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Reports and Public Information

Reports and Public Information

Annual Report and Financial 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. View our Financial Regulations here.

Year ending 31 July Report and financial statement
2020 Consolidated financial statement 2019-20
2019 Consolidated financial statement 2018-19
2018 Consolidated financial statement 2017-18
2017 Consolidated financial statement 2016-17
2016 Consolidated financial statement 2015-16
2015 Consolidated financial statement 2014-15
2014 Consolidated financial statement 2013-14
2013 Consolidated financial statement 2012-13
2012 Consolidated financial statement 2011-12
2011 Consolidated financial statement 2010-11
Gender Pay Gap

 

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:

Modern Slavery and Human Trafficking Statement

 

Buckinghamshire New University and its wholly owned subsidiaries recognise that modern slavery is a crime resulting in an abhorrent abuse of human rights and includes slavery, servitude, forced or compulsory labour, and human trafficking. We are committed to protecting and respecting human rights and to ensure that slavery and human trafficking is not taking place within our organisation, its subsidiary companies, or in any of our supply chains.

Read full statement

Remuneration Committee Annual Reports

 

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,

Year Annual Report
2019-20 Remuneration Committee Annual Report 2019-20
2018-19 Remuneration Committee Annual Report 2018-19
Sustainable Development Goals

 

We’ve always taken our environmental responsibilities seriously and are proud of our track record. We know that sustainability is as important to our students, people and stakeholders as it is to us. That’s why we are redoubling our efforts in the fight against climate change.

Read our submission and more about our commitment

Trade Union Facility Time

 

The University recognises the importance that it is beneficial to its employees to have representation by recognised Trade Unions. Trade Union representatives are granted reasonable time off during working hours to undertake union duties; these are set out in the following agreement.

The following Trade Unions are represented at Bucks New University:

  • UCU - University and College Union
  • UNISON

In accordance with the Trade Union Act 2016, the University publishes an annual report of Trade Union facility time:

Transparency Return

 

The information below 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

Characteristic

Characteristic split

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

Full Time

Ethnicity BAME 2,270 74.9% 32.9% 30.8%
White 2,360 86.0% 27.7% 25.4%
EIMD quintile 1 and 2 2,060 72.5% 26.5% 24.5%
3 to 5 2,910 80.5% 29.0% 26.4%
Gender Female 3,050 73.1% 26.5% 24.3%
Male 2,090 83.9% 30.7% 27.9%
Other N N N N

Part Time

Ethnicity BAME 220 87% 83% 79%
White 250 85% 81% 80%
EIMD quintile 1 and 2 200 78% 72% 67%
3 to 5 310 81% 75% 72%
Gender Female 320 79% 75% 72%
Male 230 82% 72% 67%
Other N N N N

Apprenticeships

Ethnicity BAME 140 98% 97% 87%
White 180 DP DP 97%
EIMD quintile 1 and 2 110 95% 93% 85%
3 to 5 240 98% 97% 87%
Gender Female 270 97% 96% 85%
Male 100 97% 95% 82%
Other N N N N

 

Table 2a: Percentage of first degrees at grade 2:1 or above by characteristic for 2017-18 qualifiers

 

Characteristic

Characteristic Split

Percentage

Ethnicity

BAME

51%

White

65%

EIMD Quintile

1 and 2

56%

3 to 5

63%

Gender

Female

64%

Male

54%

Other

N

Key

  • 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

Download BNU's Transparency Return 2019

Access and Participation Plan

 

Access and Participation Plans set out how higher education providers will improve equality of opportunity for underrepresented groups to access, succeed in and progress from higher education. These Plans are regulated by the Office for Students (OfS) which has a statutory duty to promote equality of access to, and participation in, higher education in England.

Read more about our plan

Student Protection Plan

 

When you accept an offer and register for Bucks programme, we fully expect to be able to deliver that programme through to the completion of your studies. However, certain circumstances may mean that it is no longer possible for that programme to continue to be delivered as initially intended. Student Protection Plans are intended to provide assurance to current and future students that higher education providers have in place appropriate arrangements to protect the quality and continuation of study for their students.

Our Student Protection Plan (with its appended Risk Register) has been approved by the UK Government's higher education regulator, the Office for Students (OfS).

Our Plan:

  • Identifies a range of scenarios that may impact on students at either the University or at one of its educational partners
  • Analyses the probability of each scenario occurring and the level of impact on a student or cohort of students
  • Identifies how the University manages and mitigates the risk associated with each scenario to prevent it from occurring, and
  • Confirms how the University will respond to protect the interests of its students should one such scenario occur.

The following guiding principles have underpinned its development and accord with those set out in our Terms and Conditions of Admission. That the University:

  • Will make every effort to ensure that the programmes it offers to students are delivered as validated
  • Accepts that it may be necessary to make changes to its provision to maintain currency and validity
  • Will seek to minimise disruption to students
  • Will consider the specific impact of changes to its provision by assessing its impact on the student population, including any perceived differential impact on particular stakeholder groups, e.g. its widening participation population
  • Will endeavour at all times to keep students appropriately informed with regard to changes that may be necessary and will bring these to their attention as soon as possible
  • Will inform the Office for Students of events, not including the closure of an individual course, that require the implementation of the provisions of this Plan.

The Plan is owned by Council, our Governing Body, which has responsibility for assuring the effective governance of the University and ensuring that it meets statutory and other legal obligations. It will be reviewed and updated as necessary on an annual basis.

Data Protection

 

Buckinghamshire New University processes personal information to enable it to provide education and support services to its students. For this reason the University holds and processes personal data about its students, staff and other data subjects for academic, administrative and commercial purposes.  It also holds personal data to fulfil regulatory and statutory obligations to the government and other associated bodies.

Read all guidance and statements

Freedom of Information

 

The purpose of the Freedom of Information Act 2000 is to promote openness and accountability across the public sector, by providing members of the public with a right of access to information held by public-sector organisations.

Within England, Wales and Northern Ireland, the Information Commissioner is responsible for promoting public access to official information. You can contact the Information Commissioner by telephone on 01625 545 745 or online from the Information Commissioner's Office website.

In Scotland, the Scottish Information Commissioner performs this function, and can be contacted by telephone on 01334 464610, or online from the Scottish Information Commissioner's website.

As a publicly-funded institution, Buckinghamshire New University is subject to the Freedom of Information Act. If you want to request information from the University, you should first look at our publication scheme document. Or you can  email FOIofficer@bucks.ac.uk for this document.

If the information you want does not appear in the Scheme, you can send your request in writing to:

The Freedom of Information Officer Buckinghamshire New University Queen Alexandra Road High Wycombe Buckinghamshire HP11 2JZ Email: FOIofficer@bucks.ac.uk

We will, within 20 days of our receipt of your request, tell you if we hold the information you want, and provide that information to you, subject to certain exemptions.

Website Privacy Policy

 

This policy describes how we collect and use personal data during your use of the Bucks New University website (www.bucks.ac.uk) in accordance with the General Data Protection Regulation (GDPR) and related UK data protection legislation.

Read full policy and details