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School of Law

Equality, Diversity and Inclusion Statement

The School of Law at Queen Mary strives to be an inclusive work environment, with a community committed to challenging and opposing both individual and institutional ableism, homophobia, transphobia, racism, sexism, xenophobia, and discrimination based on religion, class or age.

The School of Law Equality, Diversity and Inclusion Committee will seek to:

  • Call out and challenge discrimination of all kinds wherever and whenever we see it on both an individual and institutional level
  • Listen to, hear, support and hold up one another, and express solidarity with those experiencing ableism, homophobia, transphobia racism, sexism, xenophobia and discrimination based on religion, class or age
  • Demonstrate our commitment to social justice publicly and openly
  • Centre the experiences of those effected by institutional and individual ableism, homophobia, racism, transphobia, sexism, xenophobia, religious, class or age-based discrimination in addressing and resolving EDI-related issues
  • Recognise that we do not all experience this space equally
  • Recognise and name barriers to access when we experience and witness them
  • Work on making this space one which is sustaining for all
  • Treat each other with respect, value the input of everyone irrespective of grade, role or experience; ensure no one dominates.

The School of Law Equality, Diversity and Inclusion Committee Committee will:

  • Advise the School on all areas of equality, diversity and inclusion work in relation to staff and students.
  • Provide forums for staff and students to be safe in their discussion of discrimination that has been experienced and witnessed
  • Engage students and staff with maintaining and developing a culture that supports a good work life balance.
  • Share and disseminate good practices relating to progressing equality and diversity across the School.
  • Monitor and review training, mentoring and recruitment practices across the School.
  • Review current and future School equality charter awards, to prepare and submit applications for renewal as required.
  • Seek to raise the level of awareness and engagement of staff and students on equality matters and encourage their active participation in the principles of the Equality Act and its implementation.
  • Work with the Faculty and wider University structures to support members of our School in ways that are inclusive and enabling.
  • Start and end on time; come prepared and contribute; respect confidentiality—when sensitive matters are shared, they should stay in the room.
  • Dedicate resources to honouring Black History Month, International Women’s day and discuss ways in which to celebrate the experiences and achievements of BAME and LGBTQI+ staff
  • Dedicate resources to advance the recruitment and careers of BAME and women colleagues, including the gender and race pay gap
  • Agree and document an Action Plan detailing the specific initiatives that the committee intends to focus over the following twelve months. This should be done at least on a yearly basis.


Co-chairs: Noam Gur and Andromachi Georgosouli 


  • Luke Bancroft
  • Tahmima Choudhury
  • Tanzil Chowdhury
  • Neve Gordron
  • Michael Harker
  • Michelle Henderson
  • Eleni Kaprou
  • Ioannis Kokkoris
  • Margeret Kariko (secretary)
  • Isobel Roele
  • Uma Suthersanen

Reports to

HSS Faculty Equality, Diversity and Inclusion Committee

Suggestion box

Please use the suggestion box outside the School of Law Reception if you have any ideas that could make SoL a more inclusive learning and working environment.

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