Equality, Diversity and Inclusion at SBCS
The charter aims to “drive forward the cultural and systemic changes needed if institutions are to remain competitive and attractive to talented staff and potential students in a global market.” SBCS holds an Athena SWAN Silver award since December 2019.
- A substantial increase in number and proportion of female academics in the School across the grades from Lecturer to Reader.
- In 2019, a 200% increase in the number of female professors in the School to three (18% of all professors at the School are women).
- An increase in the number and proportion of male and female BAME academics (from 15% of all staff at the School being BAME in 2012/13 to 24% in 2018/19).
- In 2019, the School spearheaded the development of key University HR policies including: flexible working, menopause, and shared parental leave.
- Development of a supportive, collegiate, and inclusive School environment.
- From 2015-2019, our staff survey shows a substantial positive change in workplace perceptions which are attributed to our Athena Swan initiatives.
The Equality, Diversity and Inclusion Committee (EDIC) at SBCS is responsible for delivering on the SBCS Athena Swan Action Plan 2021-2024 [PDF 269KB] and promotes workplace inclusion to ensure that no one feels left out because of their age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity, or other factors such as social background.
The major goals of the EDIC for the next 4 years are:
- Work towards gender balance at all academic levels especially at higher levels (Reader and Professor targets are at least 30% and 20% women respectively).
- Lead improvements in equality, diversity and inclusion across the institution.
- Continue to improve the SBCS environment so this is the best place to research, educate and work for staff and the best place to learn for students.
- Move towards a staff population that better reflects our student cohorts in the proportion of BAME staff.
- Ensure fair and transparent treatment of all staff in academic and professional services roles, especially with regard to flexible working, compassionate leave, and dignity at work.
- To increase the proportion of women at postdoctoral level by 10% and provide better support for our postdoctoral researchers.
Introduction to EDI at SBCS
The committee has put together this EDI induction [PDF 215KB] to introduce new staff to EDI policies within SBCS and the wider University.
Participate in a working group
Would you like to get involved? Do you have ideas for improvement in specific areas? We have established working groups that are responsible for specific actions. Please contact the relevant lead.
For any queries about Athena SWAN and how it benefits you as a member of the School of Biological and Chemical Sciences please contact our Committee Co-Chair Dr Anna Pachol:
- email: firstname.lastname@example.org
SBCS has representatives in the S&E Faculty EDIC
See all Queen Mary EDI policies, including Dignity at Work, Leave policies and diverse recruitment.
Policies and Support
- SBCS Surveys and Reports
- SBCS Parents and Carers Policies
- QMUL Menopause Policy Statement
- Flexible Working
- Queen Mary Advice and Counselling Service [PDF 437KB]
- Mental Health Support (staff)
- Mental Health Support - Guidelines for Line Managers [PDF 614KB]
- Wellbeing at Queen Mary
- Employee Assistance - Workplace Options
- Dignity at work
- LGBTQ+ Staff network
- Queen Mary's Trans Inclusion Policy
- EDI statement for External Examiners [PDF 60KB]