Workforce Data (Alt Text)

Our staff profile information was generated at a data point of 31 March 2024. In previous reports we have used a data point of 31 July to align with our student data reporting period, from this year we have aligned our staff data point with the statutory reporting date for Pay Gap reporting.

Our workforce headcount on 31 March 2024 was 3551. The tables presented are in line with our obligation to publish information under the Public Sector Equality Duty (PSED). Northumbria' s headcount has decreased by 2.6% in the 8-month period, since the last reported figure. This is a reduction in headcount of 94.

Our workforce has seen changes in diversity since the 2023 report. Our data shows that female headcount has decreased by 2.7%, whereas male headcount has decreased by 2.4%. Our overall workforce is now 54.8% female and 45.2% male, a slight shift from the previous year's 54.9% female and 45.1% male. Academic headcount has decreased by 3.4% since 2023, whereas Professional Support has seen a decrease of 1.9%.

The BAME headcount has increased by 9.6%, from 468 to 513, while the White headcount has decreased by 2.1%, from 3003 to 2940. This represents a significant increase in diversity, with BAME staff now comprising 14.4% of the workforce, up from 12.8% in the previous year.

The number of staff reporting a disability has increased substantially, from 106 to 136, representing a 28.3% increase. This brings the proportion of disabled staff from 2.9% to 3.8% of the total workforce.

Alt text for all all dashboards: The dashboard details various EDI statistics across the Northumbria workforce.

• 30.4% of the workforce were between the ages of 35 and 44, this is the same previous year.
• 3.8% of the workforce declared a disability, this was an increase of 0.9% from the previous year.
• 17.4% of the workforce were from non-UK nationalities, a slight decrease from 17.5% in the previous year.
• 52.9% of the workforce worked in professional support roles, the same proportion as the previous year.
• Black, Asian and Minority Ethnic (BMAE) colleagues made up 14.4% of the workforce, an increase from 12.8% the previous year
• There were more than 7 different religions or beliefs represented amongst colleagues.
• 82.6% of the workforce were UK nationals.
• 0.3% of colleagues had a non-binary gender identity.
• Women made up 54.8% of the staffing profile, a slight decrease from 55% in the previous year.
• 1.7% of colleagues were gay or lesbian.

Workforce Composition

Academic / Professional Support Split

Alt text: The table summarizes workforce composition by employee type, presenting headcount and full-time equivalent (FTE) data. Academic staff have a headcount of 1,673, comprising 47.1% of total employees, and represent 1,596.5 FTEs, making up 49% of total FTEs. Professional Support staff have a headcount of 1,878, which is 52.9% of total employees, with 1,660.1 FTEs, constituting 51% of total FTEs. The overall total is 3,551 employees (100%) and 3,256.6 FTEs (100%).

Sex

Alt text: The table provides a breakdown of the workforce by sex and gender, along with corresponding headcount and Full-Time Equivalent (FTE) figures. There are 1,946  female employees (54.8% of headcount), with 1,722.1 FTE (52.9% of total FTE). And  1,605  male employees (45.2% of headcount), with 1,534.4 FTE (47.1% of total FTE). The total headcount is 3,551, with a combined FTE of 3,256.6, both of which sum to 100%.

Ethnicity

Alt text: The table provides a breakdown of the workforce by ethnicity, along with headcount and Full-Time Equivalent (FTE) figures. There are 513 BAME employees (14.4% of headcount), with 484.1 FTE (14.9% of total FTE). 2,940 white employees (82.8% of headcount), with 2,684.2 FTE (82.4% of total FTE). And there are 98 employees who selected ‘Not known’ (2.8% of headcount), with 88.3 FTE (2.7% of total FTE). The overall workforce consists of 3,551 employees and 3,256.6 FTE (100%).

Disability

Alt text: The table provides a breakdown of the workforce by disability status, with headcount and Full-Time Equivalent (FTE) figures. There are 136 employees with a disability (3.8% of headcount), with 127.8 FTE (3.9% of total FTE). There are 2,931 not disabled employees (82.5% of headcount), with 2,698.2 FTE (82.9% of total FTE). And 484 ‘Not known’ employees (13.6% of headcount), with 430.6 FTE (13.2% of total FTE). The overall headcount is 3,551 employees and 3,256.6 FTE (100%).

