SDG8: Decent Work and Economic Growth FAQs
Northumbria supports sustainable and inclusive economic growth, and decent employment conditions for all, both through our research and our own operations. This page outlines Northumbria’s policies, processes and practices that support Sustainable Development Goal 8: Decent work and economic growth.
Employment Practice Living Wage
Northumbria is fully accredited with the Living Wage Foundation and pays all staff and faculty the Living Wage. In addition, our staff receive generous Rewards and Benefits and benefits, including sickness leave, annual leave, parental leave and pensions.
Employment Practice Unions
At Northumbria, we recognise both UCU and UNISON and work closely with them on staffing and employment matters for all, including women and international staff.. Each union has an active branch on campus and is invited to meet new colleagues during our staff induction days.
We engage with the Universities and Colleges Employers Association (UCEA), which negotiates with the recognised trade unions on our behalf regarding collective bargaining and national pay awards.
The trade unions play an important role in advocating for fair pay and working conditions, particularly for staff who may face specific barriers. They campaign on issues of equality and inclusion, supporting women, ethnic minority staff, disabled staff, international colleagues, and LGBTQ+ staff.
Employment Policy on Discrimination
Our Equality and Diversity Policy seeks to end discrimination in the workplace by ensuring equal access to opportunities and services for all prospective and existing staff and students. The Policy ensures they are treated fairly regardless of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation, or any other inappropriate or irrelevant criteria or distinction.
Section 2.2 of the policy includes the following commitments:
2.2 Public Sector Equality Duty (PSED)
2.2.1 The Equality Act introduced a Public Sector Equality Duty (PSED) that requires public bodies, including universities, to consider how their policies and practices can:
- Eliminate Unlawful Discrimination: Proactively prevent discrimination, harassment, and victimisation.
- Advance Equality of Opportunity: Identify and remove barriers that disadvantage individuals with protected characteristics.
- Foster Good Relations: Promote understanding and respect among people from different backgrounds.
2.2.2 Northumbria University is committed to meeting these objectives by creating an inclusive environment where all individuals feel valued and supported. While we uphold our legal obligations, we also strive to foster a culture that embraces diversity, inclusion and belonging.
2.2.3 The University does not tolerate any form of discrimination, harassment, or victimisation. Such behaviour is taken seriously and may result in disciplinary action. We are also committed to balancing our legal responsibilities with the principles of freedom of speech, ensuring respectful expression for all members of our community.
The policy includes specific responsibilities for Staff and Managers to promote an inclusive working environment where discrimination, harassment and victimisation are not accepted or tolerated.
We promote Equality, Diversity and Inclusion through our Policy and ensure allegations of discrimination are fully investigated under our Grievance Procedure and Unacceptable Behaviours Policy. These procedures seek to end discrimination and ensure no staff member or student is treated less favourably based on age, disability, gender, race, colour, nationality, religious belief or sexual orientation, and set out how as an organisation we meet the requirements of the Equality Act 2010 and Worker Protection Act 2023.
Employment Policy Modern Slavery
Our Anti-Slavery and Human Trafficking Policy confirms Northumbria's position on modern slavery and summarises its provisions for mitigating the risk of modern slavery and human trafficking in its activities and supply chains in line with the Modern Slavery Act 2015
Each year, we produce as “slavery and human trafficking statement”, which demonstrates our commitment against forced labour, modern slavery, human trafficking and child labour.
Employment Policy on Pay Scale Equity
Our policy on pay scale equity includes a commitment to the measurement and elimination of gender pay gaps. This is further endorsed by our University Strategy 2030, which has under the strategic commitment ‘We promote fairness in a community where all staff and students feel they belong’, a commitment to eliminate median pay gaps by 2030 by gender, ethnicity and disability. We publish a Gender Pay Gap Report annually, which details the difference in the average pay between all men and women within the organisation, and provides recommendations for action. To further demonstrate our commitment to addressing and promoting gender pay scale equity across the university, Northumbria has been a member of the Advance HE Athena SWAN Gender Equality Charter since 2012, and holds a Silver Athena SWAN award.
Our Equality, Diversity and Inclusion Policy (pg5) further supports this commitment, stating "To support our commitment to being an inclusive employer, the University will: ensure colleagues are paid fairly and publish pay gap information". The EDI Policy describes how Northumbria adheres fully with the Equality Act 2010 (pg4), which gives women and men a right to equal pay for equal work.
Tracking Pay Scale for Gender Equity
Each year the Northumbria publishes our annual Pay Gap Report to measure and track pay scale gender equity across the university. In our 2024 Pay Gap Report, we extended our analysis to report on our LGBTQ+ pay gap, along with gender, ethnicity, disability and considerations on intersectionality; and looking in more detail by Faculty / Department, age and length of service related to gender pay. We recognise that narrowing pay gaps with the ambition of elimination is not quick or easy and requires meaningful, consistent and sustained changes in practice and cultural norms, and this additional analysis provides us with a more comprehensive understanding of the disparities that exist and helps us to develop more targeted actions to achieve our ambitious aim.
To further demonstrate our commitment to addressing and promoting gender equality across the university, Northumbria has been a member of the Advance HE Athena SWAN Gender Equality Charter since 2012, and holds a Silver Athena SWAN award. As part of this Charter we have agreed specific commitments that seek to reduce the gender pay gap, including: 1c. ensuring that gender equality work is distributed appropriately, is recognised and properly rewarded.
Employment Practice Appeal
We have an employee practice appeal process in place to support employees in appealing on employee rights and pay, which are documented in our Grievance Procedure. Our Grading of Roles Policy details the process by which staff can request a revaluation of pay for their role. This carried out in accordance with HERA – Higher Education Role Analysis and provides all staff with access to fair procedures to resolve workplace issues, including allocation of work, working conditions, career development opportunities and management practices.
Labour Rights
We recognise UCU and UNISON Trade Unions at Northumbria and fully abide by laws to ensure labour rights for all, including freedom of association and collective bargaining for all, including women and international staff. Both unions have branches on our Campus, and we publish 'Trade Union Facility Time' on our website, the provision of paid or unpaid time from an employee’s normal role to undertake Trade Union duties and activities as a Trade Union representative on campus. Both Trade Unions are invited to meet new colleagues at our new starter staff induction days, and staff are able to attend either of the Trade Union branches located on campus at weekly meetings. Members can request representation and support from trained Union representatives and full-time officials as well as expert legal advice in support of their Labour Rights. Both UCU and UNISON represent staff during the collective bargaining of pay award negotiations though the Universities and College Employers Association, of which Northumbria is a member.
