How we report

Read about how Northumbria is reporting on our pay gap 2024

Northumbria University comprises the University of Northumbria Newcastle (UNN), the main educational institution, and Northumbria University Services Limited (NUSL), a wholly owned subsidiary providing professional support services. In line with gender pay gap reporting regulations, we report the gender pay gap figures for both organisations separately. However, as Northumbria University operates as a single entity, this report examines the gender pay gap across both UNN and NUSL together. It also examines pay disparities for other characteristics, including disability, ethnicity, and LGBTQ+ status.

Summary of Pay Gap Terms

Northumbria University includes University of Northumbria at Newcastle (UNN) and Northumbria University Services Limited (NUSL) staff.
Snapshot date for the analysis is 31 March 2024.
Pay is regular cash payments before deductions and before salary sacrifice, divided by the number of hours worked. This differs from the definition of pay used for statutory reporting, which must be after salary sacrifice.
Bonus pay includes all additional financial recognition payments made under the ‘Going the Extra Mile’ scheme.
Length of service is defined as continuous length of service.
Mean pay is calculated by adding up the pay of all employees and dividing by the number of employees. The mean can be skewed by very high or very low pay and may be more changeable from year to year than the median.
Median pay is the middle value when hourly equivalent pay is ranked from lowest to highest. Half of employees earn more than the median and half earn less. It’s generally considered a better or truer measure of average pay than the mean, partly because it’s not distorted by very high or low values.
Pay quarters refer to four equal groups of employees ranked by their hourly pay.
Gender pay gap calculations follow the standard methodology outlined by the UK government for gender pay gap reporting.
Other pay gap calculations follow the same methodology as that used for calculating the gender pay gap.
Horizontal Segregation: This refers to the clustering of groups of people into different types of jobs, which leads to pay disparities due to different rates of average pay. For example, average pay for Professional Support roles is lower than average pay for Academic roles, and the proportion of women who work in Professional Support roles at Northumbria is greater than the proportion of women who work in Academic roles.
Vertical Segregation: This term refers to how men and women are represented at different grades in the University pay structure, with more women than men in the lowest grades and more men than women in the higher grades, affecting the overall pay gap.