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Barts and The London School of Medicine and Dentistry

Information for staff

Barts and The London School of Medicine and Dentistry is committed to providing equal opportunities to staff from all backgrounds and identities. 

Queen Mary is committed to creating an inclusive environment where individuals of all ethnic and racial backgrounds can thrive.

Definition of Race under the Equality Act 2010

Under the Equality Act 2010, race is a protected characteristic, and you must not therefore be discriminated against because of your race. 

Race can mean your colour, or your nationality (including your citizenship). It can also mean your ethnic or national origins, which may not be the same as your current nationality. For example, you may have Chinese national origins and be living in Britain with a British passport.

Race also covers ethnic and racial groups. This means a group of people who all share the same protected characteristic of ethnicity or race.  A racial group can be made up of two or more distinct racial groups, for example black Britons, British Asians, British Sikhs, British Jews, Romany Gypsies and Irish Travellers.

You may be discriminated against because of one or more aspects of your race, for example people born in Britain to Jewish parents could be discriminated against because they are British citizens, and/or because of their Jewish heritage – either is unlawful.

Circumstances when being treated differently due to race is lawful

A difference in treatment may be lawful in employment situations if:

  • Belonging to a particular race is essential for the job. This is called an occupational requirement. For example, an organisation wants to recruit a support worker for a domestic violence advice service for black women. The organisation can say that it only wants to employ someone who is black or from a minority ethnic group.
  • An organisation is taking positive action to encourage or develop people in a racial group that is under-represented or disadvantaged in a role or activity. For example, an employer gets hardly any applicants for its graduate recruitment programme from African candidates, so it sets up a work experience and mentoring programme for African students to encourage them into the industry.Queen Mary became a signatory of the Race Equality Charter Mark (REC) in July 2018. A requirement of membership is that the university apply for an award within 3 years i.e. by2021.The REC provides a framework through which institutions work to identify and self-reflect on institutional and cultural barriers standing in the way of minority ethnic staff and students.Member institutions develop initiatives and solutions for action, and can apply for a Bronze or Silver REC award, depending on their level of progress.
  • REC is underpinned by five fundamental guiding principles:
  • Run by Advance HE, the REC aims to improve the representation, progression and success of minority ethnic staff and students within higher education.

The Race Equality Charter Mark

  1. Racial inequalities are a significant issue within higher education. Racial inequalities are not necessarily overt, isolated incidents. Racism is an everyday facet of UK society and racial inequalities manifest themselves in everyday situations, processes and behaviours.

  2. UK higher education cannot reach its full potential unless it can benefit from the talents of the whole population and until individuals from all ethnic backgrounds can benefit equally from the opportunities it affords.

  3. In developing solutions to racial inequalities, it is important that they are aimed at achieving long-term institutional culture change, avoiding a deficit model where solutions are aimed at changing the individual.

  4. Minority ethnic staff and students are not a homogenous group. People from different ethnic backgrounds have different experiences of and outcomes from/within higher education, and that complexity needs to be considered in analysing data and developing actions.

  5. All individuals have multiple identities, and the intersection of those different identities should be considered wherever possible.

By becoming a member REC, Queen Mary is committing to following these principles in how it approaches race equality and how it addresses its institutional culture.

REC covers:

  • professional and support staff

  • academic staff

  • student progression and attainment

  • diversity of the curriculum

For further information about sexual orientation at Queen Mary, including information about our LGBT+ staff network, QMOUT, and support for staff & students.



What do we mean by 'trans'?

Trans is an umbrella term which describes people whose gender identity does not align with the sex/gender they were assigned at birth. For example, a trans woman could be a person who was assigned male at birth but identifies as a woman. This definition includes people who identify as non-binary (those whose gender identity doesn’t sit comfortably with the binary of ‘man’ or ‘woman’), genderqueer, genderfluid and agender.

Gender identity is a person’s internal sense of their own gender, which may or may not align with the sex/gender they were assigned at birth.