Nationality

Alt text: The table summarizes headcount and full-time equivalent (FTE) figures by nationality. Categories include EU, Europe (Non-EU), International, and UK, with totals provided. For EU nationals, the headcount is 228 (6.4%) and FTE is 217.1 (6.7%). Europe (Non-EU) nationals have a headcount of 10 (0.3%) and FTE of 10 (0.3%). International nationals account for a headcount of 381 (10.7%) and FTE of 369.9 (11.4%). UK nationals have the largest representation with a headcount of 2932 (82.6%) and FTE of 2659.6 (81.7%). The total headcount is 3551 (100%) with an FTE of 3256.6 (100%).

Gender Identity

Alt text: The table provides headcount and full-time equivalent (FTE) data by gender identity. Categories include: "In another way" with 5 headcount (0.1%) and 4.5 FTE (0.1%), "Man" with 505 headcount (14.2%) and 484.4 FTE (14.9%), "Non-binary" with 11 headcount (0.3%) and 10.3 FTE (0.3%), "Not known" with 681 headcount (19.2%) and 622.5 FTE (19.1%), "Woman" with 2349 headcount (66.2%) and 2134.8 FTE (65.6%). The total headcount is 3551 (100%) with an FTE of 3256.6 (100%).

Sexual Orientation

Alt text: The table outlines headcount and full-time equivalent (FTE) data by sexual orientation. Categories include: "Another sexual orientation" with 8 headcount (0.2%) and 7.5 FTE (0.2%),"Bisexual" with 54 headcount (1.5%) and 51.5 FTE (1.6%),"Gay or lesbian" with 62 headcount (1.7%) and 60.4 FTE (1.9%), "Heterosexual or straight" with 1015 headcount (28.6%) and 944 FTE (29%), "Not known" with 2412 headcount (67.9%) and 2193.1 FTE (67.3%). The total headcount is 3551 (100%) with an FTE of 3256.6 (100%).

Religion

Alt text: The table provides the distribution of employees by religion, with both headcount and Full-Time Equivalent (FTE) figures. The "Not Known" group represents the largest share, with 1,928 individuals (54.3% of headcount) and 1,746 FTE (53.6%). "No religion" follows with 900 individuals (25.3% of headcount) and 840.8 FTE (25.8%). "Christian" employees total 586 (16.5% of headcount) with 537.7 FTE (16.5%). "Muslim" employees make up 62 (1.7% of headcount) and 59.2 FTE (1.8%), while "Hindu" has 31 individuals (0.9% of headcount) and 31 FTE (1%). "Another religion or belief" consists of 24 employees (0.7% of headcount) and 22.2 FTE (0.7%), and "Buddhist" includes 16 individuals (0.5% of headcount) with 16 FTE (0.5%). Finally, "Sikh" has 4 individuals (0.1% of headcount) and 3.6 FTE (0.1%). In total, there are 3,551 individuals and 3,256.6 FTE, representing 100% of the headcount and FTE, respectively.

Recruitment

In terms of recruitment, there has been a decrease in both academic and professional support starters. Academic recruitment has decreased by 49.8%, from 247 to 124 new starters. Professional support recruitment has also decreased, by 41.8%, from 467 to 297 new starters.

Recruitment (Academic)

Gender

Alt text: The table provides the recruitment breakdown for academic staff by gender, showing both headcount and Full-Time Equivalent (FTE). There are 57 female employees, making up 46% of the headcount, with 55.1 FTE (45.6% of the total FTE). The male employees total 67, representing 54% of the headcount, with 65.8 FTE (54.4% of the total FTE). In total, there are 124 academic staff members, accounting for 100% of the headcount, and 120.9 FTE, which represents 100% of the total FTE.

Ethnicity

Alt text:: The table provides the ethnic breakdown of academic recruitment, showing both headcount and Full-Time Equivalent (FTE). There are 48 employees identified as BAME, representing 38.7% of the headcount, with 47.6 FTE (39.4% of the total FTE). The "White" group includes 72 individuals, making up 58.1% of the headcount, with 69.3 FTE (57.3% of the total FTE). There are 4 individuals in the "Not Known" category, accounting for 3.2% of the headcount and 4 FTE (3.3% of total FTE). In total, there are 124 academic staff members, representing 100% of the headcount, and 120.9 FTE, representing 100% of the total FTE.

Disability

Alt text: The table shows the disability status breakdown for academic recruitment, with figures for both headcount and Full-Time Equivalent (FTE). There are 6 disabled individuals, making up 4.8% of the headcount and 6 FTE, or 5% of the total FTE. The "Not Disabled" category includes 3 employees, representing 2.4% of the headcount and 3 FTE (2.5% of total FTE). The "Not Known" category has the largest share, with 115 individuals (92.7% of the headcount) and 111.9 FTE (92.6% of total FTE). In total, there are 124 academic staff members, representing 100% of the headcount, and 120.9 FTE, which makes up 100% of the total FTE.

