Reports and Statements
The University's financial statements are published annually following approval by Council in November and, combined with the annual report, paint a comprehensive picture of the University's performance during that financial year.
These reports are published annually in accordance with the CUC HE Remuneration Code, following consideration by the University's Remuneration Committee. For terms of reference and membership of the committee please see the committee webpage,
|2019-20||Remuneration Committee Annual Report 2019-20|
|2018-19||Remuneration Committee Annual Report 2018-19|
In 2019, the mean gender hourly pay gap for the University was 10.6% and the median was 4.7%. These figures compare favourably with the Higher Education sector mean among post-92 Universities of 11.2% and median of 11.1%. The University has seen a positive impact from the interventions introduced to close the gender pay gap. The median hourly pay gap shows a significant reduction, from 10.8% in 2018 to 4.6% in 2019. The mean hourly pay gap, which is sensitive to changes at the extreme ends of the pay scale, has risen slightly, by 0.2% compared to 2018, because of a change in the head of institution. Were the head of institution to be excluded, the mean gender pay gap would also have fallen.
The mean pay gap has reduced very significantly amongst Professional Services staff, more than halving the gap from 15.2% in 2018 to 7.4% in 2019. The mean pay gap amongst Academic staff was already low, but has also halved from 1.9% to 0.8%.
As a University with a commitment to equality, diversity and inclusion, this favourable position is not a reason for complacency but rather an opportunity for us to examine and understand the data and reasons for the gap. We are confident that males and females are paid equally for doing equal jobs across the university. There are a number of reasons for the gap, from the gender distribution of senior roles, to time in service where incremental points affect pay and through the University Gender Pay Gap Action Plan we continuously seek to improve the pay gap between our female and male employees.
Please see our full Gender Pay Gap Reports:
The information published on these pages shows:
- The number of applications for admission on to recognised, undergraduate higher education courses that we have received from UK domiciled applicants
- The number of offers we have made in relation to those applications.
- The number of those offers accepted and the number of those who have registered with us.
- The number of students who attained a particular degree or other academic award, or a particular level of such an award, on completion of their course with us.
It also shows these numbers by reference to:
- The gender of the individuals to which they relate
- Their ethnicity
- Their socio-economic background
It is important to note that the data presented has not been contextualised. This means, for example, that you will not be able to see from this data how many of those applying to courses met the entry criteria. It is also the case that universities and colleges will often receive many more applications than they have spaces on courses and so offer rates will necessarily be lower than application rates in those circumstances.
Table 1a: Summary of applications, offers, acceptances and registrations for 2018-19 entrants
Mode of Study
Number of applications
Percentage of applications that received an offer
Percentage of applications that accepted an offer
Percentage of applications that led to a registration
|EIMD quintile||1 and 2||2,060||72.5%||26.5%||24.5%|
|3 to 5||2,910||80.5%||29.0%||26.4%|
|EIMD quintile||1 and 2||200||78%||72%||67%|
|3 to 5||310||81%||75%||72%|
|EIMD quintile||1 and 2||110||95%||93%||85%|
|3 to 5||240||98%||97%||87%|
Table 2a: Percentage of first degrees at grade 2:1 or above by characteristic for 2017-18 qualifiers
|1 and 2||56%|
|3 to 5||63%|
- N/A - Not applicable as no qualifiers at this mode and level
- N - 24 or fewer students in this population
- DP - Data suppressed for data protection reasons