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“One of the best things about BMJ is its people.” This is a statement heard time and time again by staff from all backgrounds, working at all levels across the business. The people are what makes the culture at BMJ so unique, and that’s why diversity and inclusion is such a mainstay of BMJ’s culture.

“I want BMJ as a company to have the most inclusive environment and be an active ally of all under-represented groups. I encourage everyone at work to speak out when they witness unjust behaviour and highlight areas where we can do better. I hope other companies are doing the same.”
Chris Jones, CEO

Leading by example

Inclusivity also plays a large part in our vision for a healthier world. The active stance we take on supporting social justice translates beyond our people into the work we do with customers and partners.

As an established publisher, we understand the role of journals in creating a more positive, equitable, diverse and inclusive environment in research, clinical practice and scholarly publishing. 

Our efforts to limit the effects of unconscious bias serve to dismantle barriers that may have previously prevented women and underrepresented groups from being published, having a voice or advancing their careers.

How we create an inclusive environment

At BMJ, we learn and discuss. Everyone can join a safe space at BMJ to share thoughts and experiences about important issues on all areas of diversity and inclusion, from mental health, sexual orientation, race, disability, gender, age, and caring for a loved one.

We take action: from refusing to host or take part in all-male panels (‘manels’) and providing mentoring to aspiring journalists from underrepresented communities, to supporting a diverse pipeline of future leaders, include some of the ways you can contribute to creating a more diverse and inclusive sector.

We celebrate: at regular intervals, we come together to celebrate our diversity, and further establish our inclusive culture. 

Our dedicated networks at BMJ

Diversity data campaign infographic showing a rise in data completion rates

Celebrating our differences

Our diversity data campaign, recently completed by our diversity and inclusion team, helped us to celebrate the many different minorities that make up our workforce, and inspired volunteers within the organisation to create a series of dedicated support networks.

The strong feeling of acceptance we encourage across our company, has led to a huge improvement in our data collection efforts. These results give us the welcome insight that people in our organisation feel they can truly be open and honest about who they are.

  • All under-represented groups are encouraged to apply for any role at any level   

  • A fair and objective recruitment process is something we pride ourselves on delivering well 

  • Flexible working arrangements are available to fit in with your preference and needs

Acting against racism for a healthier, more equal, world

Racism is our responsibility too

At BMJ, we are determined to tackle racism on all levels. We believe it is our responsibility to document the experiences of black and ethnic minority patients and help our audience understand how racism can affect the working lives of doctors.

See what we are doing to educate and encourage the government, the public and the NHS to have a wider conversation about racism. 

Closing the gender pay gap

Huge steps to closing an ever-narrowing margin

Relative to our competitors, BMJ has the lowest mean and median pay gap, by a significant margin – but there is still more to do.

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.

With female heads increasing over the last four years, we are encouraged by very little evidence of gender bias in BMJ’s highest or lowest-paying roles. BMJ should be a place where all 470 of our staff across the globe are open to opportunities for development – irrespective of their gender.

And this issue will remain at the top of our equality, diversity and inclusion agenda initiatives. 

Read the full BMJ gender pay gap report here.

We continue to drive further improvement despite the challenges imposed by the pandemic during the last 12 months, we have been implementing various supporting initiatives:

  • Recruiting a Head of Diversity and Inclusion, responsible for strategies to ensure fairness and equality between the genders
  • 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.
  • Highlighting gender pay gap issues to managers
  • Ensuring that all staff have opportunities for development irrespective of gender
“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

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Contact us to discuss opportunities

Rhenu Selli
BMJ human resources department