Recruitment (Professional Support)

Gender

Alt text: The table provides a gender breakdown for professional support staff recruitment, showing both headcount and Full-Time Equivalent (FTE). There are 109 female employees, making up 63% of the headcount, with 96.1 FTE (62.2% of total FTE). The male employees total 64, representing 37% of the headcount, with 58.4 FTE (37.8% of total FTE). In total, there are 173 professional support staff members, accounting for 100% of the headcount, and 154.4 FTE, which represents 100% of the total FTE.

Ethnicity

Alt text: The table shows the ethnic distribution of professional support staff recruitment, with both headcount and Full-Time Equivalent (FTE) figures. There are 76 employees identified as BAME, representing 25.6% of the headcount, with 71.7 FTE (26% of total FTE). The "White" group includes 214 employees, making up 72.1% of the headcount, with 197.5 FTE (71.7% of total FTE). The "Not Known" category consists of 7 employees (2.4% of the headcount) and 6.2 FTE (2.2% of total FTE). In total, there are 297 professional support staff members, representing 100% of the headcount, and 275.3 FTE, which makes up 100% of the total FTE.

Disability

Alt text: The table shows the disability status breakdown for professional support staff recruitment, with both headcount and Full-Time Equivalent (FTE) figures. There are 22 disabled employees, making up 7.4% of the headcount, with 21 FTE (7.6% of total FTE). The "Not Disabled" category includes 17 employees, representing 5.7% of the headcount, with 15.2 FTE (5.5% of total FTE). The "Not Known" category has the largest share, with 258 employees (86.9% of the headcount) and 239.1 FTE (86.8% of total FTE). In total, there are 297 professional support staff members, representing 100% of the headcount, and 275.3 FTE, which accounts for 100% of the total FTE.

Leavers Data

There has been an increase in both academic and professional support departures. Academic leavers have increased by 26.0%, from 174 to 219. Professional support leavers have seen a smaller increase of 4.8%, from 252 to 264.

These figures show a slight contraction in overall staff numbers, but with increases in diversity, particularly in terms of BAME representation and disability disclosure.

Leavers (Academic)

Gender

Alt text: The table shows the gender distribution of academic staff leavers, with both headcount and Full-Time Equivalent (FTE) figures. There are 106 female leavers, making up 48.4% of the headcount, with 94.1 FTE (48% of total FTE). The male leavers total 113, representing 51.6% of the headcount, with 102.1 FTE (52% of total FTE). In total, there are 219 academic staff leavers, accounting for 100% of the headcount, and 196.2 FTE, which represents 100% of the total FTE.

Ethnicity

Alt text: The table provides the ethnic distribution of academic staff leavers, showing both headcount and Full-Time Equivalent (FTE) figures. There are 51 BAME leavers, representing 23.3% of the headcount, with 48 FTE (24.5% of total FTE). The "White" group includes 161 leavers, making up 73.5% of the headcount, with 141.6 FTE (72.2% of total FTE). The "Not Known" category consists of 7 leavers, accounting for 3.2% of the headcount, with 6.6 FTE (3.4% of total FTE). In total, there are 219 academic staff leavers, representing 100% of the headcount, and 196.2 FTE, which makes up 100% of the total FTE.

Disability

Alt text: The table shows the disability status distribution of academic staff leavers, with both headcount and Full-Time Equivalent (FTE) figures. There are 4 disabled leavers, making up 1.8% of the headcount, with 3.6 FTE (1.8% of total FTE). The "Not Disabled" category includes 193 leavers, representing 88.1% of the headcount, with 174.1 FTE (88.7% of total FTE). The "Not Known" category consists of 22 leavers, accounting for 10% of the headcount, with 18.5 FTE (9.4% of total FTE). In total, there are 219 academic staff leavers, representing 100% of the headcount, and 196.2 FTE, which makes up 100% of the total FTE.

Leavers (Professional Support)

Gender

Alt text: The table provides the gender distribution of professional support staff leavers, with both headcount and Full-Time Equivalent (FTE) figures. There are 179 female leavers, making up 67.8% of the headcount, with 149.8 FTE (64.7% of total FTE). The male leavers total 85, representing 32.2% of the headcount, with 81.8 FTE (35.3% of total FTE). In total, there are 264 professional support staff leavers, accounting for 100% of the headcount, and 231.6 FTE, which represents 100% of the total FTE.