Transitioning refers to the steps a trans person may take to live fully in their gender identity, whatever that means to them. Everybody’s transition is different. Transitioning can include:

  •  Social transition (e.g. changes in name, pronouns, presentation)
  •  Legal transition (e.g. changing legal name and gender)
  •  Medical transition (e.g. taking hormones and/or having 'top' and/or 'bottom' surgery to change your body).

Not everybody will do all or any of the steps above, but that does not invalidate their gender.

Work is currently underway writing up the Trans Inclusion Definitions and Terminology document, and this will be posted here when it is completed. 

Queen Mary's Trans Inclusion Policy Statement

We want to create an environment where trans people can be themselves and are treated with kindness, dignity and respect. Our Trans Inclusion Policy Statement is just one of the first steps, providing an overview of the approach that Queen Mary will taketo support our trans staff and students.

You can read the policy here: Trans Inclusion Policy Statement [PDF 890KB]

Further guidance on Queen Mary processes and support around trans inclusion and transitioning will follow in 2020. 

LGBT Allies

Want to learn more about how to support and be an ally to our trans staff and students? See our LGBT Allies initiative.

There are a number of family friendly policies available to Queen Mary staff. For further information.

Useful links


Childcare Choices - All about Government help with childcare costs, including 15 to 30 hours free childcare, Tax-Free Childcare, tax credits, Universal Credit, vouchers and support.
PACEY - The Professional Association for Childcare and Early Years. 
Family and Childcare Trust - National charity for childcare and family issues - Parenting, childcare and children's services - UK Childcare & Nanny Agencies and Jobs

Parenting Advice

Positive - Positive parenting - Parenting and Family Support - Pregnancy, Birth, Babies, Parenting - Supernanny Parenting Advice 

Health and Safety - Play Safety
Dr Miriam Stoppard - UK's best selling family expert - Aiming to improve children's health by informing and inspiring their carers - From the American Academy of Pediatrics - The Web's most visited site about children's health - Children's Health - Parenting, Pregnancy & Fertility - Children's Health and Safety Association
THINK! - UK Government road safety advice

Bullying - From BullyingUK, charity dedicated to providing advice and support on school bullying - Free, private and confidential support service - Cyberbullying Research Center
Megan Meier Foundation - Bullying and Cyberbully Prevention
NSPCC - Bullying and cyberbullying advice - Help stop bullying at school, online, and in the community - Videos from from charity Bullying UK







Queen Mary currently has three main policies relating to parental leave. 

  • The Maternity and other family leave provisions Code of Practice
  • Shared Parental Leave
  • Fertility Treatment Leave

To find out more about these policies, visit the relevant HR webpages.

If you have any questions about these policies, you are advised to contact the HR Adviser for your Faculty. Contact details for HR

In addition to this, there are a number of guidelines for staff, such as for research staff, and for women who are breastfeeding/expressing. All this can be found on the HR webpages

Useful links - Baby & Pregnancy Advice for Mums to be - Prenatal & Postnatal Guidance on Health, Baby Care & More - Pregnancy, birth and baby advice for dads 

In addition to the SMD's work on gender equity, there are a number of Queen Mary initiatives that you can access. Further information.


Queen Mary is committed to being inclusive and accessible to disabled people. We recognise that disabled people are a diverse group with differing needs. Some disabilities are not always visible, such as mental health issues, HIV and epilepsy.

Accessibility for our staff will ensure that we attract and retain the most talented people to contribute to the success of Queen Mary.

Find out more about support for staff with disabilities

Any Queen Mary employee can apply to work flexibly by requesting a change to their contract. 

There is no automatic right to work flexibly but we do have a duty as an employer to deal with any requests in a 'reasonable' manner.  

There may be sound practical and business reasons why Queen Mary is unable to accommodate the work pattern you have in mind, however, Queen Mary's Flexible Working Policy (please see below) aims to ensure that:

  • any application you make is given serious consideration;
  • if your application is refused, you will be given the reason why and a right of appeal.

You may apply to change your contract only once in any twelve month period.

The link to the flexible working policy webpages

Flexible Working Policy [DOC 87KB]