The Regressive Employment Policy Of And Cronyism In Barclays Bank Ghana Ltd

I would like to express my disappointment at the management style, insensitivity and irresponsibility of the management of Barclays Bank Ghana Ltd and the failure of the Board of Directors of Barclays PLC in the discharge of its oversight responsibilities over Barclays Bank Ghana Limited.

I am a British citizen with Ghanaian ancestry and shareholder of Barclays PLC “ the parent company of Barclays Ghana Ltd and on my many visits to Ghana; I visit many Barclays Bank branches to interact with staff and transact business.

I have made many friends in the Bank and am so disappointed to learn that in this modern world (information age), since the current Human Resource Manager/Director took office, Barclays Bank Ghana Ltd has introduced and operationalised a very regressive employment policy - 'out of cycle/circle' in which the employees of the bank are told in the face that they cannot progress on the job.

The bank prefers to employ academically qualified (sometimes unqualified) but professionally inexperience persons to management roles than promote highly qualified and experienced employees. Many highly qualified staff have been denied roles in favour of unqualified cronies of top managers/Directors.

The situation is so bad that many of the staff are extremely unhappy and unmotivated because whether you work hard or not there is little or no promotion or job progression for you. This has got to a level – very detrimental to the growth of Barclays Bank Ghana Ltd in Ghana’s competitive banking environment.

Having studied Management, Banking and Finance and being travelling around the world as business executive and investor, I understand how the decisions and actions of management can affect the performance of employees and the companies they work for. May be the management of Barclays Bank Ghana Ltd is interested in salaries and bonuses for themselves than a motivated workforce. But, they should know that the Bank is not owned by them or their families and friends and therefore are suppose to work in the supreme interest of shareholders.

Bankers are trained professionals who cannot not, should not and must not be treated like unskilled, inexperienced factory hands. I therefore demand immediate investigation of all the people employed into management positions within the past 4 years and independent review of the employment policy “ 'out of cycle/circle'.

I have documentary and other forms of evidence to prove that many inexperience people have been and are being recruited to management positions by the Management of Barclays Bank Ghana Ltd.

For example, management roles (B5) that require individuals with over 5 years relevant working experience were handed undergraduates who are yet to or had just finished their national service. Why? Because of cronyism! Cronyism at it highest level, being practiced everywhere in Ghana; including a foreign subsidiary. That got to stop now!

I have no problems if a qualified friend or relation of a manager or Director is employed as ‘best fit’ for a role. I am not against that! I am against the deliberate practice of cronyism in a subsidiary of an international bank because it affects the fortunes of the bank and that of shareholders.

I want the Bank, the Directors and Management and the parent company (Barclays PLC) to note the following:

* You are treating Barclays Bank Ghana Ltd employees as if they are unskilled, unqualified and inexperienced factory hands and cannot get the best out of them.

* You are denying the bank the right human resource it needs to compete and grow.

* You are denying shareholders of Barclays PLC, the right returns on their investment in Ghana because of your insensitivity, lack of foresight and responsible leadership, selfishness and cronyism.

* You have failed to protect the interest of your human resource/workforce and Barclays PLC shareholders.

* You have an underemployed, unmotivated and unhappy workforce in Ghana because of excessive cronyism.

* You have taken your workforce and their trade unions for granted and this is affecting the fortunes of the bank and its shareholders.

* There are employees who have given over 20 years dedicated service (more than half the average working life of an individual) to Barclays Bank Ghana Ltd but still remain at the point of entry (B1). A very discouraging and pathetic situation in which to find oneself.

* I am very much convinced that if the new MD of Barclays Bank Ghana Ltd – Mr Benjamin Debrah had not left the bank, he would not have been appointed MD. Because the only way to move up now is to leave the bank and try to re-enter by applying for a higher role. At least, you have a two-third chance of securing a higher role. But this becomes a 50:50 probability if you do not have any management contacts - either a friend or relation. This is unacceptable and should not be condoned by a responsible leadership.

I recommend the following:

* The new MD, Mr Benjamin Debrah should display to the employees, especially the junior ones that he cares and will ensure job satisfaction for them by calling management to order and rendering unqualified apology to them (employees) and shareholders of Barclays PLC for the conduct of management.

* An independent investigation into the recruitment process and into the qualifications and experience of people employed to management positions in the last 4 years. And also identifying those rejected and why? It may cost money but, eventually, the benefits will outweigh the cost.

* An independent investigation into the conduct of top management staff of Barclays Bank Ghana Ltd, especially the Human Resource Director.

* Immediate and independent verification of the issues raised and sampling of employee views.

* A responsible and unbiased management response to these issues without trying to identify those who might have spoken to me (most of whom have left the bank).

* Immediate, independent and informed review of that employment policy.

* All shareholders of Barclays PLC should and must demand accountability and responsible leadership from the Board of Directors and insist on corrective and punitive measures in cases such as this. Because, as Tesco says, every little helps. They shouldknow that if dissatisfied and unmotivated workforce could produce a total income of GH ¢ 125, 243,000in 2007 ( GH ¢ 90,513,000 in 2006)then you can imagine the output of a highly motivated workforce. A stitch in time, they say, saves nine!!

If nothing is done in the next few days or weeks, I will take this issue further and ensure that the employees of Barclays Bank Ghana Ltd like any other employees of Barclays PLC are treated fairly. Because in a period where companies are offering their employees job progression and satisfaction, why will Barclays Ghana Limited offer job stagnation and dissatisfaction to their employees? Haven’t they heard of human capital, responsible leadership, empathy, good corporate governance principles? Oh! Please don't wait till you suffer it to correct it! Do so now!!!!!!

I hope your office can contribute to ensuring that Barclays Bank Ghana Ltd employees are treated fairly.

An injustice to one is an injustice to all.

Thanks.

Janet Mireku-Oppong (UK)