Get involved in events

Equality, diversity and inclusion at Careers events

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: QMUL Careers and Enterprise Statement of Intent [PDF 49KB] 

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: Special Category Data statement [PDF 126KB]

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

Hosting or promoting your own 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.  

Get involved as an alumni

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:

• Accelerate
• Micro-internships
• QMentoring
• QTaster
• The Student Consultancy Project

Our pledge on religion and inclusivity

As one of the most diverse universities in the UK with our students drawn from over 170 nationalities,  and 77% 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, Queen Mary Careers and Employability 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.