EDI Publications and Data
Queen Mary is committed to the provision of equality of opportunity for all our students and staff.
Most Recent Publications
Please note that our annual pay gap report for 2024-25 will be published on Monday, 31st March 2025.
- Diversity Monitoring and Identity Characteristics – Staff Information FAQs [PDF 539KB]
- Equality, Diversity and Inclusion Annual Report 2022/23 [PDF 1,620KB]
- Queen Mary University of London Pay Gap Report 2024 [PDF 21,187KB]
Below you will find our reports and data published by Queen Mary in relation to equality, diversity and inclusion.
EDI Annual Report
Our 2030 Strategy outlined our goal to be "the most inclusive university." Our Equality, Diversity and Inclusion Annual Reports detail the work, events and achievements undertaken by Queen Mary to meet this aim.
- Equality, Diversity and Inclusion Annual Report 2022/23 [PDF 1,620KB]
- Equality Diversity and Inclusion Annual Report 2021/22 [PDF 2,814KB]
- Equality, Diversity and Inclusion Annual Report 2020/21 [PDF 483KB]
- Equality, Diversity and Inclusion Annual Report 2019 [PDF 790KB]
- Equality and Diversity Annual Report 2018 [PDF 1,842KB]
Management Response to the Inclusion Review
In 2019, we conducted an Inclusion Review to help us understand how to improve organisational culture at Queen Mary. The review aimed to build an understanding of the challenges and opportunities faced by Queen Mary in becoming a truly inclusive organisation and identified a series of recommendations to enable us to embed a culture of inclusion.
As part of the review, focus groups were held with staff who volunteered to take part. A number of focus groups were held, involving multiple members of staff. The staff who took part were promised their comments and discussions would be confidential. The appendices to the review include quotes from these staff, from which individual staff members are identifiable. These quotes have therefore been redacted, to maintain the confidentiality and anonymity of the staff involved.
The resulting report sets out a series of recommendations around five key themes:
• Recruitment;
• Informal working practices;
• Equality, diversity and inclusion infrastructure;
• Development; and
• Leadership and accountability.
The Review is underpinned by a detailed Management Response to the Inclusion Review and Implementation Plan, which is being overseen by the Equality, Diversity and Inclusion Steering Group.
This Review and its recommendations are an important contribution to the University’s wider work on inclusion. The full picture of our extensive work on inclusion is expressed in our People, Culture and Inclusion Enabling Plan, which is currently in development and will be the subject of a University-wide consultation in due course.
Student Equality Data
In line with requirements under Equality Act 2010, we publish statistics relating to the protected characteristics of our students annually.
Staff Equality Data
In line with requirements under Equality Act 2010, we publish statistics relating to the protected characteristics of our staff annually.
Pay Gap Reports
Please note that our annual pay gap report for 2024-25 will be published on Monday, 31st March 2025.
In the report for 2020, we combined the statutory Gender pay gap report with a discretionary ethnicity pay gap report.
To provide clarity from 2022 onwards the report title reflects the year in which the report was published.
- Queen Mary University of London Pay Gap Report 2024 [PDF 21,187KB] (published 2024)
- Queen Mary University of London, Gender and Ethnicity Pay Gap Report 2023 [PDF 26,151KB] (published 2023)
- Queen Mary University of London, Gender and Ethnicity Pay Gap Report 2022 [PDF 909KB](published 2022)
- QMUL Gender and Ethnicity Pay Gap Report 2020 [PDF 1,117KB] (published 2021)
- Queen Mary Gender and Ethnicity Pay Gap Report 2019 - 2020 [PDF 686KB] (published 2020)
- Queen Mary Gender and BAME Pay Gap Report 2018 - 19 [PDF 295KB] (published 2019)
- Queen Mary Gender Pay Gap Report 2017-18 [PDF 529KB] (published 2018)
IHRA working definition of antisemitism
Queen Mary University of London is committed to creating a truly inclusive environment, building on our cherished cultural diversity, where students and staff flourish, reach their full potential and are proud to be part of the University. One aspect of this work is in investigating and addressing issues regarding racial bullying and harassment.
