Metadata
Title
Transparency
Category
undergraduate
UUID
36b79f89217841b399ee6182d303da09
Source URL
https://www.ncl.ac.uk/who-we-are/structure/transparency/
Parent URL
https://www.ncl.ac.uk/undergraduate/
Crawl Time
2026-03-24T00:26:58+00:00
Rendered Raw Markdown

Transparency

Source: https://www.ncl.ac.uk/who-we-are/structure/transparency/ Parent: https://www.ncl.ac.uk/undergraduate/

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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.](https://www.ncl.ac.uk/mediav8/freedom-of-information/files/IAR-2425.pdf)

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:

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:

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.