Barts and The London School of Medicine and Dentistry is committed to providing equal opportunities to staff from all backgrounds and identities.
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:
The Race Equality Charter Mark
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.
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.
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.
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.
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.
professional and support staff
student progression and attainment
diversity of the curriculum
Read here for further information about sexual orientation at Queen Mary, including information about our LGBT+ staff network, QMOUT, and support for staff & students.
There are a number of family friendly policies available to Queen Mary staff. Further information on these can be found here.
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
Gov.uk - Parenting, childcare and children's services
Tinies.com - UK Childcare & Nanny Agencies and Jobs
Dr Miriam Stoppard - UK's best selling family expert
DrGreene.com - Aiming to improve children's health by informing and inspiring their carers
HealthyChildren.org - From the American Academy of Pediatrics
KidsHealth.org - The Web's most visited site about children's health
MedlinePlus.gov - Children's Health
NetDoctor.co.uk/parenting - Parenting, Pregnancy & Fertility
SafeKid.org - Children's Health and Safety Association
THINK! - UK Government road safety advice
Queen Mary currently has three main policies relating to parental leave.
To find out more about these policies, visit the relevant HR webpages here.
If you have any questions about these policies, you are advised to contact the HR Adviser for your Faculty. Contact details can be found here.
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 here.
In addition to the SMD's work on gender equity, there are a number of Queen Mary initiatives that you can access. Further information can be found here.
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:
You may apply to change your contract only once in any twelve month period.
The link to the flexible working policy homepages can be found here.
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:
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 take to 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.
Want to learn more about how to support and be an ally to our trans staff and students? See our LGBT Allies initiative.
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 here.