BMJ impact report 2021 | Striving for equity, promoting diversity and campaigning for social justice
Reducing the gender pay gap Relative to our competitors, BMJ has the lowest mean and median pay gap, by a significant margin – but there is still more to do.
Making all-male panels a thing of the past Women remain underrepresented in discourse and decision making around the world. Despite increasing female representation in academia, men continue to publish more than women during their careers. And, though women make up 46% of the UK’s medical workforce, few appear as experts in medical journals or on healthcare panels, and fewer still in the rooms where decisions are made. BMJ staff will not participate in, or chair, panels made up exclusively of men. When qualified women are absent, perspectives are missed, inequalities are perpetuated, and everyone loses.
The median gender pay gap for BMJ is 5.5% in favour of men. This is well below the sector average of 16%, and the current national figure which shows that on average men earn 15.5% more per hour than women As we strive for further improvement, we have implemented the following initiatives over the last 12 months: • Recruiting a dedicated lead on diversity and inclusion • Reviewing our reward processes and grading structure to ensure fairness • Evaluating hiring practices and the workplace environment to ensure women have access to equal opportunity • Tackling conscious and unconscious bias in the workplace
“Women play a vital role in the workplace which is not always reflected in their pay and position in the labour market. Undervaluing their work and under- utilising their skills is damaging to our economy. Closing the pay gap is not just beneficial to women, it will also benefit businesses and society as a whole.”
Stacey Lambert HR Director
• Highlighting gender pay gap issues to managers
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Ensuring that all staff have opportunities for development irrespective of gender
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