British Telecom
The Equality and Diversity Charter states that Barclays will become "a beacon of enlightened equality and diversity policies and practices worldwide" and that it will integrate "equality and diversity rationale into business, employment, supplier and community practices world-wide".
Disabled Customer Care
Looking after ALL our customers
We know every customer has different needs. We're trying to make banking a little easier in our branches and with the services you can use at home.
The most important thing is being able to get in
We currently provide wheelchair access, lifts to upper floors and car parking in certain branches. And as part of our commitment to continuous improvement, we have plans to increase accessibility in more branches across the UK network.
We want to develop and sustain a diverse workforce where everyone's contribution is valued and where appointments and progression are based purely on merit. Setting targets help us achieve this goal.
This table shows the percentage of our people who are women, have declared themselves from an ethnic minority background or have declared a disability.
| Senior | All BT | |||||
|---|---|---|---|---|---|---|
| 2003 | 2004 | 2005 | 2003 | 2004 | 2005 | |
| Women | 20.0% | 21.0% | 21% | 23.6% | 22.7% | 22.4% |
| Ethnic minority | 7.0% | 7.6% | 8% | 8.6% | 8.9% | 9.2% |
| Disability | 0.7% | 0.7% | 0.8% | 2.0% | 2.1% | 2.2% |
People with disabilities
A significant number of people in our society have disabilities. To ensure we meet the needs of all our customers, we encourage applications from people with disabilities and support their professional development.
BT qualifies as a 'Two Ticks' disability employer. This is a UK employer commitment to disabled potential employees and customers. This means, for instance, that BT guarantees a job interview to any suitably qualified applicant who has a disability.
Profile
Overall, 2.2 per cent of BT people have declared themselves to have a disability. This represents 2.6 per cent of non-managers, 1.3 per cent of managers and 0.7 per cent of senior managers.
In the 2005 financial year, 0.5 per cent of our new recruits had a disability as defined by the UK Disability Discrimination Act (DDA) - including 2.7 per cent of new graduates and 2.3 per cent of modern apprentices.
Our 2005 target was for 2.5 per cent of our employees to be people with a disability.
Initiatives
Able2 is an employee network for BT people with disabilities. This provides impartial and confidential advice and runs a series of roadshows where people can discuss their needs with senior BT managers. The shows promote ability, not disability, challenge stereotypes and focus on possibilities and ways to break down barriers faced at work by people with disabilities.
eNable is a project designed to improve the working life of all BT people with disabilities. Its objective is to provide guidance and provide the necessary adjustments to help realise the full potential of all people. eNable provides a package of services, consultancy and dedicated specialist support, including:
- A helpline to provide expert advice and assistance to people who are, or become, disabled, or whose capabilities are restricted
- Guidance on job re-design, suitable alternative duties and provision of equipment and services
- Improved advice to managers on their responsibilities under the UK Disability Discrimination Act
- Support to new recruits with disabilities to ensure they feel valued and supported
Customer-facing employees in BT Retail and BT Wholesale receive disability awareness training using on-line and conventional face-to-face courses. An intranet site on disability awareness and the law is available to everyone in the company and provides on-line training. The second series of BT's 'Think About It' diversity webcast raises disability awareness through interviews and continues the soap opera dealing with the daily lives of diverse people
Partnerships
AbilityNet
We support and provide office space for AbilityNet, a charity that works to bring the benefits of computer technology to adults and children with disabilities. The organisation's presence in BT helps ensure that our pre-recruitment assessments provide the most productive and comfortable equipment available as soon as new recruits join the company. Existing BT people benefit from easier access to expert assessment and advice.
Back-Up
In the 2005 financial year, we worked in partnership with the spinal injuries charity, The Back-Up Trust. BT sponsored taster sports and activity days which received UK Government Sportsmatch funding to help promote greater integration and independence for people with spinal injuries. A BT employee was also sponsored to attend a week-long Back-Up summer activity course as a buddy.
In collaboration with the Spinal Injuries Association, BT Retail Marketing have produced a booklet that promotes the benefits of broadband and how it can improve the lives of disabled people, particularly those with spinal injuries.
Able to Work
Our Able to Work project increases the number of disabled people employed in our call centres. Recruits come from Remploy, an agency helping people with disabilities find work. Call centres, which have a high turnover of staff, provide new employment opportunities for disabled people who can demonstrate the right skills and commitment.
Scope Fast-Track Scheme
We have joined the Fast-Track scheme of Scope, the disability charity. The programme places disabled graduates in employment for a year and provides personal development training and career development through regular reviews, appraisals and individual career plans. This increases graduates' employability.