Reports and Public Information
Statements & Reports
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|
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:
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.
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|
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.
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
In accordance with the Trade Union Act 2016, the University publishes an annual report of Trade Union facility time:
The information published here shows:
- 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 shows these numbers by reference to:
- The gender of the individuals to which they relate
- Their ethnicity
- Their socioeconomic background.
Table 1a Attainment 2019-20
|EIMD 2019 quintile||1 and 2||53%|
|EIMD 2019 quintile||3 to 5||68%|
Table 1b Attainment 2019-20
Mode of Study
Headcount of classified First Degrees awarded
Percentage of classified First Degrees awarded as first class
Percentage of classified First Degrees awarded as upper second class
Percentage of classified First Degrees awarded as lower second class
Percentage of classified First Degrees awarded as third class / pass
Headcount of unclassified First Degrees awarded
Headcount of other under-graduate awards
|Full-time||EIMD 2019 quintile||1||280||10%||35%||35%||15%||N||40|
|Full-time||EIMD 2019 quintile||2||450||15%||40%||30%||15%||N||50|
|Full-time||EIMD 2019 quintile||3||350||20%||40%||25%||15%||N||50|
|Full-time||EIMD 2019 quintile||4||270||25%||45%||25%||5%||N||30|
|Full-time||EIMD 2019 quintile||5||290||30%||45%||20%||10%||30||30|
|Full-time||EIMD 2019 quintile||N/A||30||30%||40%||30%||DP||N||N|
|Full-time||EIMD 2019 quintile||Unknown||N||N||N||N||N||N||N|
|Part-time||EIMD 2019 quintile||1||N||N||N||N||N||N/A||N|
|Part-time||EIMD 2019 quintile||2||N||N||N||N||N||N/A||N|
|Part-time||EIMD 2019 quintile||3||N||N||N||N||N||N/A||N|
|Part-time||EIMD 2019 quintile||4||40||20%||55%||20%||10%||N/A||N|
|Part-time||EIMD 2019 quintile||5||40||35%||45%||15%||DP||N/A||30|
|Part-time||EIMD 2019 quintile||N/A||N||N||N||N||N||N/A||N|
|Part-time||EIMD 2019 quintile||Unknown||N||N||N||N||N||N/A||N|
|Apprenticeships||EIMD 2019 quintile||1||N||N||N||N||N||N/A||N|
|Apprenticeships||EIMD 2019 quintile||2||N||N||N||N||N||N/A||N|
|Apprenticeships||EIMD 2019 quintile||3||N||N||N||N||N||N/A||N|
|Apprenticeships||EIMD 2019 quintile||4||N||N||N||N||N||N/A||N|
|Apprenticeships||EIMD 2019 quintile||5||N||N||N||N||N||N/A||N|
|Apprenticeships||EIMD 2019 quintile||N/A||N||N||N||N||N||N/A||N|
|Apprenticeships||EIMD 2019 quintile||Unknown||N||N||N||N||N||N/A||N|
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.
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).
- 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 & Privacy
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.
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.