Breaking down age stereotypes and barriers with Barclays

Created by VERCIDA for Barclays

 

Mike Knight co-chairs Evolve, Barclays' employee resource group for midlife workers, and he is an example of how Barclays supports older workers internally and encourages job applications from people of all ages. We spoke with Mike about the "sandwich generation" and midlife career progression.

 

Mike Knight, Co-chair of Evolve

 

Since I was 18, I’ve worked in financial services – everything from admin to training to sales – and, in 2004, I became a self-employed mortgage broker. Unfortunately, the 2008 financial crash didn’t help. My business limped on until 2010, but it became too hard and I needed a job.

My preconception was that employers wouldn’t be interested in someone approaching their 50s. So, I started temping in admin roles just to get back into an office environment. 

This got me into apprenticeships management for a couple of years. When that role came to a natural conclusion, I started temping with Barclays as a manager in PPI remediation – that was 10 years ago.

 

A new chapter with Barclays

After a year, I was made permanent at Barclays, moving into a more strategic team, and now I’m working in an operational rigour role. We are responsible for model risk governance, making sure computer models are fit for purpose, follow the rules and won’t cause reputational or financial risk to the bank. It’s fascinating. 

I’ve got a great manager, I’m in a great team and now, at the age of 60, I’m in a talent development programme. Turning 60 does not have to mean you’re on the scrap heap. If people want to retire by choice, that’s fantastic, but if you’ve still got some fire in you, it’s great to have the support of Barclays.

Evolve is our employee resource group (ERG) for midlife workers and I am one of three co-chairs. Most of our members are over 40, but we have a leader in Scotland who is in her 30s, which gives fresh perspectives too. Evolve itself has definitely evolved as a voice for older workers – this is an ERG with real financial benefits to the business.

 

Building a more inclusive culture with Evolve

In 2021, a new global head of diversity, equality and inclusion joined Barclays and Evolve became more involved with helping the bank serve different demographics. For example, if Barclays is introducing a new product, we will be asked about its potential impact on older customers. Through our lens, we can answer questions – and ask questions about issues for the people we represent. Intersectionality is important too, so we make sure older employees are represented within other ERGs, such as the LGBT+ and the disability networks.

Our aim is to make sure Barclays is seen as an employer of choice for people in their midlife. Internally, we make sure colleagues feel valued and respected, and externally, we encourage older people to apply for roles with us. Age is not a barrier to working at Barclays. There is an apprenticeship scheme where anyone of any age can apply. 

There are so many older people – around one-third of the workforce in the UK – with years of experience and transferable skills that Barclays values. We are a great investment, especially as studies show that older workers tend to stay longer with companies.

 

 

Supporting older colleagues

Barclays offers great flexibility, especially with working hours. I work a half-day on Fridays and it makes such a difference to my wellbeing and work/life balance. Not every older employee wants to work a five-day week, but they still have a lot to contribute, so it’s important to make that work.

Working for a bank is not about outdated stereotypes of stressful, 80-hour weeks that only suit young high-flyers, or that the jobs are just about moving money about. People from outside financial services are welcome – we have roles that involve people, technology, communications, making sure what we do is safe for everyone.

We are the “sandwich generation”. Many of us have grown-up children who may still be living at home and caring responsibilities for elderly parents, for example. The door is open for conversations about sensitive subjects, such as caring for parents with dementia and making adjustments for women who are struggling with menopause. 

Evolve has run sessions on menopause for women and for men, so that colleagues who are going through menopause are supported and understood. Whatever you are experiencing, you shouldn’t have to suffer in silence. We work with charities, such as Carers UK and Age Diversity, and we deliver our own Barclays-branded midlife review workshops, so we can access the best resources for everyone.

We’re working on a white paper with Barclays’ HR team about removing age bias. This can be hard to spot in recruitment, so we want to make sure our hiring and onboarding practices do not discriminate. It can be tough, but we are not going to sweep this issue under the carpet. 

For so many people, being over 50 is a great time of life. When Bill Bailey won Strictly Come Dancing, we mentioned that in the Evolve newsletter – it was a great example of an older person challenging themselves and succeeding, which is what Barclays is helping everyone do at work, regardless of age.