The Careers and Enterprise team connects thousands of Queen Mary students each year with graduate and early careers recruiters. Taking part in a Queen Mary event can boost your brand recognition, advertise your vacancies and shape your workforce for the future.
Throughout the year, we will be running a variety of Careers Fairs, Workshops, Panels, and Inclusion Events. For 2024/25, events with multiple employers will be predominantly held in person, as well as welcoming employers onto campus for workshops and promotional stands.
Please contact employer-engagement@qmul.ac.uk if you would like to arrange a discussion with our Employer Engagement team to enhance your Queen Mary student engagement strategy for the academic year.
This is an overview of our 2024-25 employer activity. All events are free of charge to attend. Please click here to complete an event programme form for the activities you are interested in. For more information, or to arrange a discussion about your engagement strategy, please contact employer-engagement@qmul.ac.uk.
Please see our range of upcoming events here: Sem A Events [PDF 641KB]
Speed Networking
Our school-specific Speed Networking events allow employers to engage with students from target degrees. Whether you recruit from our School of Business and Management, Economics and Finance, Humanities and Social Sciences or Biological and Behavioural Sciences, we have a networking event for you!
Please click here to complete an event programme form to highlight your interest.
Location: Mile End Campus
Mock Assessment Centres
Styled around an assessment centre, our interactive mock assessment events will allow employers the opportunity to showcase their inclusive selection practices and support student skills development through facilitating real-life assessment activities! From conducting a group exercise, to delivering commercial case studies and psychometric assessments, to providing interview insight, this event is for anyone looking to actively talent spot QMUL students.
Equality, Diversity and Inclusion is at the heart of everything we do at Queen Mary. We want to ensure our events bring inspiration and confidence to our students and promote inclusivity. For all Careers Events, we aim to find speakers who reflect our student body.
For full information about our commitment to EDI at all Careers Events, please see our statement of intent: Careers and Enterprise Statement of Intent, Religion and Inclusivity 2024 [PDF 138KB]
To monitor inclusivity at events, we collect optional Special Category Data from speakers. For more information on the process and purpose, please read our Special Category Data statement: QMUL Careers and Enterprise Special Category Data Statement - 2023 [PDF 262KB]
We also host a range of inclusion events throughout the year. Please contact employer-engagement@qmul.ac.uk if you would like to recommend a speaker for an event or to find out about any upcoming inclusion events.
If you would like to promote your own online event to Queen Mary students, please send the title, date, times, joining instructions and biography to employer-engagement@qmul.ac.uk.
For on-campus stalls or promotional packages, contact the Students' Union.
If you are an alumni interested in sharing your experiences with current students, we would love to hear from you! Please contact employer-engagement@qmul.ac.uk and look through our Aspire programmes for exciting opportunities.
As one of the most diverse universities in the UK with our students drawn from over 170 nationalities, and 72% of our domestic undergraduate students coming from Black and Minority Ethnic heritage, fostering environments of inclusion and representation is a priority. We recognise the importance of creating inclusive learning environments that respect and celebrate the diverse backgrounds of our students, and we would therefore like to share some recommendations from rare recruitment in their June 2024 report on ‘The Experience of British Bangladeshis and Pakistanis in City Law’. Whilst this report relates to Law, we believe the principles can be taken and applied to all sectors. To this end, we would like to strongly encourage our employer partners to consider the recommendations made in this report (the key recommendations of which are listed below) in order to create an inclusive and fair environment for students of Bangladeshi and Pakistani heritage, as well as other minority communities.
Recommendations for employers:
1. Host formal work social events in venues that are not pubs or bars and that serve food that can be eaten by people who observe a Halal diet.
2. Build formal work social events around activities that are inclusive and not solely focused on alcohol.
3. Put in place clear policies on accommodations for religious prayer and fasting during the working day. Ensure managers and supervisors are briefed on these policies, provide an overview of the policies during inductions for new joiners and make clear statements about the policies annually.
4. Make clear statements during inductions for new joiners that people are permitted to pray when they need to and that their supervisors and managers are aware of this.
5. Brief supervisors and managers clearly on how to be inclusive of Muslim employees and interns, including advice on prayer, fasting and alcohol.
6. Review the accessibility, convenience and suitability of prayer and bathroom facilities.
7. Endeavour to include role models of Asian Bangladeshi and Pakistani heritage on internships, or, if that is not possible, role models of Muslim heritage.
8. Reference Muslim networks and other religious heritage or belief networks as part of diversity talks, should such networks exist.
9. Provide support for the creation and promotion of a firm wide Muslim network and/or other religious heritage or belief networks where none exists.
10. Conduct data analysis to assess the representation of Bangladeshi and Pakistani candidates within your existing outreach programmes and application pools. If the data shows this group is underrepresented, consider establishing targeted outreach programmes and scholarships for Bangladeshi and Pakistani candidates.
11. Conduct grade-adjusted adverse impact analysis to monitor the fairness of your assessment process. If you identify adverse impact when controlling for prior attainment, review and update your assessment process and assessor training with the aim of removing bias.
In 2024, QMUL C&E commissioned its own research into the experiences of Bangladeshi students and are pleased to report this produced many of the same recommendations. We are therefore committed to ensuring an inclusive and fair environment for our students.