In a time of unprecedented change and financial pressure across UK higher education, the question of who leads our universities has never been more critical.

A recent webinar hosted by GatenbySanderson in partnership with the Higher Education Policy Institute (HEPI) brought together sector leaders to explore the evolving role of the Vice-Chancellor, the challenges of recruitment, and the future of university leadership.

👇 Watch the full webinar recording below.

Leadership in Flux: The Context for Change

Julia Roberts, Partner and Practice Lead for Education at GatenbySanderson, opened the session by highlighting the sector’s current state of flux. With universities facing financial instability, regulatory scrutiny, and shifting societal expectations, the need for effective, visionary leadership is paramount.

The webinar built on the findings of a joint GatenbySanderson and HEPI report written by Tessa Harrison and Josh Freeman, which provides a data-driven analysis of Vice-Chancellor recruitment trends, tenure, and performance metrics.

👉 Download your free copy of the report 

A Call to Action for University Leadership

The joint report is a call to action, urging governing bodies and search committees to be bold, think laterally, and widen the pool of potential Vice-Chancellors.

“We must be crystal clear about the role and the context within which that role is being appointed, not just as an academic figurehead but as a Chief Executive responsible for strategy, financial sustainability, institutional culture and performance.”
– Tessa Harrison, GatenbySanderson
Co-author of, Who leads our universities? Inside the recruitment of vice-chancellors.

“The results suggest there’s potential, particularly in the context of current financial challenges, for considering the appointment of non-academic Vice-Chancellors in a way that we haven’t before.”
– Josh Freeman, HEPI
Co-author of, Who leads our universities? Inside the recruitment of vice-chancellors.

Key Findings from the Report

• The average tenure of a Vice-Chancellor is 5.5 years, comparable to FTSE 100 CEOs.
• Most Vice-Chancellors are recruited from within the sector, often from Deputy or Pro Vice-Chancellor roles.
• Russell Group universities tend to hire sitting Vice-Chancellors.
• The University of Birmingham has produced the most current Vice-Chancellors.
• Female Vice-Chancellor appointments have increased in recent years, though broader diversity trends are regressing.
• Vice-Chancellors from non-academic backgrounds showed strong performance in league tables, suggesting untapped potential.

Webinar Highlights: Leadership in a Time of Complexity

Chaired by Nick Hillman, Director of HEPI, the webinar featured a distinguished panel:

• Professor Sir Chris Husbands, Director, Higher Futures
• Nicola de Longh, Chair, Committee of University Chairs
• Professor Jon Timmis, Vice-Chancellor, Aberystwyth University

Key Discussion Points:

• The Vice-Chancellor role is now more complex and demanding than ever.
• Universities are financially, structurally, and culturally more intricate.
• There is both an institutional and moral imperative to get leadership appointments right.

“Getting the appointment of a new VC right is crucial. The wrong appointment is bad news for the university and the individual.”
– Professor Sir Chris Husbands

Challenging Assumptions in Leadership Recruitment

The panel explored several provocative questions:

• Are we clinging to outdated assumptions about academic leadership?
• Should we redefine the Vice-Chancellor as a Chief Executive, not just an academic leader?
• Are we hiding behind centuries-old language and tradition that alienates those outside the sector?
• How can we ensure recruitment panels are diverse, courageous, and equipped to make bold decisions?

“The safest option may not be the best option. Institutions must be courageous in their choices about who leads them.”
– Tessa Harrison

The Role of Students and Succession Planning

The conversation also emphasized the importance of:

• Student involvement in recruitment processes to ensure meaningful engagement.
• Succession planning and leadership development within institutions.
• Moving away from the “hero innovator” model toward collaborative, team-based leadership.

“This is a conversation that is only beginning. It’s going to be quite a difficult time of change. There’s going to be a lot of bravery that’s needed.”
– Julia Roberts, Practice Lead – Education, GatenbySanderson

Take the Next Step

Are you ready to make a difference in higher education leadership? Discuss your next executive or non-executive appointment with Julia Roberts. Contact:  julia.roberts@gatenbysanderson.com

Download: GatenbySanderson and HEPI report: 👉 Who Leads Our Universities?

Watch the full webinar: