Transparency | Who We Are | Newcastle University

Transparency | Who We Are | Newcastle University
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Newcastle University
Who We Are
Structure and Governance
Transparency
What we spend and how we spend it
We aim to make the best use of the University's resources and fulfil our statutory responsibilities.
To quickly understand the breakdown of University income and how we spend it, see our
Student Financial Summary 2024 - 25
‌.
Annual Report 24-25
Get to grips with Newcastle's financial information in our Annual Report.
View annual report
Find out more about the University’s spending and finances
Remuneration Committee
The University Remuneration Committee is a sub-group of
Council
and is chaired by independent lay-member,
Claire Morgan
. The group oversees the pay of senior executives including the Vice-Chancellor and President.
Meet the members of the Remuneration Committee
Ex officio members include the
Chair of Council
,
Pat Ritchie CBE
and the
Honorary Treasurer
,
Angela Russell
Appointed members include:
Nitin Shukla
and
Professor Colin Riordan CBE
No member of the Executive Board is involved in discussions relating to their own pay. For more detail about the work of Remuneration Committee, read the
Terms of Reference
‌ (PDF: 75KB).
For more information about how Remuneration Committee oversees the pay and benefits of our senior executives, see our
Executive Remuneration Policy
(PDF: 167KB).
Vice-Chancellor's salary
The University is committed to transparency about the remuneration of senior staff, including that of the Vice-Chancellor.
Newcastle University’s Remuneration Committee
has determined the Vice-Chancellor’s salary level on the basis of the:
scale and complexity of the responsibilities of leading a £500m institution operating internationally in a highly competitive market
level of knowledge, experience and ability demonstrated by Professor Day and tested against outstanding external candidates at the time of his appointment
highly competitive market for leaders at this level and of this quality
Gender pay gap
Newcastle has made progress in addressing a wide range of equality and diversity issues across the University but has more to do for gender equality.
Gender Pay Gap Report
We have been publishing Gender Pay Gap reports since 2017 and since 2021, have integrated our report into our Annual EDI Report.
Our report presents our data and progress on addressing the gender pay gap in the organisation, but also ethnicity and disability. We are not legally required to publish ethnicity or disability pay gaps. We choose to do so to enable us to be a transparent organisation that continuously improves.
In 2023, our mean (average) gender pay gap was 15.1%. Our mean ethnicity pay gap among non-clinical academics was 0.1%. Finally, our mean disability pay gap among all colleagues was 9.8%.
Our reports examine where colleagues are in our workforce, including their occupations and grades. This helps us to better understand what contributes to our pay gaps. This is enabling more targeted action to be taken.
Find out more by reading the
Annual EDI and Gender Pay Gap Report 2024
(PDF: 1.5MB).
Addressing the gap
The University is working hard to address these gaps. The Vice Chancellor has set up a
Pay Equality Task and Finish Group
to investigate the issues linked to pay equality. The University has also:
amended the professorial pay review to help individuals progress through pay bands faster
made progress in increasing the
number of female professors who work here
supported women to progress in their careers, particularly into
leadership positions
increased
paid maternity leave
to 18 weeks to help retain our female researchers
The University's commitment to
good practice on gender equality
was recognised in 2016 when we achieved the
Athena SWAN Silver Award
.
Further information on expenditure
If you would like more information about the University's expenditure, including financial statements, investments, and expenses, visit our
Freedom of Information pages
.