Queen Mary is committed to ensuring freedom of speech within the law for all students, staff and visiting speakers. Our Freedom of Speech Policy is set within the context of the University’s values and our commitment to promoting a strong collegial community, as well as diversity and inclusiveness. We are also committed to upholding the right to academic freedom for informed and balanced debate, and to meeting the University’s obligations under the Equality Act 2010 including in relation to our Public Sector Equality Duties.
Following a rise of antisemitism in society and on university campuses in the UK, Queen Mary considered the adoption of the International Holocaust Remembrance Association (IHRA) working definition of antisemitism as a means of demonstrating that antisemitism has no place in our University, and a way of helping to promote greater understanding, awareness and tolerance across our university community through a deeper knowledge of how racism can manifest itself and therefore be addressed.
In October 2020, the Senate of Queen Mary University of London approved the adoption of the IHRA working definition of antisemitism, with two caveats recommended by the UK Parliament Home Affairs Committee in 2016 to ensure that freedom of speech is maintained in the context of discourse about Israel and Palestine, without allowing antisemitism to permeate any debate. The two caveats recommended by the Home Affairs Committee in 2016 are:
- It is not antisemitic to criticise the Government of Israel, without additional evidence to suggest antisemitic intent.
- It is not antisemitic to hold the Israeli Government to the same standards as other liberal democracies, or to take a particular interest in the Israeli Government’s policies or actions, without additional evidence to suggest antisemitic intent.
IHRA working definition in full with Home Affairs Committee caveats
The IHRA working definition is included here in full, along with the Home Affairs Committee caveats.
Antisemitism is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.
To guide IHRA in its work, the following examples may serve as illustrations:
Manifestations might include the targeting of the state of Israel, conceived as a Jewish collectivity. However, criticism of Israel similar to that leveled against any other country cannot be regarded as antisemitic. Antisemitism frequently charges Jews with conspiring to harm humanity, and it is often used to blame Jews for “why things go wrong.” It is expressed in speech, writing, visual forms and action, and employs sinister stereotypes and negative character traits.
Contemporary examples of antisemitism in public life, the media, schools, the workplace, and in the religious sphere could, taking into account the overall context, include, but are not limited to:
- Calling for, aiding, or justifying the killing or harming of Jews in the name of a radical ideology or an extremist view of religion.
- Making mendacious, dehumanizing, demonizing, or stereotypical allegations about Jews as such or the power of Jews as collective — such as, especially but not exclusively, the myth about a world Jewish conspiracy or of Jews controlling the media, economy, government or other societal institutions.
- Accusing Jews as a people of being responsible for real or imagined wrongdoing committed by a single Jewish person or group, or even for acts committed by non-Jews.
- Denying the fact, scope, mechanisms (e.g. gas chambers) or intentionality of the genocide of the Jewish people at the hands of National Socialist Germany and its supporters and accomplices during World War II (the Holocaust).
- Accusing the Jews as a people, or Israel as a state, of inventing or exaggerating the Holocaust.
- Accusing Jewish citizens of being more loyal to Israel, or to the alleged priorities of Jews worldwide, than to the interests of their own nations.
- Denying the Jewish people their right to self-determination, e.g., by claiming that the existence of a State of Israel is a racist endeavor.
- Applying double standards by requiring of it a behavior not expected or demanded of any other democratic nation.
- Using the symbols and images associated with classic antisemitism (e.g., claims of Jews killing Jesus or blood libel) to characterize Israel or Israelis.
- Drawing comparisons of contemporary Israeli policy to that of the Nazis.
- Holding Jews collectively responsible for actions of the state of Israel.
Antisemitic acts are criminal when they are so defined by law (for example, denial of the Holocaust or distribution of antisemitic materials in some countries).
Criminal acts are antisemitic when the targets of attacks, whether they are people or property – such as buildings, schools, places of worship and cemeteries – are selected because they are, or are perceived to be, Jewish or linked to Jews.
Antisemitic discrimination is the denial to Jews of opportunities or services available to others and is illegal in many countries.
The two caveats recommended by the Home Affairs Committee in 2016 are:
- It is not antisemitic to criticise the Government of Israel, without additional evidence to suggest antisemitic intent.
- It is not antisemitic to hold the Israeli Government to the same standards as other liberal democracies, or to take a particular interest in the Israeli Government’s policies or actions, without additional evidence to suggest antisemitic intent.