Ethnicity

Alt text: The table shows the ethnic distribution of professional support staff leavers, with both headcount and Full-Time Equivalent (FTE) figures. There are 29 BAME leavers, representing 11% of the headcount, with 24.6 FTE (10.6% of total FTE). The "White" group includes 227 leavers, making up 86% of the headcount, with 200.1 FTE (86.4% of total FTE). The "Not Known" category consists of 8 leavers, accounting for 3% of the headcount, with 6.9 FTE (3% of total FTE). In total, there are 264 professional support staff leavers, representing 100% of the headcount, and 231.6 FTE, which accounts for 100% of the total FTE

Disability

Alt text: The table provides the disability status distribution of professional support staff leavers, with both headcount and Full-Time Equivalent (FTE) figures. There are 9 disabled leavers, making up 3.4% of the headcount, with 7 FTE (3% of total FTE). The "Not Disabled" category includes 207 leavers, representing 78.4% of the headcount, with 184.7 FTE (79.8% of total FTE). The "Not Known" category consists of 48 leavers, accounting for 18.2% of the headcount, with 39.8 FTE (17.2% of total FTE). In total, there are 264 professional support staff leavers, representing 100% of the headcount, and 231.6 FTE, which makes up 100% of the total FTE.

Reason for leaving Northumbria 

Alt text: The image shows the top five reasons for leaving in exit survey responses between 1 April 2023 and 31 March 2024 from 241 respondents.  Core salaried staff only.  Excludes responses where the main reason for leaving was ‘end of contract’. Promotion/career development: 53 people (38.7%), Family/personal reasons: 24 people (17.5%), Retirement: 23 people (16.8%), Other: 20 people (14.6%) Career change: 17 people (12.4%).  The table shows that promotion or career development is the most common reason for leaving, followed by family/personal reasons and retirement.

Alt text: The image shows all reasons for leaving categorised by gender, along with corresponding counts and percentages:

• Career change: 12 females (70.6%), 5 males (29.4%)
• Dissatisfaction with University leadership: 2 males (66.7%), 1 female (33.3%)
• Family/personal reasons: 13 females (54.2%), 11 males (45.8%)
• Health reasons: 3 males (100%)
• Lack of job satisfaction: 4 females (66.7%), 2 males (33.3%)
• Other: 10 females (50%), 10 males (50%)
• Promotion/career development: 29 females (54.7%), 24 males (45.3%)
• Relocation: 3 females (50%), 3 males (50%)
• Retirement: 12 females (52.2%), 11 males (47.8%)
• Work-life balance: 8 females (88.9%), 1 male (11.1%)

The image highlights gender differences in reasons for leaving, with females leading in categories like career change, promotion, and work-life balance.

Alt text: The image shows all reasons for leaving an organization categorized by ethnicity, along with corresponding counts and percentages:

• Retirement: 23 White (100%)
• Promotion/career development: 44 White (83%), 5 Asian (9.4%), 2 Mixed (3.8%), 1 Black (1.9%), 1 Not known (1.9%)
• Other: 16 White (80%), 1 Asian (5%), 1 Mixed (5%), 1 Other (5%), 1 Not known (5%)
• Work-life balance: 8 White (88.9%), 1 Unknown (11.1%)
• Family/personal reasons: 13 White (54.2%), 4 Black (16.7%), 3 Asian (12.5%), 2 Other (8.3%), 1 Mixed (4.2%), 1 Not known (4.2%)
• Career change: 12 White (70.6%), 2 Asian (11.8%), 1 Mixed (5.9%), 1 Black (5.9%), 1 Not known (5.9%)
• Lack of job satisfaction: 2 White (33.3%), 2 Mixed (33.3%), 1 Asian (16.7%), 1 Not known (16.7%)
• Relocation: 5 White (83.3%), 1 Asian (16.7%)
• Dissatisfaction with University leadership: 3 White (100%)
• Health reasons: 2 White (66.7%), 1 Asian (33.3%)

The image shows that White employees make up the majority in most categories, with noticeable participation from Asian, Black, Mixed, and other ethnicities in specific areas like family/personal reasons and promotion/career development.

Northumbria’s Pay Gap Reporting

Alt text: The table presents median and mean percentage pay gaps across three categories: gender, ethnicity, and disability.  Gender Pay Gap: Median is 15.3%, and mean is 13.7%.  Ethnicity Pay Gap (White/BAME): Median is -3.9%, indicating BAME staff earn slightly more, while the mean is 1.6%.  Disability Pay Gap: Median is 13.3%, and mean is 11.0%.  This table highlights pay disparities within the institution across different demographics.

