Equality, diversity and inclusion at the BMA

We are committed to promoting equal rights and opportunities, supporting diversity and creating an open and inclusive environment for our members, employees and stakeholders.

Location: UK
Audience: All doctors Patients and public
Updated: Tuesday 20 July 2021
About Us Article Illustration

Corporate equality, diversity and inclusion strategy

Our corporate EDI (equality, diversity and inclusion) strategy helps us to identify and develop opportunities across the whole organisation, so that we are committed to best practice in EDI.

Our strategy sets out our vision, strategic goals and the steps we will take to realise this vision.

Our aim is to:

  • foster a culture where individual differences and diversity are celebrated
  • be committed to promoting equal rights and opportunities
  • be proactive in tackling discrimination or disadvantage in all forms
  • create an open and inclusive culture for our members, employees and stakeholders.

Why equality, diversity and inclusion matters to us

Ensuring we are a diverse and inclusive organisation is important for the following reasons.


The medical profession is becoming increasingly diverse. Our membership should reflect the medical workforce and student body to be sustainable, to grow and to allow the voices of all groups to be heard.


It strengthens our ability to stand up for you, both individually and collectively, on a wide variety of policy and employment issues.

External influence

It allows us to respond to and influence effectively on key issues affecting your working lives and wider public health matters.

High-performance organisation

Organisations that are more inclusive and embrace diversity perform better and achieve more. It is essential in attracting and retaining talented and committed staff and members, who can thrive in a positive working environment. 


Measuring equality

Why we carry out equality monitoring

Collecting equality monitoring data is considered good practice and standard in many organisations, membership associations and trade unions.

Having this data helps us ensure we are properly representing the diversity within the medical workforce and student body, and that we are treating all our members fairly and with dignity and respect.

Equality monitoring helps us to:

  • understand and respond to the diverse needs of our members and tailor our services accordingly
  • improve the representativeness of our policy-making and negotiating structures.

How we hold your data

The information you provide to us is kept strictly confidential and handled in accordance with the GDPR (General Data Protection Regulation).

We use this data in aggregate form to analyse and report on statistical trends regarding our membership. It is not used in any way that allows individuals to be identified.

Your personal information is not shared with any external organisations, government departments, local councils, your employer, or used for marketing purposes.


BMA equality, diversity and inclusion advisory group

Our advisory group provides expert advice and guidance on all matters relating to equality, diversity and inclusion work at the BMA.

Group members offer in-depth knowledge of, and experience in, a range of EDI issues, and help to shape the association’s work on EDI for members, staff and the medical workforce.

They act as champions for EDI at the BMA and on behalf of the medical profession, promoting and embodying the BMA vision for EDI as set out in our strategy.

Membership of the group is for a two-year term and any BMA member can join. Applications for the sessions 2021-23 are now closed. 


Gender pay report for BMA/BMJ staff

Organisations with over 250 employees are now required to publish information about gender pay difference. The key figure that organisations have to publish is the median gender pay gap which shows the difference in average pay between men and women in the workforce.

Our figures

The figures for the BMA/BMJ group show that on average (median) men earn 11.9 per cent more per hour than women.

This is a small fall from the 12.2 per cent median gender pay gap reported last year and is lower than the UK median gender pay gap figure of 15.5% for 2020. The data in the latest report reflects the snapshot date of 5 April 2020.

While the BMA/BMJ group has made progress on introducing initiatives to reduce the gender pay gap, there is still some way to go. The group remains committed to reducing our gender pay gap and we will continue working with our employees to identify practical ways in which we can do this.