Pay Gap Reporting

Northumbria pay gap reporting pages which include information on gender, ethnicity, disability and intersectionality.

Please note: Our 2023 Pay Gap data is presented on these pages; additional supporting information continues to be updated.

Introduction from Professor Andy Long, Northumbria University's Vice-Chancellor and Chief Executive

Northumbria is a progressive, dynamic and innovative institution driven by our exceptional people. We value diversity and are determined to ensure that opportunities are open to all. Being an organisation that promotes fairness in a community where all staff and students feel they belong is a key commitment underpinning our new Strategy. Our ambition is clear, to continue our progress to reduce our median pay gaps in relation to gender, ethnicity and disability by 2030.

The University is committed by being an employer of choice, and we are proud to have some of the best and most competitive pay and terms and conditions in the sector. Fairness and equality are central to our pay strategies; we review our policies regularly, follow the CUC Higher Education Senior Staff Remuneration code, monitor our pay ratio which remains below sector average, have paid Voluntary Living Wage to directly employed colleagues for some time and have recently committed to becoming an accredited Voluntary Living Wage employer.

Each year the University publishes information about our pay gaps. Last year we made the decision to go beyond our statutory duty of reporting gender pay and included ethnicity and disability pay gap information in our annual report. This year we are extending this further to consider intersectional pay gaps. We know that closing all pay gaps will take time but we remain keen to make real and lasting progress as quickly as possible. Our 2023 data shows that compared to 2022 the median gender and ethnicity pay gaps have remained relatively static, the ethnicity gap remained negative (indicating that median pay for Black, Asian and Minority Ethnic employees is higher than White median pay) and our disability gap decreased by 2.5 percentage points.

These web pages have been developed to share more information on each pay gap, including tracking year on year progress, detailing the actions we have taken and plan to take and will provide a place where we can update regularly on our progress.