the University of Warwick in 2003. Paul has a visual impairment, and is registered blind. “Being up front with my disability on my CV worked out well which is why I’d recommend it to others,” he says. “People were aware, they asked what they needed to do, such as getting things in large print for me, and showed me they were willing to think about reasonable adjustments.”

Productive in the workplace

It was a good indicator of what lay ahead. Since Paul first started, Barclays has worked hard to improve its support for employees with disabilities, taking a flexible and proactive approach to identifying needs and providing practical support. “These days there are a lot of common adjustments that don’t even need a medical assessment,” says Paul. “It’s about removing barriers so that people can be productive in the workplace.”

Employees are also actively encouraged to share their experiences. Over the past two years, David Caldwell has been running an internal awareness programme, This is Me. People are encouraged to share their own experiences of disability and mental health issues through blogs, videos, events, posters and emails, challenging stigma, improving understanding and giving people the opportunity to seek help if they need it.

Strong networks

But it’s not just about individuals learning from each other. Barclays is also committed to learning and sharing at an organisational level, and is an active member of groups including WharfAbility and the Business Disability Forum. “We can only do what we think is right, but it’s good to see what others are doing,” says David. “The Forum is a great opportunity for learning.”

Reach is Barclays’ own internal disability network, and currently has around 1000 members across the UK. It offers guidance and practical support for all employees including those with disabilities, their line managers and carers. “It’s a great form of peer support,” says Paul. “We come together to chat about issues that people are facing and share our experiences.” For the business, it’s an essential source of first-hand insights and information that can then be fed back into the development of new policies and and services, ensuring that it continues to be inclusive – and to help all its people realise their potential.

Barclays is an international financial services provider engaged in personal, corporate and investment banking, credit cards and wealth management with an extensive presence in Europe, the Americas, Africa and Asia. One of the world’s best-known banks, Barclays has long been recognised for its positive approach to disability.

Tips from the Top

Paul Smyth, Barclays’ Head of IT Accessibility, and himself registered blind, shares his tips for would-be applicants

Don’t be scared to disclose your disability at the earliest opportunity – it gives the organisation a chance to provide you with the help and support you need.
Managing a disability can help you develop different skills and strengths. Highlight these at interview by drawing on your own personal experiences.
Be proactive and clear in asking for any reasonable adjustments that you need. Don’t apologise!

About Us

Barclays is committed to being a disability confident organisation. Our objective is to become the most accessible and inclusive bank for all colleagues, customers and clients.

Barclays aims to be an employer of choice for talent. We are committed to providing the support that you may need to be successful at Barclays - be it equipment, flexible working, line manager support and vibrant colleague disability network, Reach. We run Disability Listening Groups, hosted by senior executives across the business; at these forums colleagues with disabilities meet with senior leaders to discuss opportunities for change to help make the working environment inclusive and accessible. Find out more about Barclays Disability Network, Reach - one of the Top 10 Global Accessibility Networks.

Did you know?

The insights of our colleagues with disabilities help us to identify new ways of making our products, services and facilities accessible to everyone.

Barclays is at the forefront of some of the biggest accessibility innovations within the Financial Services industry. Find out the ways in which we lead disability in banking:

Accessibility Awards

  • 2014: Business Disability Forum's Disability Smart Award
  • 2014: Marketing Campaign of the year award at the European Diversity Awards for Barclays Talking ATMs
  • 2013: Accessibility award at the Technology4Good awards
  • 2013: Best Innovation at the UKUX Awards
  • 2013: Gold in the Business Disability Forum benchmark in 2013 the highest available standard.


  • Summer Internships Experience working at Barclays!

    Intake: June

    Length: 9-10 weeks
  • Off-cycle internships Work within Banking for an extended period of time.

    Intake: March and September

    Length: 3-6 months
  • Spring insight Work to provide a seamlessly connected service, from consumer banking to wealth management.


Careers Events

  • Speak to recruiters
  • Meet graduates
  • Learn more

Additional Opportunities

  • Barclays UK Work to provide a seamlessly connected service, across business and consumer banking, Barclaycard and wealth management.
  • Banking Be involved in delivering financial advisory, capital raising, financing and risk management services to clients worldwide.

Tips for applying

Paul Smyth, Barclays' Head of IT Accessibility, and himself registered blind, shares his tips for would-be applicants.

  • Be upfront Don't be scared to disclose your disability at the earliest opportunity, it gives the organisation a chance to provide you with the help and support you need.
  • Be positive Managing a disability can help you develop different skills and strengths. Highlight these at interview by drawing on your own personal experiences.
  • Be assertive Be proactive and clear in asking for any reasonable adjustments that you need. Don't apologise!

Your Plus

Our people reflect more than just a bank, they reflect the world. So we've taken great care to foster a culture that will welcome and involve you whatever your background. We embrace differences and consider creating and maintaining a diverse and inclusive environment vital to our continued business success.

No matter what you're disability. We'll be looking for particular strengths and cognitive abilities – character traits and skills you’ll find in Barclays colleagues all over the business

  • Agile learner
  • Resilient performer
  • Relationship navigator
  • Team collaborator
  • Numerical interpretor
  • Critical analyst

Recruitment Adjustments

We recognise that different people need different types of reasonable adjustments. However, these are some of the typical examples of adjustments that we can make. Contact Luke Morton for more questions and to find the best adjustments for you.

  • Increased time available When you are completing your verbal and numerical reasoning, verbal comprehension tests, as well as increased preparation time at assessment centres.
  • Hard copy We can arrange for a hard copy version of your tests to be completed within the office.
  • Contact point You will have a dedicated point of contact within the Campus Recruitment team.

Workplace Support

MyPlus Graduates

Read what these graduates have to say about: Their career at Barclays Managing disability at work Tips and advice