The statutory reporting deadline for the Gender Pay Gap was 4th April 2024, using the 2023 ‘snapshot’ date.

The median Gender Pay Gap increased slightly to 15.3% in 2023 from 15.2% in 2022. The mean gap increased to 13.7% from 11.4%. This reflects changes in the proportions of men and women in pay quartiles, and the difference between median Professional Support pay (£15.28) and median Academic pay (£28.19).

The median Ethnicity Pay Gap remained negative at -3.9%, indicating higher median pay for employees from Black, Asian and Minority Ethnic backgrounds (BAME) compared to White employees. The mean gap decreased to 1.6% from 7.7% in 2022. This is reflected in a reduction in BAME employees in the lowest pay quartile and an increase in the highest quartile.

The median Disability Pay Gap decreased to 13.3% from 15.8% in 2022, while the mean gap increased slightly to 11.0% from 10.6%. The proportion of full-pay relevant employees disclosed as Disabled increased to 3.4% (123) in 2023 from 2.5% (79) in 2021.

The University and Colleges Employers Association (UCEA) conducted a Pay Gaps survey in 2023 for sector benchmarking. Northumbria University's 2022 median Gender Pay Gap (15.2%) was higher than the sector (12.3%) and national (14.4%) medians. The median Ethnicity Pay Gap (-4.5%) was lower than the sector's (2.6%).

The University recognises that addressing pay gaps requires sustained changes in practice and cultural norms. Priorities include increasing women in senior grades, improving ethnic representation across all grades, and increasing disability disclosure rates. Actions taken include embedding EDI into recruitment policies, providing development opportunities for underrepresented groups, enhancing maternity and paternity provisions, and regular reviews of pay equity. The University is committed to pursuing the elimination of median pay gaps by gender, ethnicity, and disability as part of its 2030 Strategy. A review of EDI actions across relevant charters and commitments will be undertaken, with progress monitored and shared regularly.

Northumbria in Comparison to the Region and Sector

In addition to monitoring our year-on-year data, which allows us to identify trends and measure the effectiveness of steps we are taking to improve the diversity of our workforce, we also look externally to the region and sector using publicly available data provided by HESA (Higher Education Statistics Agency).

This report uses the latest available HESA published data with a census date of 01 December 2023. Whilst this is not as recent as the data referenced elsewhere in this report (31 March 2024), it provides insight into our position in comparison to the sector during the reporting period.

Workforce Size

In terms of the size of the workforce, Newcastle University remains the largest in the region with 6,635 staff, followed by Durham University at 5,450. Northumbria sits in the middle with 3,551 staff, ahead of Sunderland University (2,390) and Teesside University (2,070).

Alt text: The table compares the distribution of academic and professional support staff across five regional higher education providers and the UK HE sector overall:

• University of Durham: Total staff 5,450; 46.4% academic, 53.6% professional support
• Newcastle University: Total staff 6,635; 46.6% academic, 53.4% professional support
• University of Sunderland: Total staff 2,390; 57.7% academic, 42.3% professional support
• Teesside University: Total staff 2,070; 48.8% academic, 51.2% professional support
• Northumbria University: Total staff 3,551; 47.1% academic, 52.9% professional support
• UK HE Sector: Total staff 398,170; 60.3% academic, 39.7% professional support

The table highlights that the UK HE sector overall has a higher proportion of academic staff compared to individual universities in the North East region

Workforce Composition

Our proportion of academic staff is 47.1%, below the sector average. In a regional context, the proportion of academic staff is higher at Sunderland University (57.7%) and slightly lower at Durham University (46.4%) and Newcastle University (46.6%). Northumbria remains competitive in terms of its academic and professional support staff balance, positioning us within the middle of the region’s universities.

Alt text:  The table shows the gender distribution of staff at five regional higher education providers and in the UK HE sector overall:

• Northumbria University: 3,252 total staff; 54.8% female, 45.2% male
• University of Durham: 5,450 total staff; 55.3% female, 44.6% male
• Newcastle University: 6,635 total staff; 55.9% female, 44.0% male
• University of Sunderland: 2,390 total staff; 59.2% female, 40.7% male
• Teesside University: 2,070 total staff; 59.6% female, 40.3% male
• UK HE Sector: 398,170 total staff; 55.3% female, 44.6% male

The table highlights that females make up the majority of staff across all institutions and in the UK HE sector overall, with the highest percentage at Teesside University (59.6%).