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Human Resources

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  1. Human Resources
  2. Equality
  3. Protected Characteristics
  4. Sex

Sex

Find out information about gender equality at Queen Mary University. 

Statements

Statement - Queen Mary update on the UK Supreme Court Ruling

Following the recent Supreme Court judgement regarding the legal definitions of sex under the Equality Act 2010, we know that many members of our Queen Mary community may have questions about what this means.

The Equality Act has not changed, and protections against harassment and discrimination remain in place within the Equality Act, including on the grounds of sex and gender reassignment. At this stage, we are awaiting further clarity on the practical implications of the judgement for our organisation.

The Equality and Human Rights Commission (EHRC) - the body that provides a statutory code of practice underpinning the Equality Act - expects to publish an update to the statutory code of practice by summer. It is this statutory code of practice that informs Queen Mary's existing and future policy direction. The EHRC will undertake a consultation to inform any updates, and an updated code will be placed before parliament for approval. Queen Mary’s Equality, Diversity and Inclusion Steering Group, supported by the Equality, Diversity and Inclusion Team, will continue to review legal advice and guidance to ensure we understand what it means for Queen Mary, policy, and our community.

We recognise that change will likely follow, and as always, we will approach any necessary updates through our usual policy development process, including appropriate and evidence-led equality analysis, in line with Public Sector Equality Duty.

Our Trans Inclusion Statement of Commitment remains in place and can be accessed via our website.

Our commitment to inclusivity and equality

The Supreme Court emphasise, in their judgement, that ‘gender reassignment’ remains a protected characteristic and that trans people continue to be protected from unlawful discrimination and harassment on this basis.

We remain committed to creating a safe and inclusive environment for all members of our university community, where our staff and students are treated with dignity and respect, with no tolerance for any form of unlawful discrimination, bullying and/or harassment. Our Dignity at Work and Study Procedures and Guidance set out Queen Mary’s approach to ensuring that our community is free from all forms of prejudice, discrimination, harassment and bullying.

In line with our Code of Practice on Free Speech, we promote a respectful and inclusive culture where lawful debate can take place without becoming unlawful discrimination.

Resources

We also want to remind all members of our community of the support available, including anyone who is affected by this news:

--- End of Statement ---

 

 

Policies and Guidelines related to gender equality 

Breastfeeding/Expressing Milk

Staff and Students wishing to breastfeed/express milk at Queen Mary have access to appropriate facilities (on a booking basis). Please read the maternity and family leave guidelines. Contact Carol Malcolm if you have any queries.

Fertility Treatment Guidelines

The University recognises the physical and emotional stresses of undergoing fertility testing and treatment and wishes to support those staff who are going through the process. The University’s new Fertility Treatment Policy is intended to assist eligible staff members in the logistical and emotional aspects of undergoing treatment. Further details can be found in the guidelines Queen Mary Fertility Treatment Guidelines [PDF 377KB]

Menopause Policy Statements

Our Menopause Policy Statement is designed to support staff members going through menopause, along with line managers who know or suspect that a member of their staff is experiencing menopause symptoms. For more information, read the Menopause Policy Statement

Programmes and Schemes

We at Queen Mary are working hard to address and improve gender equality in the Higher Education sector. Therefore, we’re recruiting women with the desire to develop into leadership roles and those seeking to inspire others.

The following development programmes and schemes focus specifically on aspiring leaders looking to their first leadership role, and developing leaders aiming to lead large and complex departments or services.

To help you decide which programme might be most suitable, you can use the following matrix for more detail on each programme and how to apply:  Women's Development Initiatives Matrix 2022 [PDF 91KB]                                                               

Please be aware that places are limited and there is selection process to ensure rich discussions are taking place across each cohort.

Aurora

QMUL participates in Aurora, a women-only leadership development programme aimed at addressing the under-representation of women in leadership positions in the Higher Education sector.

Springboard Women's Development Programme

Springboard is a four month personal and professional development programme for women. It offers participants the opportunity to undertake a substantial review of their work and personal life, and take more control by making good quality decisions about the right way forward.

SEAL Programme 

The South East Action Learning (SEAL) programme provides a space for women in leadership roles to voice their work and career challenges. A combination of development workshops and discussion groups help members to discover both the power and leadership qualities needed to take action to overcome them.

Following successful selection to the programme, you will be assigned to a specific action learning cohort. The participating HE institutions will host the action learning groups in turn, covering leadership development themes. We think carefully about the construction of each action learning cohort, striving for a balance of academic and professional services staff. Each cohort has a designated facilitator to guide the discussion and ensure confidentiality.

Women’s Career Development Community of Practice

Alumni from any of our women development programmes are encouraged to stay connected and supported via the QMUL Women’s Career Development Community of Practice.

All those have taken part in our women development programmes will be automatically added but the Community of Practice (COP) is open to women throughout Queen Mary interested in being involved.

This has been set up to space for on-going learning, communicating upcoming opportunities and events and to connect with others who have taken part in the suite of Leadership Development Initiatives.

If you’d like to get involved with the community then please request to join the network

Women’s Higher Education Network (WHEN)

The Women’s Higher Education Network (WHEN) provides women in our staff community with access to a wide range of events, recordings of webinars, and a host of resources.

WHEN hosts a network for all women, from all backgrounds, who work in any role in the higher education sector. We are all different, but we share a unique set of challenges. WHEN recognises and celebrates our differences.

WHEN is space that brings women together to share experiences and stories, exchange ideas and learn from and with our peers.

To access, you will need to sign up for Pink Membership (free) using your Queen Mary email: Become a member

Information for staff

Athena SWAN

For more information about the Athena SWAN - scheme to advance women career in sciences, engineering and medicine - please visit the dedicated pages on our site.

 

Societies, Networks and Projects

WISE – Women in Science and Engineering Society

The Women in Science and Engineering Society was set up in 2008 as an informal group of discussion/networking for Queen Mary Students and Postdocs interested in the role of female participation in science and in medicine.

HSS Gender Equality Network

To join the network, please sign up on the SYMPA list on the ITS website.

The network is open to all and meets 2/3 times per year to discuss gender related issues in HSS.

Women@QM 

The project sought to explore the challenges, dilemmas and opportunities for women from different generations and different communities entering higher education for the first time and to draw parallels between different groups of women for whom the entry into education was unexpected and in some sense disruptive of wider assumptions about the social and cultural role of women.

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