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About us

Breadcrumb

  1. Queen Mary University of London
  2. About us
  3. Sustainability
  4. Sustainable development goals
  5. Goal 8: Decent Work and Economic Growth
  6. Operations

Operations

Paying the London Living Wage  

Queen Mary was the first UK university to become an accredited Living Wage employer in 2006. Unlike the statutory minimum wage, the Living Wage is calculated according to the cost of living. 

Queen Mary has remained closely connected with the movement and has been a Principal Partner of the Living Wage Foundation since 2008. The commitment also applies to apprentices employed by the University, who are paid on Queen Mary salary scales above the London Living Wage and receive the same employment rights and conditions as other staff. 

Working with recognised trade unions

Queen Mary recognises five trade unions: UCU, UNISON, Unite, the British Dental Association and the British Medical Association. They represent staff on issues including pay, employment rights and working conditions and provide employees with routes for collective representation. 

Fair recruitment and an inclusive workplace 

Queen Mary’s Recruitment Policy sets out its commitment to fair and equitable recruitment in line with the Equality Act 2010. It includes reasonable adjustments for disabled applicants and allows positive action, in consultation with Human Resources, where groups sharing protected characteristics are disadvantaged or under-represented. This sits alongside more specific guidance on disability and LGBTQIA+ inclusion and Queen Mary’s Trans Inclusion Statement of Commitment.  

Tackling modern slavery in our supply chains 

Queen Mary publishes an annual Modern Slavery Statement outlining the steps taken to prevent modern slavery and human trafficking across its operations and supply chains. Through supplier due diligence, responsible procurement practices, contract requirements and social value assessments, the University works to identify and manage risks related to forced labour and exploitation. 

Monitoring pay gaps

Queen Mary publishes an annual Pay Gap Report, tacking changes over time. The reporting goes beyond the statutory gender-pay requirement and includes gender, ethnicity, disability, sexual orientation and intersectional inequalities. 

Queen Mary reported that its mean gender pay gap had fallen to 13.3%, the lowest level recorded since reporting began nine years earlier. The University links this monitoring with action through programmes including the Gender Impact Plan and Race Equality Charter Action Plan, particularly around progression into more senior roles. 

Raising concerns at work 

Queen Mary has a formal process for employees who want to raise concerns about their employment or treatment at work. The Grievance Resolution Policy allows issues to be addressed through informal discussion, mediation or a formal grievance. Employees who disagree with the outcome of a formal grievance can appeal the decision. 

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