Levelling the playing field at the workplace

Singapore

TO help her listen during meetings, Yuki Neoh places a Roger Pen on the table. The device's wireless microphone transmits audio to her hearing aid and cochlear implant, enabling her to hear speech clearly over distance and in loud noise.

Ms Neoh, an analyst in Barclays' chief controls office, is deaf. The device is one of several workplace adjustments the British bank arranged for her at its Singapore office.

To make information more accessible for her, Barclays also provides subtitles and transcripts for videos, and high-definition video conferencing and online messaging platforms.

"I get many opportunities to grow and learn here, both personally and professionally," Ms Neoh tells The Business Times.

Barclays in Singapore levels the playing field for persons with disabilities (PWDs) by removing their barriers to work.

Among its efforts are Reach, a dedicated internal disability network, and This is Me, a campaign offering a safe space for staff to talk about personal experiences. It also provides customised workplace adjustments and dynamic working arrangements.

Bal Bagary, Barclays' chief financial officer for Asia-Pacific and Singapore country manager, says: "We have colleagues with various disabilities and mental health conditions, and we're always working to better integrate all of them into our workplace.

"Everyone brings a set of unique talents and perspectives, so we want them to nurture their talents and feel included and be empowered to contribute to the company," he adds.

Anyone at Barclays who needs to adjust their working environment is welcome to request it online.

Physical adjustments may include changing the workstation or providing specialist equipment, such as ergonomic furniture and assistive technology like Ms Yeoh's Roger Pen.

Non-physical modifications may mean installing assistive software, tweaking the job scope or performance targets, working remotely, or taking regular breaks, for example.

Barclays employees can seek expert advice to decide on the most suitable adjustment for them, through a phone or face-to-face assessment by a health professional. They may also contact an employee support helpline if they have questions.

Once an adjustment is in place, employees record it in their Workplace Adjustments Passport, which their new managers can refer to if they change roles or reporting lines.

Ms Neoh wishes more employers can invest in making their offices more accessible for PWDs so that they can work productively.

She suggests installing visual fire drills for deaf or hard-of-hearing people, providing vision assistive technology for those with visual impairment, and adding ramps and lifts for wheelchair users.

Traditional structured working arrangements are not ideal for everyone, thus Barclays lets its staff decide how they can be more engaged and tailor their own work patterns.

Whether it's working remotely, taking unpaid leave, working fewer hours, or working compressed hours of five days in four, employees can negotiate with line managers for an arrangement that suits their needs.

This Dynamic Working initiative is available to all staff, but can be especially useful for PWDs and caregivers, Mr Bagary says.

Working flexibly raises productivity and morale, while growing employees' sense of ownership in their work.

"It encourages colleagues to better integrate their work with their personal lives," he adds.

Barclays' group-wide employee network, Reach, runs global and local programmes to support disability and mental health.

In Singapore, Reach focuses on awareness, community engagement, fundraising and the hiring of PWDs.

It also hosts an annual job-shadowing day in the office for students from special education schools, where Barclays staff from different business areas share their insights on working life.

Through Reach, Barclays is one of eight founding members of the Singapore Business Network on Disability (SBNoD), which shares expertise, networks and resources to promote the inclusion of PWDs in the workplace.

Business leaders from Barclays also volunteer in a 12-week programme run by government-established agency SG Enable and SBNoD to mentor tertiary students with special needs one-on-one and help them transition into the workforce. (see amendment note)

Employees also have a platform to share their personal stories of disability and mental health, under the company's This is Me internal campaign.

These stories may include their experiences as PWDs or caregivers, details of their conditions, and how they manage their disability.

The campaign looks to remove stigma and change perceptions of disability at work, to create a welcoming environment where colleagues can speak their minds comfortably.

Barclays first launched This is Me in the United Kingdom in 2014, before expanding it recently to Asia. "We recognise the cultural dynamics in Asia are different[FROM THE UK'], and it may take more time for people to uncurl and talk about the issues," says Matt Oakley, Barclays' chair of Reach in Singapore, in the company's November 2018 disability and mental health white paper.

The campaign has changed Barclays' day-to-day culture to be more open to discussing disability.

For Ms Neoh, she teaches her co-workers basic sign language and shares about deaf etiquette and culture when in a casual setting.

Aside from encouraging conversation, employers need to involve their staff in developing what will give them a strong sense of belonging.

"We encourage colleagues to open up and be frank about how we can provide the support and adjustments they need for them to feel fulfilled and valued," Mr Bagary says. Those thinking of joining Barclays are also welcome to share any suggestions.

He adds: "These insights help us find new ways to improve our facilities, products and services and make them more accessible.

"We want to foster a culture where people of all abilities feel confident to bring their whole selves to work."